Acas has launched a campaign to raise awareness of neurodiversity at work. Three speakers contributed to this video:
- Alison McGovern, Minister of State (Minister for Employment)
- Ruhel Ahmed, Senior Policy Adviser at Acas
- Lutfur Ali, Senior policy and practice adviser in equality, diversity and inclusion (EDI) at CIPD
- Jodie Hill, Managing Partner at Thrive Law
Watch the video on the Neurodiversity campaign page
Neurodiversity at work: support in mind
Alison McGovern: Experts at Acas tell me that one in seven people in the UK are neuro divergent, yet many people are not in work due to our lack of understanding and support from employers.
Organisations though can really benefit from the unique talents and skills that neuro diverse people bring by creating more neuro inclusive workplaces.
That's why I welcome this advice from their workplace experts, Acas.
It shows employers that providing workplace adjustments for neurodivergent employees is often simple, easy to do and straightforward, and can make all the difference in supporting more neurodivergent people into work.
Ruhel Ahmed: Neurodiversity describes how people's brains process information and behave differently.
Essentially, neurodiversity refers to the fact that people think, act and learn differently from each other, and what some people may have strengths in others may find challenging.
And acknowledging neurodiversity at work is important for Acas because it allows us to promote the creation of an inclusive workplace and an inclusive culture.
Lutfur Ali: The CIPD welcomes Acas's work around enabling stronger and neuroinclusive workplaces.
We are delighted to support Acas's forthcoming guidance to help organisations and their campaign to raise special awareness.
Many employers are facing skills shortages. More and more people entering the labour market are increasingly looking to work for a socially responsible organisation and there is growing expectation for employers to be flexible and supportive and to have a culture where people feel valued and can do their best work.
Supporting neurodivergent employees helps retain skilled workers who might otherwise struggle in less inclusive environments.
A neuroinclusive culture is absolutely essential.
Ruhel: Taking the steps to becoming a neuroinclusive employer can often start with having open and honest conversations with your employees, allowing people to have that open dialogue with you, having ongoing in conversations about what may or may not be working for them.
All of these things are free and easy to do, and in turn, it creates a culture where employees can talk about their neurodivergence comfortably and confidently.
Jodie Hill: So there are so many benefits to having a neuroinclusive workplace, not least because those people who are neurodivergent feel as though they belong and can thrive at work, but you also have a much more inclusive workplace more generally because all of the things that we do to make workplaces more neuroinclusive actually benefit everybody else.
We communicate better. We have a much more inclusive workplace for other identities, but we also make sure that those individuals who are neurodivergent feel like they belong.
The benefits of ensuring that reasonable adjustments are put in place for neurodivergent people at Thrive has been overwhelming, particularly for me, because as a neurodivergent leader, I have to be acutely aware of my interactions with the team and the impact that that might have on them.
So having the adjustments in place not only helps me, it helps me be the best version for my team, but it helps my team and my clients understand my needs.
Ruhel: Acas's new guidance and resources show employers that providing workplace adjustments and becoming more neuroinclusive is often simple, easy to do and straight forward, yet can make all the difference in supporting neurodivergent employees remaining in and getting into work as well.
Narrator: For more information and guidance on neurodiversity in the workplace and making adjustments, visit www.acas.org.uk/neurodiversity-at-work