Evaluating and supporting Neurodifferences Occupational Medicine

Be guided by an individual in terms of what they need to perform at their best at work. Even people with the same ‘type’ of neurodivergence will be very different in the way they experience it, the way they prefer to work and their needs. Neuroinclusion, like all aspects of EDI, is not the sole responsibility of people professionals and EDI leads. Neuroinclusive interview training helps interviewers to enable an applicant to perform at their best in this form of assessment.
Flexible working (for example, flexibility in working hours and where you work) was the practice found to have the most positive impact on the organisation-level and people management-related outcomes that we asked about in our survey. Even minor changes can make a big difference, and some degree of flexibility is possible, even in front-line roles. Invite requests for workplace adjustments from everyone to ‘normalise’ the conversation.

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Conversations about workplace diversity often focus on visible traits like race, gender, and physical abilities. If your organisation seeks specialised support for a neurodivergent, there are options available for both the employee and employer. Neurodivergence in the workplace can bring an abundance of cognitive strengths to the organizational table.  Regardless of whether candidates have requested adjustments or not, should always clearly communicate with candidates the steps of the recruitment process, what’s expected of the candidate at each stage and what’s coming up next.

First, it means that roughly one in ten workers is working in either fear or embarrassment that their workplace should find out about their condition. They can also make use of resources such as the neurodiversity toolkit produced by the Business Disability Forum. Most employers, whether they realise it or not, are responsible for supporting employees who have are dyslexia, autistim, DCD/dyspraxia, or ADHD  . In such cases, it’s imperative that they arrange proper screening and support for employees who feel they need reasonable adjustments to their working practices.
The work of the panel will focus on what actions employers can take to foster a more inclusive workplace but also what actions the government can introduce to break down barriers to opportunity for people with a neurodiverse condition, such as autism. If you’d like to understand neurodiversity more, Priory offers neurodiversity assessments and support for people who want to better understand their own experience. Our dedicated neurodiversity hub also offers further insight into common profiles, challenges and ways to build confidence - whether at work or beyond. A workplace needs assessment often includes a recommendation for assistive technology when applicants have difficulty with writing, typing, speaking, hearing, seeing, moving, or understanding. The WHO defines assistive technology as a way to enable people to ‘live healthy, productive, independent, and dignified lives, and to participate in education, the labour market and civic life’. Managers can also instigate getting support for their employees through a workplace needs assessment.
All lead trainers are fully qualified Level 3 (or higher) and many are L4 Workplace Needs Assessors. Speakers and experts come from the ED&I world, National Support Staff Networks, Psychology backgrounds, and the Legal sector. We’d cry if we had to run a boring slide-deck-based course – so the speakers and trainers are brought in to bring the theory alive. Book your place now for just £1100 + VAT and take the first step towards enhancing your understanding and support of neurodiversity in the workplace. All eight units of our course are fully accredited to the Level 4 standard, ensuring that you receive the highest quality education and training.

He advocates creating the right environment for neurodivergent people to thrive by making small but significant adjustments, rather than expecting adaptation to the neurotypical world. Lexxic's neurodiversity diagnostic assessments use a variety of recognised tests to determine if an individual has a specific neurodifference. These assessments are not intelligence tests but rather explore how the brain processes information. Doyle (2020) also provides a summary of different types of adjustments and example activities, which are listed in the below table. The table also includes additional recommendations from the College of Organisational Psychologists’ incubator event. This list is non-exhaustive and non-prescriptive; any adjustments should be negotiated with individual employees to align with their unique capabilities and needs.
Included in the act’s protection is the obligation on employers to make reasonable adjustments to enable those with disabilities, including neurodivergent ones, to do their jobs effectively and comfortably. Any employee is eligible for a private workplace needs assessment and can get in contact with Exceptional Individuals if their employer agrees to fund it. Employees with a neurodivergent condition often get in touch in collaboration with their employer when they find they are facing barriers at work due to their neurodivergence. You do not have to prepare anything, but it is recommended that you are in a safe and quiet space.

This recognition is crucial for creating environments where Occupational Health Services all people can thrive. For neurodivergent individuals, the workplace, in particular, can present unique challenges. Traditional work settings often prioritize uniformity and standardization, which can be at odds with the needs of many neurodiverse employees.
These discounted bundles provide both the formal diagnosis and the nuanced, personalised insights that are often left out of rigid diagnostic frameworks. Together, they create a meaningful, affirming, and strengths-informed understanding of your neurodivergence. It's important to understand the truth about personality tests with neurodivergent candidates.