Great minds think differently! Supporting neurodiversity: some recent developments

It is Neurodiversity Celebration Week this week, which is an initiative aimed at “transforming how neurodivergent individuals are perceived and supported” in education and at work. 

Around 1 in 7 people in the UK are thought to have a neurological difference, which is more than 15% of the population. However, it is still the case that neurodivergent individuals experience higher rates of unemployment compared to both the general population and to others with a disability. It is also true that many employers do not feel confident to respond to requests for support from neurodivergent employees, which in turn can lead to a breakdown in their relationship.

In November last year, Acas ran a poll of 1,650 line managers from a mix of organisations in which it asked them about the barriers to making reasonable adjustments for neurodivergent employees. In many cases, a neurodivergent condition will constitute a disability for the purposes of the Equality Act 2010, so in addition to certain protections for the employee or worker, there is also an obligation on their employer to make reasonable adjustments to support them.  A significant number of those polled by Acas reported that a lack of knowledge about neurodiversity at the organisational level and among line managers were barriers (45% and 59% respectively) and 39% said line managers found it difficult to have a conversation about neurodiversity.  

Against that background, a couple of recent developments are likely to be of interest to employers. Firstly, the government has launched a new expert panel of academics with expertise and experience of neurodiversity. Its purpose: to advise the government on improving employment prospects for those who are neurodivergent and on making workplaces more inclusive for them. 

Another development and a useful source of advice for employers, is the publication of new Acas guidance on neurodiversity at work (Understanding neurodiversity - Neurodiversity at work - Acas). It includes advice for organisations looking to become (more) neuroinclusive which, amongst other benefits, can help both employees and their line managers to feel more comfortable talking about support and reasonable adjustments when they are needed. 

Also, like the panel, there is a focus in the guidance on improving the job chances for those who are neurodivergent. Acas recommends organisations review their recruitment processes and suggests some adjustments that could be made, including offering different ways to complete a job application, reducing jargon and looking at how interviews are conducted - so assumptions are not made based on body language, for example. 

The panel is expected to provide their recommendations in the summer. In the meantime, there will be an increased emphasis on recruitment and onboarding if the current proposals in the Employment Rights Bill become law, so now could be a good time to look at your processes and consider whether there are changes that would better support neurodivergent applicants. 

Neurodiversity Celebration Week 2025

https://www.neurodiversityweek.com/