{"id":11988,"date":"2025-12-09T09:17:55","date_gmt":"2025-12-09T08:17:55","guid":{"rendered":"https:\/\/diversityhub.pl\/when-the-camera-helps-you-understand-a-conversation-about-the-making-of-a-film-about-neurodiversity-in-orange\/"},"modified":"2025-12-10T13:17:02","modified_gmt":"2025-12-10T12:17:02","slug":"when-the-camera-helps-you-understand-a-conversation-about-the-making-of-a-film-about-neurodiversity-in-orange","status":"publish","type":"post","link":"https:\/\/diversityhub.pl\/en\/when-the-camera-helps-you-understand-a-conversation-about-the-making-of-a-film-about-neurodiversity-in-orange\/","title":{"rendered":"When the camera helps you understand: a conversation about the making of a film about neurodiversity in Orange"},"content":{"rendered":"

Magda Witkiewicz-Gavenda (Diversity Hub): Where did you even get the idea for such a project?<\/h2><\/div>

Sylwia Sikorska-Ney (Chief Specialist for Internal Communications and Organizational Culture): <\/b> The impetus came when I saw the videos and materials that had been made earlier in the company. It made a huge impression on me. I thought at the time: “Wow, corporations can do such things?”. I knew I had come to the right place.<\/p>\n

When I saw how the previous film was made and what kind of reception it had, I already knew: we need to do something similar, but about neurodiversity – a topic that is particularly close to me, since I have ADHD myself. I felt it was important to talk about it openly. <\/span>.<\/span><\/p>\n<\/div>

So the idea came from a personal need, but you were also inspired by the culture of the organization?<\/h2><\/div>

Definitely yes. I’ve been working at Orange for a year – already in the first week of work one of my colleagues mentioned her ADHD in passing. It made me feel safe. I saw that it was possible to be myself in this company. Then I got involved in meetings of the community of neuroatypical people, and naturally the idea of a film came up. <\/span><\/p>\n<\/div>

What was the creation process itself like?<\/h2><\/div>

I’ve been lucky – in the team I have two great experts in photo and video materials, Tomek Kociolkowski and Lukasz Slusarczyk. They create in-house materials on a daily basis and do it at a really top level. I wanted this project to be equally professional. <\/span><\/p>\n

First, the guys and I prepared a questionnaire – questions about the experience, about what the person would like to convey with his presence in the film, but also about practical issues, such as what might be difficult for him during the recording. We wanted each person to feel comfortable. <\/span><\/p>\n<\/div>

How did you search for the heroes and heroines of the film?<\/h2><\/div>

It’s a little bit of a slipper mail. We didn’t announce it officially. We wanted the performing group to be diverse – by gender, by position, to represent different parts of the company. It was a challenge, but in the end we managed to assemble a great group. <\/span><\/p>\n<\/div>

What did the recordings themselves look like?<\/h2><\/div>

We spent half a day with each person, recording conversations and additional shots in different spaces of our office. I sat across from them, we talked, and the camera just recorded the dialogue. For many, this felt surprisingly natural. <\/span><\/p>\n

We collected a lot of material – it could make a feature-length film! \ud83d\ude42 In the end it lasts 17 minutes, although we planned a five-minute recording. <\/span><\/p>\n<\/div>

The video also features the expert voice of Kari Goldyn. Where did the idea come from?<\/h2><\/div>

It was Tom and Luke’s idea – they decided that with such a topic it was useful to have an outside perspective. An expert helped sort out some of the issues and gave the film a factual context. <\/span><\/p>\n<\/div>

How did the organization react when the film was shown?<\/h2><\/div>

The reactions were amazing. We premiered the film during “Days with Development.” First there was a short power speech by an expert about how neurodiversity is simply a feature, then a screening of the film and a conversation with representatives of other companies about their approach to the topic of neuroinclusion. <\/span><\/p>\n

Feedback was positive – people who attended the event wrote that it was a valuable meeting. Someone mentioned that this video is the best advertisement for Orange, because it shows that you can really be yourself here. <\/span><\/p>\n

I also received a lot of private messages. Some people wrote that it was only thanks to this film that they understood what neuroatypicality was and began to think about their own diagnosis. This shows how necessary it was. <\/span><\/p>\n<\/div>

What do you think – what makes it possible to do such projects and create so openly in your organization?<\/h2><\/div>

It’s mostly a matter of people. My supervisor is extremely open – she allows me to act and trusts that I know what I’m doing. It is this openness that is key: you don’t need to know all the definitions of neuroatypicality to create a good work environment. It is enough to be empathetic and flexible to differences. <\/span><\/p>\n

Not all managers need to be experts and experts on neurodiversity. But if they have understanding and can listen – that’s a lot. What I’ve often heard from people taking part in the film is that they have “great supervisors” – ones who can adapt to people, rather than stick to rigid rules. <\/span><\/p>\n<\/div>

Did the film change anything about the organization itself?<\/h2><\/div>

It has certainly raised awareness. It has started to talk more about the topic, and I am now working to revitalize our neurocommunity. It’s meant to be a space for support and sharing experiences. <\/span><\/p>\n<\/div>

What did the project give you personally?<\/h2><\/div>

A tremendous amount. First – the feeling that I can be myself and that it works. Second – contact with people. And third – the belief that a corporation can be a place of authenticity and vulnerability. <\/span><\/p>\n<\/div><\/div><\/div>

W tym artykule:<\/p>\n<\/div>

<\/div><\/div>
<\/div><\/div><\/div><\/div>\n<\/div><\/div>\n","protected":false},"excerpt":{"rendered":"

We talk about the behind-the-scenes development of a film on neurodiversity in Orange.
\nI am glad that Sylwia Sikorska-Ney shared the story of the project, which shows that openness to different ways of thinking can be a strength of an organization.
\nThis film is not just an image – it is a manifesto of authenticity and empathy in the workplace. Its originator and co-creator talks about where the idea came from, what the preparations looked like and what this project has changed in the company. <\/p>\n","protected":false},"author":11,"featured_media":11987,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[288,179],"tags":[181,236,229,238,230],"class_list":["post-11988","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-inclusive-culture","category-inclusive-management","tag-changemakers-zone","tag-dei-en","tag-diversity","tag-inclusive-hr-processes","tag-inclusiveness"],"acf":[],"yoast_head":"\nWhen the camera helps you understand: a conversation about the making of a film about neurodiversity in Orange - Diversity Hub<\/title>\n<meta name=\"description\" content=\"We talk to Renata Steckiewicz, Head of Recruitment Projects and Employer Image at Orange, about the strategic approach 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