Support for specific issues

Neurodiversity recognises that brain function and behavioral traits vary naturally among individuals, and this variation is a normal part of human diversity. There is no one right way of thinking, learning, and behaving. 

Having a diverse workforce comes with huge benefits and allows companies to access a wider talent pool. 

Neurodivergence specifically refers to those whose brain functions differ from what is considered typical, or neurotypical. It includes a range of neurological conditions which affect how someone processes information and or communicates with the world around them.

Common neurodivergences include:

• Attention Deficit Hyperactivity Disorder (ADHD)
• Autism
• Dyslexia
• Dyscalculia
• Dysgraphia
• Dyspraxia
• Tourette’s Syndrome

Studies estimate around 20% of the population have some form of neurodivergence which can often overlap.

Neurotypical is used to describe all those who do not identify as neurodivergent.

You can find out more about understanding neurodiversity on the ACAS website.

Support for employees

Employee networks and communities

You can get support from the following employee networks and communities:

• Differently Adept Working Network (DAWN), which is an employee-led network for anyone who is affected by disability, neurodiversity and mental health
• The women's Network, who have a ‘Neurodivergent Women’ Teams channel which members of the network can join

Professional support

Vita, our employee assistance programme provide free and confidential information, support, and guidance from a team of highly qualified professionals.

You can also get advice, guidance and signposting from People Services, by using the Assyst portal.

Learning resources

My Learning has a neurodiversity in the workplace playlist with a range of resources

Workplace adjustments

We recognise if you are neurodivergent you may need extra support to do your job and reasonable workplace adjustments may be needed. Not all adjustments may be considered reasonable, this could be due to business need or costs. But alternatives should be considered.

You don't need a formal neurodivergence diagnosis to ask for reasonable adjustments or increased support in the workplace. We recognise how difficult and time-consuming it can be to pursue a diagnosis and want to remove barriers to your wellbeing.

You can find out more about what reasonable adjustments are on the ACAS website.

Occupational health

An occupational health referral is important as you will get advice on potential reasonable adjustments to be considered by your line manager. They will need to discuss the advice with you. You have the right to decline the advice being released to your line manager, but they can only support you based on the information they have.    

Access to Work

Access to Work can help you get work or stay in work if you have a physical or mental health condition or disability.

The support you get will depend on your needs. You can apply for:

• a grant to help pay for practical support with your work
• support with managing your mental health at work
• money to pay for communication support at job interviews

Find out how to apply for Access to Work.

Workplace Adjustment Passport

We encourage you to complete a Workplace Adjustment Passport to support you and your manager to have an open and honest conversation regarding any adjustments that may need to be made.

Filling this in together is an opportunity for you and your manager to begin or build upon a relationship of mutual trust and respect.

It's important for your manager to maintain confidentiality when discussing support with you and check how you would like any details to be shared, if needed. It's also important to review these adjustments.  

Guidance and support for managers

Neurodivergent individuals may hide their true feelings, personality, mood, or opinions in order to be accepted socially, so they are not identified or perceived by others as neurotypical.

Creating a supportive work environment may help people to unmask, which should reduce stress levels and help to highlight where support and adjustments are needed.

There are steps you can take to underpin a neuro-inclusive culture, including:

• educating your team about neurodiversity and the challenges faced by neurodivergent employees to develop a more supportive workplace
• considering supporting employees to work more flexibly to accommodate their needs
• using clear, concise and unambiguous language in all communications
• where practical, providing written instructions and visual aids to help employees to better understand tasks and expectations
• where appropriate, adjusting the physical workplace to reduce sensory overload, for example providing noise-cancelling headphones and quiet zones in noisier environments
• focussing on the strengths and abilities of team members and assigning tasks that align to an individual’s skills as much as possible
• promoting an open environment, where employees feel comfortable discussing their needs and challenges
• recognising the contributions of neurodivergent employees and highlighting their achievements

Learning resources

You can watch a Learnfest recording on prioritising the mental health and wellbeing of your neurodiverse team.

You can also:

• find out more about neuro-inclusion at work on the Chartered Institute for Personnel Development website
• find further guidance using the Department of Work and Pensions autism and neurodiversity toolkit

Professional support

You can get advice and guidance from:

• the employee assistance programme manager support line
• People Services, by using the Assyst portal