Supporting Neurodivergence In The Workplace: ACAS’ Newest Campaign

As a response to more and more workplaces recognising neurodivergence and the need to be more neuroinclusive, on the 20th of March ACAS launched a campaign to improve understanding and support to neurodivergent workers.

The purpose of the campaign is to equip employers with resources and advice, as well as state practical steps employers can take to ensure a working environment that is accessible to all. Examples ACAS gave (and are therefore areas that businesses should take a look at internally as soon as possible) are:

• Inclusive hiring panels – businesses should ensure that their recruitment process accommodates different cognitive styles so applicants who are neurodivergent are not excluded or put to a detriment. For example, those interviewing should not assume suitability for the role based solely on body language or social interactions; instead, prospective employers should consider offering alternative ways/means to interview or a different application/assessment process.
• Reasonable adjustments – this includes providing tailored support such as flexible working arrangements or assistive technology (such as noise-cancelling headphones or a ‘quiet room’). However, care must be taken to ensure neurodivergent employees are not singled out.
• Workplace awareness – businesses should ensure that staff are educated about neurodivergence to reduce stigma and unconscious bias. This can be achieved by including neurodiversity within mandatory training.

Alongside the campaign, the Department for Work and Pensions has formed a new expert panel on neurodiversity and employment. The panel is set to examine employment outcomes for neurodivergent people.

So, what does this mean for employers and your business? Employers should start to prepare for better accountability and ensure the workplace supports neurodivergent people. If you need help in preparation for potential policy shifts or guidance on reasonable adjustments that are inclusive of neurodivergent people, please reach out to our Employment Law Team.