It is thought that between 15-20% of the UK workforce is estimated to be in a “neurominority”. This means that their thinking skills and behaviours might not be the norm – for example those with ADHD, Dyslexia, Autism, Dyspraxia, or Tourettes Syndrome.
Often an inconsistency in performance where an employee may do well at many aspects of their role, or can even excel for a time, but has persistent periods of struggling is known as the ‘spiky profile’. This situation can be a flag for an employer to refer the individual for an Occupational Health assessment.
Specifically, the following areas of difficulty may be typical for neurodifferent (ND) employees:
- Organisation and time management
- Memory/concentration
- Managing stress
- Communication – including:
- Written communication and accuracy
- Written communication and timing
- Verbal communication problems
- Managing intense emotions
These difficulties often manifest as difficulties with communication, meeting deadlines, concentration, focus, controlling emotions and sensory overload, so difficulty in working in noisy busy offices.
Where such difficulties have become a performance issue the Occupational Health assessment will be similar to that of a mental health assessment where the impact of diversity/impairment may be similar. Often the trigger for the referral is that the employee is experiencing symptoms of stress as they struggle to cope.
Experts in assessing neurodivergent conditions argue that the many talents and exceptional abilities of those who are ND have to offer employers should be the main consideration, and that is why it can be considered a diversity rather than an impairment.
However, the Occupational Health Assessment is likely to consider whether there is a formal diagnosis or assessment. Experts point out that the lack of a diagnosis should not lead to a ‘gatekeeper’ approach. Whilst this is relevant, the important issue is for consideration of adjustments, and it is entirely possible that the wait for a diagnosis can be months or even years, and may cost more than implementation of the adjustments themselves.
The most important thing here is that a formal diagnosis is not required for the Equality Act, Disability Act, (2010) to apply or for there to be a protected characteristic under the Act. It is not the role of Occupational Health to determine whether or not the Act applies, which is a legal and not a medical determination. Given that those with ND experience everyday difficulties with memory, communication, and learning there is enough case law to point to the likelihood of the Act applying, and therefore reasonable adjustments should be considered.
So What Do Adjustments Look Like?
Adjustments are individual and it will be for the Occupational Health Specialist to work with the employer, HR, and the employee to offer advice on potential adjustments and signposting to expert services who will be able to provide a formal assessment and diagnosis. Some adjustments are supported by evaluation and evidence, these can include:
– Assistive technology – voice to text software and training to use it
– Flexible work patterns and remote working options – aimed at reducing sensory overwhelm of commuting and travel or shared office space
– Environmental flexibility – for example a dedicated desk in a quiet place, or using a quiet place such as booking a meeting room for tasks requiring focus and providing noise cancelling headphones
– Coaching – for specific strategies to support managing executive functions: adaptable thinking, planning, self control, memory, time management and organization, and allowing additional time to complete some tasks
– Formal assessment – employers can consider paying for an assessment, as a reasonable adjustment.
A range of adjustments can therefore add much in terms of supporting the ND employee and their wellbeing at work. Many employers would be able to support such arrangements without a formal diagnosis. If you have a neurodiverse employee, and would like advice on adjustments or how you can support them in the workplace, give us a call today.