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Neurodiversity Celebration Week 2024

11:48, 18/3/2024

Neurodiversity Celebration Week is here to celebrate the talents of neurodiverse people, challenge stereotypes and create a more inclusive world to empower all.

According to statistics, it is estimated that around 15 to 20 per cent of the world’s population has some type of neurodivergence.

These conditions include attention deficit hyperactivity disorder (ADHD), autism spectrum disorder (ASD), Tourette’s syndrome and various learning disabilities including dyslexia.

But despite nearly a fifth of people showing neurodiverse traits, many of them face barriers in everyday life, such as school, work and social situations – and more needs to be done to create an inclusive world.

More often than not, neurodiverse symptoms are seen as a hindrance rather than a positive. But in reality, many neurodiverse personality traits should be embraced, and in an accommodating world, neurodivergent people can succeed and excel.

High attention to detail, outside-the-box thinking, and superior ability to recognise patterns and behaviours are just some of the great traits neurodiverse people can possess.

As well as a highly analytical mind, unique and innovative approaches to problem-solving and a strong passion for certain topics can make them an expert in their chosen field.

However, figures show that at present,  only three in ten autistic people are employed due to workplace barriers. Ambiguous interview questions, overstimulating work environments and tiresome recruitment processes are just some of the factors keeping these talented individuals out of work, and society needs to think about how to change this narrative.

Fiona Almazedi, Employment Solicitor at Oakwood Solicitors said:

“I have represented many clients with autism and a common theme in most of the cases is the lack of awareness of how Autism can affect an individual in the workplace this underpins a lot of the cases that end up in tribunal.

“Better understanding and a proactive approach would improve the outlook for employees with Autism. There can be a tendency in my experience also for employers to have policies on Autism and guidance in handbooks etc. however many of these policies are not carried through to everyday interactions in the workplace.

“We still have a long way to go but I feel that awareness has increased, and sources of help are better than they used to be.”

Neurodiversity definition

The term ‘neurodiversity’ is used to describe the various ways human brains and nervous systems work. The word refers to the diversity of all people but is commonly used to describe neurological conditions such as autism and ADHD.

One of the ways to change this is by creating a neurodiverse-friendly workplace. This could include the following:

Famous neurodivergent people

There has been loads of famous and successful people throughout history who have came out and spoken about being neurodivergent. Here are just some of them:

• Nobel Prize-winning physicist and chemist Marie Curie
• Nobel Prize-winning theoretical physicist Albert Einstein
• Business Magnate Richard Branson
• Microsoft founder Bill Gates
• Climate activist Greta Thunberg
• Businessman & inventor Elon Musk
• Singer Mel B
• Made in Chelsea’s Sam Thompson
• Robbie Williams
• Lily Allen

How to create a neurodiverse-friendly workplace

A positive culture within the workplace is important to ensure neurodiverse employees feel safe at work.

• Understanding neurodiverse people without judgement and treating them as part of the workforce regardless of what support they need
• Value the contribution that neurodiverse people make to the organisation and celebrate this
• Normalise adaptations to the work environment to make neurodiverse employees comfortable at work
• Take a personalised approach to understanding a neurodiverse person’s needs
• Normalise neurodiversity in the workplace by educating staff and increasing awareness
• Clear communication styles
• Allow flexible working arrangements

Stigmas around neurodiversity

Many neurodiverse individuals still face stigmatisation and discrimination despite efforts to promote inclusivity and acceptance. These stigmas can manifest in several ways, including assumptions about their lack of ability to carry out certain tasks.

For example, a workplace might assume that an autistic person will not be able to cope with a leadership position, when in reality, with the correct support system available, they may succeed to the same level as a non-neurodiverse person.

Other stigmas include the assumption that all neurodiverse people are the same, and need the same support. Whereas everyone is different, and what works for one neurodiverse person, may not work for another, emphasising the need for flexibility in the workplace and society as a whole.

Neurodiversity in the workplace – your rights

If you have been diagnosed with a neurodiverse condition, but feel you have been discriminated against at work for this, you may be entitled to make a claim against your employer.

Protected characteristics

The Equality Act 2010 prohibits employers from discriminating against employees because of the following protected characteristics.

If an employee or employer is proved to have discriminated against you because of one of the characteristics there can be serious consequences.

• Age
• Disability
• Gender reassignment
• Marriage and civil partnerships
• Pregnancy and maternity
• Race
• Religion or belief
• Sex

What does workplace discrimination look like?

Discrimination in the workplace is not necessarily obvious. Please see below the different forms of discrimination which may present themselves in the workplace:

• Direct Discrimination – Treating a person less favourably because of one or more Protected Characteristics.
• Indirect Discrimination – There may be a workplace provision, criterion, or practice (PCP) which is not intended to be discriminatory but which has the effect of disadvantaging employees with a particular Protected Characteristic. For example, a policy that unfair disadvantages a group of employees with one of the Protected Characteristics.
• Harassment – Harassment occurs when an employee is subjected to unwanted conduct relating to one or more Protected Characteristic which has the purpose or effect of either violating the employee’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for the employee.
• Victimisation – Being ‘punished’ for reporting something at work that you believe is unfair such as being discriminated against.

I have been discriminated against – what should I do?

If you believe that you are being treated unfairly at work because of one of the protected characteristics, you may have a discrimination claim.

Please contact Oakwood Solicitors Ltd as soon as possible to speak to one of our employment advisors.

Further reading

Workplace discrimination – Oakwood Solicitors

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