Mourant’s Ability Network Case Study

Case study for Autism Guernsey’s Neurodiversity Network Project, showcasing how local organisations are supporting neurodivergent employees. 

Background 

Mourant is an international professional services firm that combines legal excellence, specialist entity management, governance, regulatory, and consulting services. The firm operates in multiple jurisdictions, including Guernsey, Jersey, London, the Cayman Islands, the British Virgin Islands, Singapore, Hong Kong, Mauritius, and Luxembourg. Mourant is working on building a neuro-inclusive workplace, and their Ability Network helps drive this effort.

Mourant’s Ability Network was established in 2022 with a focus on disability, neurodivergent and long-term conditions, alongside other employee resource groups that focus on LGBTQ+, faith, race and ethnicity, gender, parenting and caring, and wellbeing. The networks align with and contribute to the success of the firm's wider global inclusion strategy.

The Ability Network’s overall aim is to contribute towards creating an "inclusive, flexible workplace culture that encourages open conversations about workplace adjustments and is committed to providing colleagues with the support they need to thrive”. The network aims to provide peer support and a social network to promote belonging and inclusion, raise awareness of key issues and challenges, and provide colleague with the opportunity to share personal experiences and learn how to be effective allies in the workplace.

Nearly 50 members from across the firm are now part of the network, and membership continues to increase.

How the Network Works 

Each of Mourant’s networks uses a clear structure that comprises network sponsors, chairs, and local office representatives to balance global strategy with regional activity:

• Network Sponsors: These roles are for colleagues in leadership positions to ensure visibility, influence and support for the network.

• Network Chairs: Up to four positions are available per network, ideally intended for colleagues in non-leadership roles to create development opportunities and bring voices from across the firm into the conversations.

• Local Office Representatives: Up to two representatives per jurisdiction drive local office engagement and activity in support of the global strategy. Charlie Martel (pictured) is one of the local office representatives for the Ability Network in Guernsey.

• Human Resources Support: The networks receive active support from HR, which provides administrative assistance, internal promotion and communications, and an annual budget allocation for network-driven activity and initiatives.

The network is completely open to all Mourant colleagues regardless of their role, office location, or how they identify. Colleague can engage with the network in a way the suits them, and choose how active and visible they want to be. While all network members meet twice a year, individual groups can also meet on an ad-hoc basis to connect, and plan and deliver initiatives. These activities often align with awareness dates like World Autism Awareness Day, or from feedback received from colleagues.

Impact and Learning 

The firm has introduced several initiatives in support of workplace adjustments, education and best practice across the firm:

• Systemic and Policy Changes: Mourant has a global Workplace Adjustments Policy, and has engaged with a specialist organisation on their award-winning workplace adjustment assessment service which is available to colleagues globally. The firm also maintains a corporate membership with the Business Disability Forum to access best practice guidance and resources.

• Education and Workplace Awareness: The Ability Network has organised autism awareness sessions in both Guernsey and Jersey, and network members have shared personal experiences of neurodivergence through internal blogs and panel discussions. Training has also been run for line managers, and sessions with external speakers have been run for all colleagues to help raise awareness of neurodivergent conditions.

When asked for advice to another organisation starting a neurodiversity network, the team emphasises three main points:

• First, create a clear structure for the network to provide absolute clarity on the network's purpose, remit and responsibilities.

• Second, secure visible leadership sponsorship, as senior backing makes a significant difference.

• Finally, invest early in practical tools and best practice resources to support your colleagues.

Looking Ahead 

Mourant aims for the network to remain highly visible and impactful across the business. In the short term, the network will continue building a supportive community where neurodivergent colleagues feel understood and connected, and feel safe sharing their experiences. This includes supporting with raising awareness and improving everyday understanding of neurodiversity across the firm.

In the long-term, the network intends to play an even more active role in contributing towards shaping daily workplace practices, by providing insights grounded in real lived experiences to support improvements. This will inform even more inclusive processes, and help make sure that the importance of ensuring workplace adjustments remain accessible and effective for all employees is understood. The network aims to continue to mark awareness dates including Neurodiversity Celebration Week and ADHD Awareness Month, to share information and challenge common workplace misconceptions.

Case study drafted with permission from Mourant Guernsey.