What are Reasonable Adjustments? How to thrive at work as a neurodivergent person
The concept of neurodiversity recognises that everyone's brain works differently. Being neurodivergent (or - your brain diverging from the ‘typical’) includes diagnoses of Autism, ADHD, Dyslexia, Dyspraxia, and others. We know that brain differences are not deficits, but simply variations in how people think and process information. It makes sense then that these variations contribute to a diverse workforce with various strengths and needs.
It's important to remember that your workplace is neurodiverse and is made up of neurotypical and neurodivergent people.
In total, about 20% of the population are neurodivergent. For example, estimations show that while up to 2% of people are diagnosed as autistic, around another 2% remain undiagnosed. And while 3% of individuals have an ADHD diagnosis, a further 3% are likely to be ADHD but haven't yet been diagnosed. Neurodivergence is more common than you may think, even if it's not always apparent or disclosed.
Benefits of a neuroinclusive workplace
When companies embrace neuroinclusive practices it benefits everyone. One part of being neuroinclusive is companies offering practical reasonable adjustments to employees (we’ll say more on this later).
It’s helpful for everyone if a workplace embraces neuroinclusivity and makes meaningful adjustments to suit employee’s needs. Here are some of the advantages of a neuroinclusive workplace:
Greater sense of safety, happiness & productivity: When you feel safe and included at work, you're more likely to be happy and productive. You can bring your whole self to work without feeling like you have to mask your true identity.
Your problem-solving skills, innovative thinking, & creativity are valued: Neurodivergent people often have unique strengths that can benefit their teams and companies. For example, some autistic people can be incredibly focused and detail-oriented, while some people with ADHD might be great at thinking outside the box and coming up with new ideas. This can lead to new solutions, especially in today's world where flexibility and adaptability are key.
Stronger connections with colleagues: Neuroinclusive environments encourage everyone to understand and appreciate each other's differences. This means that colleagues can build better working relationships with each other.
Job stability: When you feel supported and understood, you're more likely to stay in your job. This benefits both you and the company.
Positive team environment: Workplaces that value diversity and inclusion create a positive and supportive atmosphere for everyone, neurodivergent or not. This can make a big difference in how much you enjoy your work.
Everyone benefits from neuroinclusive strategies: Reasonable adjustments, like clear communication and flexible working hours, benefit everyone in the workplace, not just neurodivergent people.
It’s helpful for everyone if a workplace embraces neuroinclusivity and makes meaningful adjustments to suit employee’s needs.
Reasonable Adjustments: Levelling the playing field
So, what are reasonable adjustments? Reasonable adjustments are practical changes that employers can make to the workplace or work practices to help people with mental or physical health problems, or disabilities. These are not special favours or preferences but are legal requirements under the UK's Equality Act (2010). These changes support someone’s non-negotiable needs so they have the same opportunities as others in the workplace. Adjustments help create a level playing field where everyone has an equal opportunity to thrive.
Adjustments help create a level playing field where everyone has an equal opportunity to thrive.
Many reasonable adjustments are low-cost and simple changes that remove barriers and ultimately make it easier for neurodivergent people to engage and succeed at work. A flexible approach that values individual strengths can make a real difference in someone’s engagement, focus, and well-being at work for example.
Barriers to asking for reasonable adjustments
Unfortunately, neurodivergent people can often feel reluctant to ask for reasonable adjustments for many reasons. It may be that their workplace culture does not feel safe enough for disclosure of their strengths and challenges relating to neurodivergence. Sometimes it’s because they do not feel they ‘deserve’ adjustments or that they are being a burden by asking for what they need. Other reasons include not knowing what they might need, what adjustments will be helpful and also how to ask their manager for adjustments.
Thriving at work: Introducing the SUCCEeSSeS Model
Here at The Neurodiversity Practice, we have devised a unique, evidence-based model to support neurodivergent people and their employers to understand reasonable adjustments at work.
The SUCCEeSSeS model is a tool you can use to help you and your employer to consider what adjustments you might need and what these practically look like in the workplace.
All the strategies are based on research about what helps neurodivergent people to thrive. This means that you and your employer can be confident that the suggestions are adjustments that really work.
Let’s have a brief look at what the SUCCEeSSeS model is all about:
Structure
Neurodivergent people have differing needs for structure, some require more, and others less. Having predictable and consistent routines, as well as opportunities for flexibility when you need them is key. Examples of structure adjustments include flexible hours, working from home, and having control over your schedule.
Understanding
Both you and your colleagues need to understand neurodiversity, how the workplace thrives on diversity, and how to support colleague’s individual strengths and challenges.
Certainty
Clear expectations, communication, and processes are essential. Knowing what is expected of you reduces anxiety and helps you perform better. Examples of adjustments for certainty include being given explicit expectations and requirements for tasks and activities that are less clear, like online meeting etiquette.
Communication
Open and clear communication is vital. Let people know your preferred communication styles, for example ask them to avoid using jargon. Examples of communication adjustments include using the chat function in online meetings, or having agendas circulated before meetings.
Empathy
A neuroinclusive culture is built on a foundation of empathy, providing a more supportive and understanding environment for everyone.
Sensory
Many neurodivergent people have sensory sensitivities. Adjustments can help you avoid sensory overload and improve your focus. Examples of adjustments for sensory needs include use of earplugs or adjusting the office lighting.
Strengths
Identifying and utilizing your strengths is crucial for you to reach your full potential and feel valued. Examples of adjustments to maximize strengths include letting your manager know what you're good at and asking for your role to be reviewed to maximize this.
Evolution
The evolution of a more inclusive workplace occurs through both understanding and empathy.
Support
Access to support networks and resources is a key part of fostering a neuroinclusive workplace. Examples of frameworks you can use for support include the Equalities Act 2010, Access to Work Grants and an ‘Employee Passport’.
If your employer is interested in learning more about this model, you can direct them to our introductory Neurodiversity in the Workplace training.
Taking charge of your Success
Our unique SUCCEeSSeS model provides you with a framework to begin to advocate for yourself at work.
Here are some ways to get the conversation started:
Weigh up the pros and cons about whether or not to tell your employer about being neurodivergent.
Identify your individual needs and think about what adjustments would be helpful using the SuCCeSSeS model.
You can use an ‘Employee Passport’ to outline your needs and preferences for your manager.
Find supportive people in your workplace who you can talk to and who understand your needs.
Talk openly with your manager. Describe your experiences, explain your needs, and ask for specific adjustments. Reinforce the positive impact those adjustments will have on your work and the company.
Remember, it's okay to ask for what you need! Reasonable adjustments are not preferences; they are adjustments for your non-negotiable needs that allow you to perform your job effectively.
Reasonable adjustments are not preferences; they are adjustments for your non-negotiable needs that allow you to perform your job effectively.
Creating a more inclusive and supportive workplace requires everyone's participation. By understanding neurodiversity and advocating for your needs, you can help create a work environment where you and others can thrive.
Come along to our webinar ‘Surviving and Thriving at Work as a Neurodivergent Person’ on Tuesday 14th January to learn more.
We will discuss:
The SuCCeSSeS model and more ideas of evidence-based and practical reasonable adjustments you can ask for in your workplace.
A script to support your conversation about reasonable adjustments with your manager, as well as tips to help this go smoothly.
An example of an ‘Employee Passport’ to support your conversation about reasonable adjustments
Access to three Clinical Psychologists and our neurodivergent Parent Panel for a live Q&As.
If you can’t make it live, sign up and access the recording for one month afterwards.
Looking forward to seeing you there!
