Neurodiversity at work
Do employers understand neurodiversity sufficiently to address it in the workplace? Perhaps not. Acas suggests that around 1 in 7 people in the UK are neurodivergent and 59% of line managers do not know how to make a reasonable adjustment to support those employees.
To raise awareness and help employers build inclusive organisations, Acas has recently launched a campaign called “Neurodiversity at work” in which it has updated existing guidance, produced training videos and published several infographics on Neurodiversity which can be used by employers.
Some of the new Acas material is based on independent research from the University of London which makes for a full and useful analysis of the workplace issues to be addressed. As might be expected, the research makes suggestions and recommendations for employers to create a truly inclusive workforce.
Good practices include:
- Flexible and easily accessible adjustments being made without a formal clinical diagnosis (e.g. flexible working and adaptive technology)
- Reliance on a trust-based approach which recognises lived experiences rather than deferring to medical diagnoses
- Use of inclusion metrics in performance reviews
- Offering specialist career pathways for workers with specific talents
- Training leaders and managers
- Offering reverse mentoring to senior managers to help them improve their knowledge
Useful case studies are provided for analysis which will give employers plenty to work with as they develop their skills and understanding.
Whilst there is some mention of the Equality Act 2010 and what reasonable adjustments might look like, the Acas guidance and independent research emphasises that employers need to go further than just considering the likely legal obligations arising from neurodiverse employees who are deemed disabled.
The research conclusion is best summarised by the statement “Neuroinclusion and harnessing the talent of neurodivergent workers must be addressed through a holistic organisation and policy approach as part of wider equality, diversity and inclusion and wellbeing initiatives.”
If you are looking to take positive steps to put neurodiversity firmly on your organisation’s agenda and want legal support with policies, contractual changes and managing organisational risk, please contact your normal RWK Goodman contact.
Links:
Acas guidance: Making your organisation neuroinclusive – Neurodiversity at work – Acas
Independent research: Neurodiversity at work: bridging research, practice and policy | Acas
