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- About US
How do you manage neurodiversity in the workplace? Do you know if / how many of your workforce have a neurodiverse condition?
New research has identified that one in four people working in the construction industry identify as neurodivergent (National Federation of Builders, 2023), and stated that 1 in 7 (15%) of the workforce were neurodivergent. 40% of those said they had not told their employer. According to the Institution of Occupational Safety & Health (IOSH), two-thirds of neurodiverse employees do not report their condition to their employer
What is Neurodiversity?
Neurodiversity covers a broad spectrum of neurological conditions, such as autism, attention deficit hyperactivity disorder (ADHD), dyslexia, dyspraxia, dyscalculia and Tourette’s. Whilst it is seen by some as a “disability”, it can actually be viewed as a
“super power” as it enables the brain to work differently, think outside the box or have higher than average attention to detail.
Awareness and diagnosis is increasing. Employers who did not consider this previously will need to think about their processes and how they can support all staff. This includes those whose brains work slightly differently to those who are neuro-typical. This is essential to ensure the health, safety and welfare of those with potential or diagnosed neurodiverse conditions
What Legislation Applies to Neurodiversity?
The general duty to ensure the health, safety and welfare of employees (Health & Safety at Work Act 1974) applies to neurodiverseity. There is also the Equality Act 2010 to consider. Many neurodiverse conditions come within the remit of this legislation, and the employer must make reasonable adjustments to the workplace or work procedures/arrangements.
What Should an Employer Provide?
Employers need to develop an open culture, starting at advertisement and recruitment. This links nicely to a disability friendly policy so anyone thinking of applying for work is reassured they will not be disadvantaged if they are (or suspect) they are neurodiverse. A disability friendly culture expands to include induction / onboarding. Anyone who has divulged a neurodiverse condition must have their needs considered during this process, and when setting up their work initially.
A Neurodiverse Policy describes to all stakeholders how:
- Someone can report or announce their condition;
- What to expect when it is reported;
- And what types of reasonable adjustment may be considered;
- Additional support and welfare available.
- Responsibilities of key individuals, eg HR, Health & Safety, Premises management (if alterations to furniture and space etc are needed).
Staff and managers need to receive information and training. Examples of training course content include:
- What is neurodiversity?
- How it affects people those who are neurodiverse;
- The strengths and abilities of neurodiverse people (their super powers);
- Difficulties that neurodiverse people experience;
- How to respond to a neurodiverse colleague (hints, tips and support);
- Company policy and arrangements for neurodiversity;
- Help and support available to managers who have a neurodiverse employee.
- Training and improved understanding helps teams to work better together and to work to each others strengths. It will help develop a win: win outcome where everyone can work together effectively and with minimum detrimental effect on mental wellbeing.
What Should Neurodiversity Training Include?
The content will depend upon the learners and their needs, eg if they are managers, directors wanting to know about strategies for leading a neurodiverse culture, managers, or colleagues working with people who may be neurodiverse.
Typical topics to include may include:
- What is neurodiversity
- Types of neurodiverse conditions and how these affect people
- Advantages / super-powers of some neurodiverse conditions (eg high levels of focus)
- Adjustments in the workplace to help those with neurodiverse conditions
- Organisational policy and procedures including disclosing neurodiversity, workplace assessment and ongoing support
Neurodiverse Workplace Assessment
Any colleague reporting a neurodivergent condition should be offered a specialist health and safety workplace assessment. This is person-centred and considers the specific challenges and needs of the individual. It includes tasks they complete, environment and organisational arrangements in place.
Examples of reasonable adjustments include:
- Working in a quieter part of the building (or even their own room)
- Working at home more than would normally be deemed acceptable.
- Colour coding equipment for identification
- Breaking down a job into smaller sequences
- Using simpler or more direct language
Neurodiverse Workplace Assessment
There are many specialists in neurodiversity to assist in workplace assessment. Where the specialist is also an experienced health and safety practitioner there is often an advantage because they understand the workplace requirements as well as how environment can affect neurodiversity.
PHSC have completed many such assessments covering a wide range of occupational health workplace assessments, including for neurodiverse employees.
If you would like to know more, please click here or call 01622 717700.
Who is Nicola Coote?
Nicola Coote is the Deputy CEO of PHSC plc, with over 30 years of experience in health, safety, and quality management. She is a Chartered Safety Practitioner and Fellow of IOSH, and she also serves as a Non-Executive Director at the Thera Trust, a charity supporting adults with learning difficulties.
As a mother to a neurodivergent child, Nicola is passionate about neurodiversity and integrates her knowledge into her work. She regularly acts as an expert witness in civil and criminal cases, contributing to health and safety publications.