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by Callum Wadlan |
As we recently celebrated neurodiversity week, it is a good time to reflect on the importance of building an inclusive workforce and consider the experiences neurodivergent people face, especially those facing professional challenges at the workplace.
15% of the UK’s population are neurodivergent and with further discussions and support for those receiving diagnoses, this number is likely to increase each year.
It’s not just ADHD to be aware of; autism spectrum disorder (ASD), dyslexia, dyspraxia, and dyscalculia, are all just a few examples of neurodistinct profiles.
A Great Asset to the Team
With 1 out of 7 of your employees learning and processing information differently, it opens a whole new perception of innovation, creativity, and new problem-solving solutions. A common strength for those with ADHD and ASD is hyperfocus, making them able to put a high level of concentration, attention to detail, and accuracy with their tasks.
A recent JP Morgan Chase report showcased their neurodivergent employees were 92% more productive and 48% faster than their neurotypical coworkers.
Hiring neurodivergent workers can give your business a cutting edge against the competition, harnessing the power of both efficiency and cultural benefits. Unfortunately, traditional hiring processes can prevent neurodiverse individuals from applying to your company, by learning how to open up the process to be more inclusive will allow growth in your team diversity!
Transforming The Hiring Process
The hiring process is the first key step for any candidate to make a good impression, but it is also a perfect opportunity in showcasing how inclusive your organisation is to work for!
If you are looking to reap the benefits of having a more diverse team, then an inclusive recruitment strategy can transform your hiring process into a more neurodiverse-friendly applicant experience.
Such adaptations could include:
Supporting Neurodiverse Staff
Just like with any valued employee, you want to nurture their workplace experience to ensure you retain them for as long as possible. In a recent report, 5.5 million UK workers feel undervalued in their role, with a quarter willing to leave their role without another lined up.
It is important to schedule regular check-ins with these employees, such as once a quarter. Firstly, to validate their performance so they can feel a mental sense of security surrounding their knowledge. But also, it is a great opportunity for you to steer focus on things they could improve on, but be mindful that all feedback should be presented in clearly structured steps and should never be vague or overly critical.
Upon this reflection, you can check if there are any reasonable adjustments that could be made to assist them with their progress going forward.
Providing Reasonable Adjustments:
If an employee makes it known to you that they require reasonable adjustments to fulfil their job role more effectively, you must make these changes under The Equality Act 2010. Some examples can include:
For further suggestions:
ADHD UK – Reasonable Adjustments https://adhduk.co.uk/reasonable-adjustments/
Autism NHS – Reasonable Adjustments https://www.leicspart.nhs.uk/autism-space/employment/reasonable-adjustments-at-work-autistic-people/
Employment Tribunals
Not only can it have such a beneficial reward for your business, but it can also have a negative impact if left ignored. Employment tribunals heard over 100 employment claims in 2022 where neurodiversity featured as a major part of their grounds for discrimination.
Even though the awareness of neurodivergences is on the rise, the workplace understanding has yet to catch up, leaving businesses ill-equipped to fairly treat their neurodivergent staff.
By making sure proper training and clear policies are put in place in your business protects neurodiverse employees from unfair treatment, and also protects your business from future claims.
As we recently celebrate neurodiversity week, it is a good time to reflect on the importance of building an inclusive workforce and consider the experiences neurodivergent people face, especially those facing professional challenges at the workplace.
Neurodiversity
Not only do businesses have a moral duty to consider how they view neurodiversity, workplace equality, diversity and inclusion is about valuing every employee as an individual.
Sources:
Petterson, L. 2019. IBM Australia to roll out neurodiversity program, hiring people with autism to fill variety of IT roles. ABC Ballarat. https://www.abc.net.au/news/2019-04-02/ibm-to-hire-australian-employees-with-autism/10962852.
Qazi, H. 2022. D&I clinic: How to make recruitment processes more inclusive for neurodivergent workers, HR People https://www.hrmagazine.co.uk/content/comment/di-clinic-how-to-make-recruitment-processes-more-inclusive-for-neurodivergent-workers
Disclaimer: Information and reference materials included within Eclipse HR Limited articles and blogs are provided free of charge and for reference purposes only. They are not intended as a substitute for legal advice, or professional or other advice in regards to specific circumstances. Whilst every effort is made to ensure the contents are correct on website publication, they should be considered for guidance purposes only.
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