Reasonable adjustments for neurodivergent people

Contents

Area of adjustment	Examples	Benefits
Workplace	Quiet space, adjustable lighting, noise-cancelling headphones, ergonomic furniture	Reduced sensory overload, increased focus, improved comfort, boosted concentration.
Communication	Clear, written instructions, visual aids, structured meetings, avoid jargon, preferred communication method (email, chat, etc.)	Enhanced understanding, reduced anxiety, improved collaboration, increased inclusion.
Tasks and processes	Breaking down tasks, flexible deadlines, task-switching breaks, allowing use of assistive technology, providing predictable routines, clearly structured projects.	Reduced overwhelm, improved time management, boosted productivity, enhanced performance.
Recruitment	Adjustments to interview format (written questions in advance, opportunities to demonstrate skills, sensory-friendly environment), clear job descriptions.	Attract a wider talent pool, ensure a fair evaluation of skills, promote diversity and inclusion.
Training and support	Mentoring, coaching, buddy systems, accessible training materials, opportunities for skills development, neurodiversity awareness training for all staff.	Increased confidence, enhanced skill set, improved job satisfaction, reduced stigma, fostering a supportive work environment.
Flexibility	Flexible working hours, remote work options, adjusted break times, the ability to work in a way that suits individual needs	Improves employees sense of autonomy and helps them to adjust the demands of their life with those of the workplace.

What is a 'reasonable adjustment'?

Often, neurodivergent individuals possess exceptional strengths, for example, creativity, attention to detail, problem-solving skills, and a different perspective that can drive innovation. However, traditional workplace practices can inadvertently create barriers that prevent them from thriving. The key to unlocking this potential lies in implementing reasonable adjustments.

A reasonable adjustment is a modification or support measure provided by employers, educators, or service providers to ensure that individuals with disabilities, including neurodivergent (ND) individuals, are not disadvantaged in accessing opportunities or performing tasks.

Legal context

Under the UK Equality Act 2010, reasonable adjustments are a legal obligation for organisations to prevent discrimination against individuals with disabilities, including neurodivergent conditions such as autism, ADHD, and dyslexia.

The Equality Act 2010 legally obligates employers to make reasonable adjustments for disabled employees, including those who are neurodivergent. A "reasonable adjustment" is a change that removes or reduces any disadvantage a disabled person experiences in the workplace because of their disability. What is "reasonable" depends on various factors, including the size of the organisation, the cost of the adjustment, and its effectiveness.

Why are reasonable adjustments important?

As a rough estimate, around 15-20% of the population are neurodivergent. Failing to make reasonable adjustments can have serious consequences, including:

Missed potential: Overlooking the unique strengths and talents of neurodivergent individuals.
Reduced productivity: Creating environments where neurodivergent employees struggle to perform at their best.
Increased stress and burnout: Placing undue pressure on neurodivergent employees to conform to neurotypical expectations.
Legal risks: Exposure to discrimination claims under the Equality Act 2010.
Talent drain: Losing valuable employees who feel unsupported and misunderstood.
Lack of diversity of perspectives: Failure to access alternative approaches that neurotypical thinkers may not have considered.

Conversely, implementing reasonable adjustments offers significant benefits:

Attract and retain top talent: Position your organisation as an inclusive employer of choice.
Boost productivity and innovation: Unleash the full potential of your neurodivergent workforce.
Improve employee morale and wellbeing: Foster a supportive and understanding work environment.
Enhance your reputation: Demonstrate your commitment to equality and social responsibility.
Drive innovation: Neurodivergent individuals can bring fresh perspectives and creative solutions to complex challenges.

Areas where reasonable adjustments can make a difference

1. The physical workplace

Many neurodivergent individuals are highly sensitive to sensory input. Changes to the physical environment can significantly improve their comfort and focus.

Quiet space: Provide a designated quiet room or area where employees can retreat to when feeling overwhelmed.
Adjustable lighting: Opt for adjustable lighting or offer desk lamps to allow employees to control the brightness and glare.
Noise reduction: Offer noise-cancelling headphones or earplugs to minimise distractions.
Ergonomic furniture: Provide ergonomic chairs, desks, and keyboards to promote comfort and reduce physical strain.
Sensory considerations: Consider using calming colours, avoiding strong scents, and providing access to fidget toys.
Clear signage: Use clear and consistent signage to aid navigation and reduce confusion.

Example: A software developer with autism may benefit from a quiet workstation away from high-traffic areas and adjustable lighting to reduce glare on their screen.

2. Communication

Effective communication is essential for all employees, but neurodivergent individuals may require different approaches.

Clear and concise instructions: Provide instructions that are clear, specific, and easy to understand. Avoid jargon or ambiguous language.
Written documentation: Supplement verbal instructions with written documentation, such as emails, memos, or checklists.
Visual aids: Use visual aids like diagrams, flowcharts, and mind maps to clarify complex information.
Structured meetings: Provide agendas in advance, stick to the agenda, and allow time for questions.
Preferred communication method: Be flexible and allow employees to communicate using their preferred method (e.g., email, chat, face-to-face).
Visual communication: Allowing for communications in written and visual mediums.
Respecting differences: Being respectful of individuals ways of conveying and understanding information.

Example: A marketing executive with ADHD may find it helpful to receive a detailed agenda before each meeting and have action items clearly summarised in writing afterward.

