A lack of understanding and fear of discrimination are preventing many neurodivergent employees from accessing the support they need at work, according to new guidance from Acas.
The workplace advisory service has published advice to help organisations raise awareness of neurodiversity and ensure compliance with the Equality Act. The guidance comes after research found that many employees do not disclose their needs, while some managers struggle to have conversations about neurodiversity.
Barriers to Workplace Support
Neurodiversity refers to the natural differences in how people think, learn and process information. It includes conditions such as autism, ADHD, dyslexia and dyspraxia. While some neurodivergent people consider themselves disabled, others do not, even though they may still be protected under the Equality Act and entitled to reasonable adjustments at work.
A recent Acas poll of 1,650 line managers found that more than seven in ten (72%) identified non-disclosure by employees as the biggest barrier to providing reasonable adjustments. A lack of organisational knowledge was cited by 45%, while 39% said line managers struggled to have conversations about neurodiversity.
Acas’ head of Inclusive Workplaces, Julie Dennis, said employers needed to take steps to ensure staff felt comfortable discussing neurodiversity at work.
“Employees may not want to tell people that they are neurodiverse or may mask their condition due to concerns about a negative reaction at work,” she said.
“Bosses also need to be aware that the strengths and challenges that come with a neurodiverse condition may not be the same for everyone. Our new advice has tips for employers on how to raise awareness, be inclusive, sensitive and stay within the law when managing neurodiversity at work.”
The Business Case for Inclusion
The guidance suggests that creating a more inclusive workplace can have a positive impact on businesses as well as employees. Raising awareness of neurodiversity and making adjustments can:
- Improve staff wellbeing
- Reduce absence and employee turnover
- Attract workers with a wider range of skills and experiences
- Lower the risk of discrimination claims and disputes
Minister for Social Security and Disability Sir Stephen Timms said open discussions about workplace adjustments were essential.
“Having conversations about health conditions and adjustments is the first step to fostering a healthy workplace, which is good for employers and employees,” he said.
“This new guidance will be an important keystone to promote neurodiversity employment and will help workers and their bosses best support each other.”
Raising Awareness in the Workplace
Acas has outlined several ways employers can raise awareness of neurodiversity, including:
- Including it in mandatory training
- Running awareness days and campaigns
- Encouraging senior employees to act as role models
- Setting up a neurodiversity staff network
- Covering the topic in induction materials
The guidance also provides advice on legal rights under the Equality Act 2010, including how to make reasonable adjustments to remove workplace barriers for neurodivergent employees.
