Reasonable adjustments for neurodivergent staff
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Purpose
This article covers basic principles for employers to consider when working with neurodivergent colleagues. The content was discussed at the West Midlands SPF on 6 March 2024, during which Claire Crump, retention specialist at Black Country Healthcare NHS Foundation Trust, outlined how neurodivergent staff can be supported to thrive in their roles.
Definition
Neurodiversity refers to natural variation in brain function which causes individuals to interact and experience the world in different ways. Though not a definitive list, neurodivergent conditions include:
- Autism Spectrum Disorder
- ADHD
- Dyscalculia
- Dyslexia
- Dyspraxia/DCD
- Sensory Processing Disorder
- Tic Disorder (including Tourettes Syndrome).
Strengths
Neurodivergent individuals bring a variety of skills and strengths to a team and organisation. For example, dyspraxic colleagues may have a great sense of empathy, autistic colleagues may have strong attention to detail and colleagues with ADHD may hyperfocus on tasks. A workforce with diverse thinking patterns offers different perspectives and gives rise to increased creativity and innovation.
Additional support
Encourage staff to think about applying for Access to Work. Not only can the scheme support with equipment, travel and software, it also offers coping therapy and specific therapy on how to manage neurodiversity in the workplace. You can also refer employees to the Thrive into Work service for further support.
Reasonable adjustments
The below reasonable adjustments outline some of the ways employers can support neurodivergent staff. They can be used as a starting point for any manager or HR professional to consider with an employee who has disclosed their condition to you.
Not every adjustment will benefit everyone, so take a tailored approach based on the individual, their condition and requirements. Consider using a health passport to allow the employee to share their own needs with you. It is important to have regular conversations to revisit adjustments, as needs may evolve and change over time.
This article was developed by the West Midlands SPF and cosigned by: Mel Sutton, Regional Coordinator, British Medical Association; Nina Rogerson, Senior Officer, Royal College of Nursing; and Ali Koeltgen, Chief People Officer, Worcestershire Acute Hospitals NHS Trust.
West Midlands - Thrive into work service
For those based within the West Midlands, specifically within these local authorities: Dudley, Walsall, Sandwell, Wolverhampton, Birmingham, Solihull, Coventry, Warwickshire and Rugby; further help is available from the Thrive into work service, which offers job assistance for individuals with health conditions to find suitable and satisfying work.