It also highlights the challenges that neurodivergent workers often face! including barriers in recruitment! workplace adjustments! and retention. The focus is on practical steps employers can take to make work environments more accessible. These include:
inclusive hiring practices
Ensuring recruitment processes accommodate different cognitive styles
reasonable adjustments – providing tailored support such as flexible work arrangements and assistive technology
workplace awareness – educating employers and colleagues about cyprus phone number library to reduce stigma and increase understanding
Alongside the campaign! I chair a new expert panel by the Department for Work and Pensions: an Expert Academic Panel on Neurodiversity and Employment.
The panel is set to examine employment outcomes for neurodivergent people. Running resilient economic model interview this summer! this initiative is expected to provide evidence-based recommendations that inform workplace practices and policy.
The group’s work builds on the Buckland Review! which previously explored the barriers autistic people face in employment. This new panel will look across all types of neurodivergence and delve into:
Key barriers to employment and workplace success
effective employer actions to enhance inclusion
government policies that could drive systemic change
economic benefits linked to greater neurodiversity in the workforce
intersectionality! including how social deprivation! gender! and alb directory impact neurodivergent employment outcomes
What does this mean for employers and workers?
The work of Acas! along with the expert panel! can be a turning point in employment policies for neurodivergent people. Employers should prepare for:
better accountability in ensuring recruitment and workplace policies support neurodivergent people
more practical guidance on reasonable adjustments and good practice
potential policy shifts around inclusive employment strategies
a stronger evidence base to underpin the benefits of neuroinclusive practice
What is clear is that we are moving towards workplaces that are more inclusive of neurodivergent people.
The Acas campaign and the expert panel’s work reviewing the evidence will help empower employers to better understand and support the needs of all their workers. This can bring outcomes that benefit both individuals and organisations from the get-go.