Neurodiversity policy template

Overview

This policy outlines [Organisation Name]'s commitment to recognising, embracing, and supporting neurodiversity in the workplace.

Neurodiversity refers to the natural variation in human brain function and behavioural traits, encompassing conditions such as autism, ADHD, dyslexia, dyspraxia, Tourette syndrome, and others. By fostering an inclusive environment, we aim to harness the strengths of neurodiverse individuals and ensure equal opportunities for all employees.

Scope

This policy applies to all employees, job applicants, contractors, and volunteers within [Organisation Name].

General Principles

Policy Statement

[Organisation Name] is committed to:

1. Creating an Inclusive Workplace: Promoting awareness, understanding, and acceptance of neurodiversity among all employees.

2. Providing Reasonable Adjustments: Ensuring neurodiverse employees have access to the support and accommodations they need to thrive.

3. Recruitment Practices: Removing barriers in recruitment to attract and retain neurodiverse talent.

4. Anti-Discrimination: Upholding a zero-tolerance policy for discrimination, bullying, or harassment related to neurodiversity.

Responsibilities

1. Managers and Supervisors:

   • Identify and implement reasonable adjustments for neurodiverse employees.

   • Foster a supportive team environment.

   • Participate in neurodiversity training as required.

2. HR Department:

   • Ensure recruitment processes are inclusive and accessible.

   • Provide resources and training on neurodiversity.

   • Address concerns or complaints promptly and sensitively.

3. Employees:

   • Treat colleagues with respect and understanding.

   • Participate in awareness initiatives and training when provided.

Examples of Reasonable Adjustments

Adjustments will be tailored to individual needs but may include:

• Flexible working hours or remote work options.

• Adjustments to workspace environments, such as noise reduction measures.

• Providing assistive technologies or alternative communication methods.

• Clear and structured communication of tasks and expectations.

• Offering additional time for completing tasks or assessments.

Recruitment and Selection

• Job descriptions and advertisements will avoid unnecessary requirements that may exclude neurodiverse candidates.

• Application and interview processes will be adapted where appropriate to ensure accessibility.

• Recruitment panels will be trained to recognise and value the strengths neurodiverse candidates bring to the organisation.

Awareness and Training

[Organisation Name] will provide regular training and awareness sessions to:

• Educate employees on the benefits of neurodiversity.

• Reduce stigma and misunderstandings.

• Equip managers with the tools to support neurodiverse employees effectively.

Support and Resources

• Access to Employee Assistance Programmes (EAPs) or other support services.

• A designated point of contact in HR for neurodiverse employees to discuss concerns confidentially.

• Peer support networks or affinity groups for neurodiverse individuals and allies.

Monitoring and Review

This policy will be reviewed annually to ensure its effectiveness and alignment with best practices and legal requirements. Employee feedback will be actively sought to inform updates and improvements.

Related Policies

This policy should be read alongside related policies, including the Equal Opportunities Policy, Mental Health and Wellbeing Policy, and Flexible Working Policy.

Contact Information

For questions or support regarding this policy, please contact [HR contact details].