Acas has published new guidance for employers on raising awareness of neurodiversity in the workplace and creating an inclusive workplace environment.
In doing so, employers can take steps to meet the requirements under the Equality Act 2010 to make reasonable adjustments for disabled employees and protect them from discrimination.
Head of Inclusive Workplaces at Acas, Julie Dennis, said: "Our new advice has tips for employers on how to raise awareness, be inclusive, sensitive, and stay within the law when managing neurodiversity at work."
In a poll of 1650 line managers on the barriers to making a reasonable adjustment for neurodiverse employees, Acas found that:
- 72% reported employees not disclosing the need for a reasonable adjustment
- 45% identified lack of organisational knowledge about neurodiversity
- 39% attributed it to line managers finding it difficult to have the conversation.
Speaking on the above, Ms Dennis points out: “Employees may not want to tell people that they are neurodiverse or may mask their condition due to concerns about a negative reaction at work.
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To help employees get the support they need, Acas are encouraging employers to normalise neurodiversity by raising awareness of it by:
- including it in their organisation's mandatory training
- running awareness days and campaigns
- encouraging senior employees to act as role models
- setting up a staff network for neurodiversity
- covering the topic in induction materials
Acas highlight several positives of doing this, including improved wellbeing, reduced absences and staff turnover, increased attractiveness of the business to those with a wider range of skills and experience and a reduction in the risk of disputes and legal claims on discrimination
Referring to the new guidance, Minister for Social Security and Disability, Sir Stephen Timms, said: "This new guidance will be an important keystone to promote neurodiversity employment and will help workers and their bosses best support each other."
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