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Tags: ACAS guidance, disability discrimination, neurodiversity
Categories: Employment Law, Newsletters
ACAS has updated its guidance on ‘Neurodiversity at work’ available here. (We updated you in 2019 on the original guidance, here).
The aim of the guidance is to help employers create inclusive organisations and raise awareness at work. It provides information on the different types of neurodiversity and confirms that being neurodivergent will often amount to a disability under the Equality Act 2010. It also outlines how employers can support neurodivergent employees and how to deal with performance, conduct and/or capability issues that may arise in the course of employment. Additionally, the guidance highlights the steps employers can take to create a more neuroinclusive workplace, including:
Acas also suggests that managers or HR engage in open and informal discussions with neurodivergent employees to better understand how work processes may them and to make adjustments. For example, including:
Acas recommends employers recognise the unique strengths that neurodivergent employees often bring to the workplace. Employers and managers should explore these with each individual to recognise the advantages they can bring to a role and achieve success. Particular care should be taken if there are conduct or capability issues. Managers need to be aware of the impact of any neurodiverse condition on the behaviour or performance of an individual to avoid any discriminatory treatment and make any relevant adjustments.
Employers should also make sure neurodivergent employees do not face bullying, harassment as a result of their condition.
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