Managing neurodiversity within the workplace
ACAS has recently published some guidance to help employers manage neurodiversity. There are increasing number of employers that has a neurodiverse workforce without realising. Neurodiversity refers to the different ways the brain can work and interpret information.
Someone who is identified as ‘neurotypical’ is someone whose brain functions in the way society expects. A ‘neurodivergent’ individual is someone whose brain functions, processes and learns information differently. Some neurological conditions include attention deficit disorders, autism, dyslexia and dyspraxia.
The ACAS guidance highlights to employers that people naturally think about things differently. They have different interests and motivations, and some people are naturally better at some things and poorer at others. Therefore, employers must change the workplace to better support neurodiversity.
Making the workplace more inclusive through arranging awareness days, training, providing workplace needs assessments, encouraging neurodivergent talent, creating an inclusive recruitment process and encouraging managers to have discussions with their staff. It is important that employers accommodate practical ways that do not patronise individuals. Neurodivergence is very common since it is estimated that 1 in 7 people are neurodivergent. However, there is still a lack of understanding and misperceptions on the subject. It is crucial that employers take steps to make their neurodivergent employees feel valued, feel part of the team and feel supported to continue to achieve organisational goals.
Reducing the stigma around neurodivergence will make staff feel safe to disclose a neurodivergence. It is important that employers and colleagues treat their neurodivergent staff fairly. By creating a more inclusive workplace with adjustments for the neurodivergent staff will reduce the risk of disability discrimination claims. Being neurodivergent will usually amount to a disability under the Equality Act 2010. Therefore, employers must ensure they make reasonable adjustments to the workplace and to the employees’ role.
It is important to remember that a person is disabled if they have ‘a physical or mental impairment which has a substantial and long-term adverse effect on their ability to carry out normal day to day activities’. Although someone may not be diagnosed with neurodivergence, they will still be considered to have a disability under the Equality Act 2010.
For further guidance on how to tackle your neurodivergence workplace and for support on how to make your workplace more inclusive and how to manage employee’s with neurodivergence, please contact BALI's HR and H&S service by logging into your 'my BALI area'
Article sourced from Quest.
