Neurodiversity Policy - NCMT

Introduction

We will promote an inclusive environment for neurodiversity in our organisation. As part of this, we will provide appropriate workplace support to any of our employees who are neurodivergent.

Neurodiversity refers to the different ways that the brain works and interprets information. Those who are neurodivergent will process information in a different way to those who are neurotypical.

Common examples of neurological conditions that may be experienced by employees and fall within the scope of this policy include, but are not limited to

  1. autism, which affects a person’s perception of the world and their interaction with others
  2. dyslexia, which can cause difficulties with how a person processes language and has an impact on their reading,
    writing, spelling, memory etc.
  3. dyspraxia, which can affect a person’s physical and mental co-ordination and
  4. attention deficit hyperactivity disorder (ADHD), which can cause inattention, impulsiveness and hyperactivity.

Although we recognise that neurodivergence can cause difficulties for affected individuals, we
will focus on the strengths that are brought to the workplace

Our Legal Responsibilities

We are aware of our obligations under the Equality Act 2010 in relation to making reasonable adjustments for employees who have a disability. This applies where they experience a substantial disadvantage within the workplace, in comparison to non-disabled employees.

You will not be treated unfairly or suffer any other form of detriment at work due to your neurodivergence. You will be given the same opportunities as other staff and will not be refused employment, overlooked for promotion and training opportunities or denied any other
workplace benefits due to your neurodivergence.

Employee Support

We recognise that many neurological conditions are “spectrum” conditions meaning that they can affect individuals in different ways. We will make sure that any support we give is right for you by talking to you about it first.

We will not adopt a “one size fits all” approach, nor will we stereotype individuals based on common characteristics associated with their neurodivergence.

Notification

If you believe that you are neurodivergent, we encourage you to speak to your manager or HR. You do not need a diagnosis to get support from us. However, if you have a diagnosis, we encourage you to speak to your manager or HR.

We will keep any information you tell us about your neurodiversity confidential.

Your manager will talk to you about what support you feel you would benefit from the most. To make sure we can give you the best help possible we encourage you to be open in these conversations.

However, we recognise that this is a sensitive issue so if you don’t feel comfortable speaking to your manager, we encourage you to speak with another senior member of staff, HR, our Mental Health First Aider or the EAP.

We may talk to you about carrying out a ‘needs assessment’ to help us identify exactly how your neurodivergence affects your ability to perform your role. We will then be able to use the results of the assessment to understand which adjustments will be most helpful to you.

We will hold any information about your neurodiversity in line with current data protection laws.

Workplace Adjustments

We have a legal duty under the Equality Act 2010 to make reasonable adjustments to an employee’s role or working conditions if they have a disability that places them at a disadvantage when performing their role.

To support you in your daily duties, we will explore making adjustments to your role or working environment with the aim of reducing the effect that your neurodivergence is having on you.

We acknowledge that neurodivergence affects individuals in different ways. We will not make any adjustment without fully discussing it with you first.

We have set out below examples of adjustments that we may make to reduce or remove disadvantages faced by neurodivergent employees in the workplace:

  1. amending working duties
  2. offering flexible working arrangements such as homeworking or permitting employees to start earlier or finish later
  3. redesigning the workplace/workstation
  4. providing visible instructions next to office equipment and machinery, such as photocopiers
  5. allowing employees to use equipment such as noise cancelling headphones
  6. providing employees with lockers and name labels to help them organise their work and equipment
  7. providing a mentor/buddy to employees when learning new tasks
  8. allocating work areas with more natural light.

This is not a full list. If there are other adjustments that are not in the list above that you feel would benefit you, you should talk to your manager.

We will talk to you to make sure that any adjustments are right for you and review them on a regular basis to make sure that they are working for you.

We may need to change the adjustments if they are no longer working for you. We will not make any changes without talking to you first.

Creating An Inclusive Environment

We are committed to ensuring neurodivergent employees in our organisation feel comfortable in discussing neurodivergence, should they wish to, and the impact it has on them. We will raise awareness by:

  1. providing training to managers on supporting neurodivergence
  2. arranging activities and education campaigns on neurodivergence for all staff
  3. creating a support network for neurodivergent employees to ensure a safe place to go to discuss issues they may be having and to share coping strategies
  4. encouraging neurodivergent senior employees to talk about the impact it has on them

We will make adjustments to our internal processes such as our recruitment process to remove any barriers faced by candidates because of neurodiversity.

Discrimination And Harassment

We aim to provide a safe working environment for all our employees.

If you feel that you have been exposed to unwanted conduct because of your neurodivergence, we encourage you to speak to your manager or HR. This includes any conduct instigated by a fellow colleague or third party individual such as customers, agency
workers or the general public.

Employee Assistance Programme

We would like to remind you that, if you have any worries or concerns about any aspect of your situation, you have access to a confidential 24-hour telephone counselling service

As part of our Employee Assistance Programme, you also have access to an online wellbeing tool, which you can use to find fast answers to any wellbeing questions you have.

More details of this service are available from HR.