Equality, diversity and human rights >
Neurodiversity
We look at three cases where employment tribunals found that employers failed to make reasonable adjustments for neurodivergent employees.
The "neuro" in diversity is often overlooked within wider D&I strategies. As awareness of neurodiversity grows, organisations are recognising the importance of building more inclusive workplaces. We explore how organisations are supporting neurodivergent employees, the organisational barriers that prevent meaningful action and the practical strategies that can help embed proactive support.
Laura Kimpton, HR strategy and practice editor at Brightmine, discusses how organisations, and line managers in particular, can support and champion neurodiversity in the workplace.
In Johnston v Department of Finance, an industrial tribunal in Northern Ireland found that an employer's refusal to provide an alternative "word-light" numeracy test for a dyslexic candidate, was a failure to make reasonable adjustments.
A model policy to set out a framework for creating a neuro-inclusive workplace and the support available to individuals with a neurodivergent condition.
In Wright-Turner v London Borough of Hammersmith and Fulham and another, the employment tribunal held that a senior council officer's dismissal while on sick leave, with no warning, fair procedure or opportunity to appeal, was unlawful disability discrimination.
The importance of workplace healthcare benefits should never be underestimated - particularly as access to healthcare disproportionately affects workers across the breadth of the intersectional identity spectrum, says gender and sexuality consultant Georgie Williams.
Enhanced with information on the link between DEI review/DEI talent lifecycle practices in place and business outcomes.
Enhanced with the addition of a quiz for training purposes.
Enhanced with the addition of a quiz for training purposes.
HR and legal information and guidance relating to neurodiversity.