As someone recently diagnosed with autism at 50, I've been reflecting deeply on how workplaces support-or fail to support-neurodivergent individuals. My diagnosis was a turning point, helping me reframe years of personal and professional experiences.
The Equality Act 2010 requires employers, service providers, and public authorities to make reasonable adjustments for people with disabilities. These adjustments are meant to remove barriers and ensure equal access to jobs, services, and opportunities.
From what I've seen, many organisations I’ve worked for fall short of meaningful inclusion. It's easy to draft a diversity policy, host a few "neurodiversity awareness" sessions, and then consider the job done. But real inclusion requires more than ticking boxes; it demands understanding, accountability, and action.
My concerns are:
Manager Training - Many managers don't know enough about autism or other neurodivergent conditions. Without proper understanding, they may not recognise when adjustments are needed or how to implement them. Why isn't neurodiversity training mandatory for all managers?
Subjectivity of "Reasonable Adjustments" - What's considered "reasonable" can vary widely. Without clear guidance and awareness, managers may unintentionally overlook or dismiss the needs of neurodivergent staff.
Self-Advocacy - Autistic individuals often need to understand the law and advocate for themselves to receive support. That's a heavy burden, especially when self-advocacy isn't always possible for everyone in our community.
Lack of Governance and Accountability - In education, we have SENCOs (Special Educational Needs Coordinators) to help ensure students' needs are met. It's not perfect, but it's something. Why don't workplaces have a similar role or system to ensure neurodivergent employees are supported?
Does anyone else feel the same way?