3. Tasks and processes

Adjusting tasks and processes can help neurodivergent employees manage their workload more effectively.

Task breakdown: Break down large or complex tasks into smaller, more manageable steps.
Flexible deadlines: Offer flexible deadlines where possible, recognising that some tasks may take longer for some individuals.
Task-switching breaks: Encourage regular breaks to prevent burnout and improve focus.
Assistive technology: Provide access to assistive technology, such as text-to-speech software, mind-mapping tools, or time management apps.
Predictable routines: Establish predictable routines and schedules to reduce anxiety and improve organisation.
Clear expectations: Setting realistic expectations for the time and resource commitment required for specific tasks.
Structured projects: Providing information about the structure of projects to facilitate productivity.

Example: A data analyst with dyslexia may benefit from using text-to-speech software to review reports and breaking down complex data analysis tasks into smaller, more manageable chunks.

4. Recruitment and hiring

Traditional recruitment processes can be challenging for neurodivergent individuals. Making adjustments to the recruitment process can ensure a fair and inclusive hiring process.

Clear job descriptions: Ensure job descriptions are clear, concise, and free of jargon. Focus on essential skills and responsibilities.
Adjusted interview format: Offer alternative interview formats, such as written interviews or work trials, to allow candidates to demonstrate their skills in different ways.
Advance notice of questions: Providing candidates with interview questions in advance so that they have more time to think of clear and concise answers.
Sensory-friendly environment: Create a sensory-friendly interview environment with minimal distractions.
Opportunities to demonstrate skills: Provide opportunities for candidates to demonstrate their skills through practical tasks or presentations.
Feedback: Providing regular feedback to encourage progress and allow for improvement.
Focus on skills and experience: Focus on skills and experience rather than personality traits or social skills.

Example: A candidate with autism applying for a software engineering role may find it easier to demonstrate their coding skills through a coding challenge rather than a traditional interview.

5. Training and support

Providing adequate training and support is crucial for the success of neurodivergent employees.

Mentoring and coaching: Pair neurodivergent employees with mentors or coaches who can provide guidance and support.
Buddy systems: Implementing buddy systems to provide encouragement and enable open communication.
Accessible training materials: Ensure training materials are accessible and presented in a variety of formats (e.g., written, visual, audio).
Skills development opportunities: Provide opportunities for employees to develop their skills and advance their careers.
Neurodiversity awareness training: Offer neurodiversity awareness training to all staff to promote understanding and acceptance.
Mental health support: Providing mental health support and assistance.

Example: A customer service representative with ADHD may benefit from regular coaching sessions to improve their time management and organisational skills.

6. Flexibility

Flexibility in the workplace can be life-changing for neurodivergent employees. It's about recognising that people work best in different ways.

Flexible working hours: Allow flexible working hours to accommodate individual needs and preferences.
Remote work options: Offer remote work options to reduce commute stress and provide a more comfortable working environment.
Adjusted break times: Allow for adjusted break times to accommodate sensory sensitivities or the need for more frequent breaks.
Personalised approach: Allowing the employee to work in a way that best suits their needs.

Example: A graphic designer with sensory processing issues may thrive working remotely, where they can control their environment and minimise distractions.

Making it happen: A practical guide for employers

Implementing reasonable adjustments doesn't have to be complicated.

Listen to your employees: The most important step is to listen to your employees and understand their individual needs. Encourage open communication and create a safe space for them to share their experiences.
Conduct workplace assessments: Consider conducting workplace assessments to identify potential barriers and areas for improvement. There are professionals who specialise in neurodiversity workplace assessments.
Develop an individualised plan: Work with each employee to develop an individualised plan that outlines the reasonable adjustments they require. This plan should be reviewed and updated regularly.
Provide training and education: Provide training and education to all staff on neurodiversity awareness and the importance of reasonable adjustments.
Allocate resources: Ensure that you allocate sufficient resources to implement the agreed-upon adjustments. This may include funding for assistive technology, training, or workplace modifications.
Monitor and evaluate: Regularly monitor and evaluate the effectiveness of the adjustments. Be prepared to make changes as needed.
Consult with experts: Don't hesitate to consult with experts in neurodiversity and employment law. They can provide valuable guidance and support.
Seek advice: Reach out to experts or individuals that belong to organisations that support neurodiverse individuals.
Use assistive technology: Using technology that helps employees to complete their tasks to the highest standard.

The Neurodiverse Plymouth Employers Network (NPEN): Your partner in inclusion

NPEN is here to support employers in Plymouth on their journey to creating a more inclusive workplace. We offer a range of resources, including:

Training workshops: Practical workshops on neurodiversity awareness and reasonable adjustments.
Networking events: Opportunities to connect with other employers and share best practices.
Online resources: A comprehensive online library of resources, including guides, articles, and templates.

Resources and downloadable materials

Providing educational resources or workshops could help raise awareness and understanding of neurodiversity among autistic individuals and others.

The Bridging The Neuro Divide website has lots of free resources.

Toolkits

Cognassist: Offers neurodiversity recruitment strategies and insights for employers, including tips for creating inclusive hiring practices.
BASE (British Association for Supported Employment): Provides guidance on supported employment, internships, and disability-specific retention strategies.
Jobs.ac.uk: Focuses on recruiter adjustments for neurodiverse candidates, including tools like accessibility toolbars and practical advert design tips.

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