The Workplace

Self-Advocacy and Supporting Neurodivergent Employees in the Workplace

In today’s diverse and inclusive workplaces, there is a growing recognition of the unique strengths and perspectives that neurodivergent individuals bring to the table. However, it is crucial to acknowledge that we may face specific challenges in navigating the social and professional landscape of the workplace. To foster an environment where neurodivergent individuals can thrive, it is important to promote self-advocacy skills and establish support mechanisms.

Self-advocacy plays a pivotal role in empowering neurodivergent individuals to effectively communicate their needs, preferences, and abilities in the workplace. By developing self-advocacy skills, autistic individuals can assert themselves, make informed decisions, and advocate for accommodations that facilitate their success. Moreover, organisations that actively support and accommodate neurodivergent employees not only benefit from the unique talents and perspectives they bring but also foster a culture of inclusivity, where every individual can reach their full potential. But for this to happen, the workplace must be a space that feels safe to disclose your neurotype.

AGN Resources

Reasonable Adjustments at Work for Neurodivergent Employees

Simplifying the Law
In today’s diverse workforce, it is essential for employers to create an inclusive environment that supports neurodivergent individuals. Neurodivergent employees are protected by the Equality Act 2010 in the United Kingdom. This legislation triggers legal duties on employers to ensure that neurodivergent individuals are not substantially disadvantaged in the workplace due to being neurodivergent.

[READ MORE]

Empowering Neurodivergent Employees

A Practical Approach to Neuro-Affirmative Recruitment.
Promoting inclusivity and diversity in the workplace is crucial for fostering a healthy and productive environment. The path to inclusivity begins at the recruitment stage, where organisations have the opportunity to embrace neurodiversity and empower neurodivergent employees. By implementing simple but effective strategies, employers can ensure a smoother recruitment process and provide the necessary support for neurodivergent individuals.

[READ MORE]

Executive functioning / dysfunctioning at work

The workplace is a very demanding place, filled with a lot of sensory input and pressure. Not only do you have a lot of work to do, but you must meet targets to earn a living and keep your job. It isn’t like school where you get a do over, and depending where you work the pressure to be perfect is paramount.

[READ MORE]

Job interviews

The interviewee
Going for an interview when you’re not sure if the company supports or understands autism can be terrifying. You don’t know what the people will be like, what the questions are or what answers they want from you. Although there are many ways employers can make interviews easier for autistic people, most neurotypically dominated places won’t have accommodations in place, and have a ‘one-size fits all’ procedure.

The best way to plan for a job interview is to cover all avenues and practice lots. Print off sample interview questions from a few different sites so that you have a variety and start to craft your answers, getting someone who has been through the interview process or is a manager to take a look at them.

[READ MORE]

BROWSE ALL OUR RESOURCES HERE