Employers failing to support neurodiversity at work
According to a survey, carried out by YouGov for Acas, over one-third of workers (35%) think that their employer is ineffective in training managers to support neurodiversity at work. Out of the 1000 employees surveyed across Great Britain, only 32% think that their organisation effectively trains managers to make reasonable adjustments for neurodivergent colleagues.
Acas explains that neurodiversity describes the natural differences in how people's brains behave and process information. Well-known types of neurodivergence include neurodevelopmental conditions, such as attention deficit hyperactivity disorder (ADHD), autism, dyslexia and dyspraxia.
Julie Dennis, Acas Head of Inclusive Workplace Strategy and Policy, said: “Supporting neurodivergent staff can be simple and cost-effective, and it should be integral to any business. When everyone is given the chance to thrive, every business can too.”
She highlighted that Acas has advice for employers on how to raise awareness, be inclusive and sensitive and stay within the law when managing neurodiversity at work.
It emphasises: “Where possible, we use identity-first language. For example, we say someone 'is autistic', not 'has autism'. This is because a lot of people see neurodivergence as part of who they are, not something they have.”
While many neurodivergent people do not see themselves as disabled, they will often be considered as having a disability under the Equality Act 2010. That legislation gives disabled employees protection against discrimination and the right to reasonable adjustments at work.
Summarily, the main advice provided by Acas is to support line managers, to provide practical training so everyone understands how to support neurodivergent colleagues and for employers to work with neurodivergent staff to design policies, guidance and training that reflect real experiences and needs.
