Acas has introduced a campaign to enhance support for neurodivergent employees by equipping employers with actionable strategies to create a culture of inclusion. This initiative complements the recent Acas guidance and the Department of Work and Pensions (DWP) plans to create an expert panel, as discussed in our recent blog, which you can read here.
Key areas of focus
The campaign will explore practical measures that employers can implement to create more accessible work settings:
- Inclusive recruitment practices: Adapting hiring processes to accommodate diverse cognitive styles.
- Reasonable adjustments: Offering personalised support, such as flexible working conditions and assistive technologies, to address the specific needs of neurodivergent staff.
- Workplace education: Raising awareness among employers and employees about neurodivergence to diminish stigma and enhance understanding.
Birkbeck research on good policy and practice in the context of neurodiversity at work
Shortly before launching its campaign, Acas published a report by researchers from Birkbeck, University of London. With research estimating that 15-20% of the UK population are neurodiverse, the report focuses on good policy and practice, advocating a proactive and holistic approach that recognises the strengths which neurodivergent workers bring to the workplace. For employers looking to put in place a policy on supporting their neurodivergent staff, the report contains lots of practical takeaways, including a section on what “good” looks like for a proactive process for making reasonable adjustments. You can access the report on the Acas website here.
Anticipated outcomes and future directions for employers
Acas hopes the review will lead to:
- Enhanced accountability: A heightened focus on ensuring that recruitment and workplace policies are inclusive of neurodivergent individuals.
- Detailed guidance: Specific and practical advice on implementing reasonable adjustments and best practices in the workplace.
- Policy shifts: Changes in policies surrounding inclusive employment strategies, promoting a more diverse workforce.
- Evidence-based practices: A stronger evidence base to support the benefits of neuroinclusive practices, underscoring the value of diversity.
These efforts are steering workplaces towards greater inclusivity for neurodivergent individuals. The Acas campaign and the DWP panel’s review aim to give employers a greater understanding of the workplace conditions that allow neurodivergent workers to thrive, for the benefit of the individual workers and their employer. By embracing the advice from Acas and, in due course, the DWP panel recommendations, organisations can not only enhance their inclusivity but also tap into the unique strengths that neurodivergent individuals bring to the workplace.
For further advice on how you can better support neurodivergent employees, please reach out to your usual Dentons contact.
