1 in 7 people in the UK are neurodivergent, yet many face barriers to employment due to a lack of understanding and support. In this video, Acas experts share practical guidance on how simple workplace adjustments can unlock the talents of neurodivergent employees and create more inclusive workplaces.
Hear from industry experts as they discuss the benefits of neuroinclusion and how employers can make a difference.
Watch the video on the Neurodiversity campaign page
Named speakers in the video include:
- Alison McGovern, Minister of State (Minister for Employment)
- Ruhel Ahmed, Senior Policy Adviser, Inclusive Workplace Policy, Acas
- Lutfur Ali, Senior Policy & Practice Adviser EDI CIPD
- Jodie Hill, Managing Partner, Thrive Law
Transcript
Narrator: Alison McGovern, Minister of State (Minister for Employment)
Alison: Experts at Acas tell me that one in seven people in the UK are neurodivergent, yet many people are not in work due to a lack of understanding and support from employers. Organisations, though, can really benefit from the unique talents and skills that neurodiverse people bring by creating more neuroinclusive workplaces. That's why I welcome this advice from the workplace experts Acas.
[Woman sitting at desk typing on a laptop]
Alison: It shows employers that providing workplace adjustments for neurodivergent employees is often simple,
[Close up of a woman’s hand playing with a fidget cube]
Alison: easy to do and straightforward, and can make all the difference in supporting more neurodivergent people into work.
Narrator: Ruhel Ahmed, Senior Policy Adviser, Inclusive Workplace Policy, Acas
Ruhel: 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,
[Two women talk calmly in an office environment]
Ruhel: 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.
Narrator: Lutfur Ali, Senior Policy & Practice Adviser EDI CIPD
Lutfur: The CIPD welcomes Acas work around enabling stronger, newer, inclusive workplaces. We are delighted to support Acas forthcoming guidance to help organisations and their campaign to raise greater 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 dialog with you,
[Two men talk and listen to each other calmly]
Ruhel: having ongoing 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.
Narrator: Jodie Hill, Managing Partner, Thrive Law
Jodie: 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.
[Three women, including Jodie Hill, stand talking together in an office]
Jodie: 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,
[Close up of a woman’s hands typing on a laptop]
Jodie: but we also make sure that those individuals who are neurodivergent feel like they belong.
[A woman talks into a speech to text app on her phone]
Jodie: 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 straightforward, yet can make all the difference in supporting neurodivergent employees remaining in, and getting in, to 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.