Acas has published new guidance on handling neurodiversity in the workplace. The new guidance explains what neurodiversity is and highlights the difference types of neurodivergence and the unique difficulties they may bring. Neurodiversity, which refers to the different ways the brain can use and interpret information, affects one in seven people in UK through forms such as attention deficit disorder, autism, dyslexia and dyspraxia.
The guidance goes on to explain the importance of employers taking steps to support neurodiversity in their workplace. Employers may be obliged to treat certain types of neurodivergence as a disability under the Equality Act 2010 and make any necessary reasonable adjustments. The guidance also draws attention to the other benefits that creating a more inclusive workplace can bring.
The guidance sets out steps for managers to take in response to neurodivergence. For example, managers should be supportive towards team members who disclose their neurodivergence and remember to keep all issues confidential.
It suggests that, in order to identify the specific actions that should be taken for each individual, an assessment must be made about how neurodivergence affects them in particular. It sets out different experts who should be contacted if unsure about which adjustments to make.