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Guest blog

Are you ‘confident’ in identifying neurodivergent conditions?

Tags:
Neurodivergence,
Neurodivergent,
Neurodiverse,
Texthelp

A recent survey conducted by Texthelp, focused on assistive technology, showed that only 28% of HR professionals were ‘very confident’ in identifying different types of conditions that are considered neurodivergent. Almost one in 10 (9%) were not confident at all.

Despite this, more than three-quarters (78%) of respondents said that D&I has become increasingly important in the past two years. This is a trend in both US and UK businesses (80.43% and 73.83% respectively).

Looking at D&I priorities of HR/D&I professionals, race (38%) was chosen as the top priority, followed by gender (25%). Socio-economic background, disability, and sexual orientation were ranked the lowest at 16%, 15% and 6% respectively.

Even with this lack of neurodiversity awareness, 33% of respondents were very confident in knowing what accommodations can be provided in the workplace for employees who are neurodivergent.

Demonstrating this, the majority of respondents (94%) had established practices to support neurodiversity and disability inclusion in the workplace. These include:

  • Giving more time on written or reading tasks for people with dyslexia in recruitment (53%)
  • Installing reading and writing assistive software, such as speech-to-text dictation to support employees with dyslexia (54%)
  • Barrier-free workplace adjustments for wheelchair users (58%)
  • Providing special keyboards, such as for arthritis (55%)
  • Installing screen-magnification or screen-reading software for people with low vision or blindness (53%)

The results were polled from 291 HR & D&I respondents.

Texthelp Logo

Martin McKay, CEO of Texthelp says: “Neurodiversity should be an important element of any company’s D&I strategy. However, as this research has shown, there remains a lack of understanding of neurodiversity and the various forms it can take. As many as one in seven individuals have some form of neurodivergence, and many conditions are not visible.

Thankfully, awareness is increasing and more businesses are stepping up to provide the necessary support for employees with neurodifferences. Combining employee awareness with practical company processes will make sure staff from all backgrounds are supported by their employer.”

To support companies in learning more about improving neurodiversity inclusion, Texthelp has produced a  free guide for business leaders.

Founded in 1996, the Texthelp Group is a global technology company helping people all over the world to understand and to be understood.

If you are interested in finding out about the sources mentioned, please email d.thomson@texthelp.com

 

Although this is interesting research, BDF still advises employers to continue to support employees whatever condition they may or may not have. Employers should not try to identify or diagnose conditions in their employees. This is the role of specialists who are qualified to diagnose conditions if and when appropriate for individuals. Although we recognise a diagnosis can at times be helpful to individuals, the law nevertheless requires employers to focus on removing barriers for employees, not diagnosing conditions.

Tags:
Neurodivergence,
Neurodivergent,
Neurodiverse,
Texthelp

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