This webpage has a collection of helpful resources for staff working in the health and care system or applicants hoping to join a career in the NHS.
Below outlines support for job applications, information on Access to Work, as well as reasonable adjustments to make your workplace more accessible for neurodiverse colleagues.
Autistic strengths in the workplace
ADHD strengths in the workplace
Dyslexic strengths in the workplace
Dyspraxic strengths in the workplace
Reasonable adjustments are changes an employer can make to remove or reduce a disadvantage related to someone's disability. All applicants and staff members have a legal right to request reasonable adjustments in the recruitment process and in the workplace. However, it can be daunting and uncomfortable to ask for what you need to make the processes accessible to you. The West Yorkshire Health and Care Partnership is dedicated to providing reasonable adjustments in recruitment processes and workplace.
What is reasonable?
There is no definition of ‘reasonable’ when it comes to adjustments made in recruitment or the workplace. Therefore, each employer will decide based on how effective, practical, costly, and feasible an adjustment will be. Have a conversation with the recruitment team about reasonable adjustments to find out what they can implement. If you are currently in work, you can discuss reasonable adjustments with your line manager or HR. Different roles will have different frameworks for what is ‘reasonable’. Below is an example of how reasonable adjustments may differ from role to role.
Example: Josie just started her job as a crossing patrol officer (lollipop person) at a school. She’s autistic with some sensory processing issues and requires some adjustments to make work accessible for her. If school starts at 9am, but Josie asks to start work at 10am because she takes medication that makes her sleep in late, this would be an unreasonable adjustment. This is because her job is to help pupils cross the street when they arrive at school.
However, if Josie asks to not wear the hat that’s part of her uniform because she finds having things on her head uncomfortable, this would be a reasonable adjustment as she will still be wearing a high-visibility jacket to make her recognisable to the pupils. This small change makes a big difference to Josie’s comfort and wellbeing while doing her job but does not impact her ability to perform her duties.
Equality Act of 2010
Reasonable adjustments are made to ensure that you are treated equally, that you have access to the things you need, and that your wellbeing needs are met. The Equality Act of 2010 is the legal framework that requires employers to make these adjustments so that people with disabilities can access a workplace where their wellbeing is prioritised and be on equal footing with other applicants or colleagues. On the UK government’s website, you can find this Summary guide to your rights related to disability and other conditions.
Reasonable adjustments in the recruitment process
All employers are required to ask if you need any reasonable adjustments during the recruitment process, for example for interviews, or when having started a role. Organisations will offer adjustments during the application process, such as providing a paper copy of the application form if this is more accessible to you.
Ahead of an interview you should be asked directly if you require any adjustments to be made such as requesting a location on the ground floor if you have mobility issues or being given a paper copy of the interview questions if issues with auditory processing would put you at a disadvantage. If you are not asked directly, you have a right to contact the interviewer with any questions or adjustments you need to do your best in an interview.
Reasonable adjustments in the workplace
It’s not just in the recruitment process you have a right to ask for reasonable adjustments. You can also ask for adjustments when you start a role or when your circumstances change in a role you’re already in. This can range from changing work patterns to modifying your work environment such as using different lighting. This can also mean asking for adapted equipment such as text-to-speech software. Adjustments like these often go through the Access to Work system (read our Job application guide).
Environmental changes
Sometimes, to ensure your wellbeing, you may have to make or request some small changes in your working environment. This can include things like changing the lightbulbs to a softer light or reducing white noise wherever possible. Some environmental changes fall under the reasonable adjustments umbrella. It might be worth talking to your colleagues about their preferences and needs as well before making too many changes.
How to ask for Reasonable Adjustments
When asking for reasonable adjustments in the recruitment process or in the workplace, the employer might ask for the following information:
Many worry that asking for reasonable adjustments in an interview will put them at a disadvantage or put them in a negative light for the interviewers. This is not the case, and you are fully in the right to ask for the adjustments that you need. You are not required to provide evidence of having a disability, impairment, or long-term condition. Please see our Reasonable adjustments menu for staff and applicants to see examples of different adjustments you can ask for.
Example: Kaja, who has academic, professional and lived experience in the mental health field, including studying for a PhD in Psychology, applied for several roles in the NHS. She was offered an interview for every application she made but did not get the jobs because her dyspraxia made the interview process harder. After seeking out support from employment advisors, she felt able to ask for reasonable adjustments and began sharing her disabilities in applications and interview booking forms.
At her last interview, Kaja was given the questions half an hour before and a copy of the questions during the interview. This helped her dyspraxia enormously. She was able to process the questions better and give detailed answers based on her extensive experience. This time, she did not leave the interview thinking about everything she should have said. She was elated to finally feel she had answered to the best of her ability. She was offered the job shortly after.
This guide covers what reasonable adjustments might look like for you as an autistic employee or applicant, or as an employee or applicant with ADHD.
Mindwell developed a tool for managers to use with staff members to learn how best to support their wellbeing at work. Mindwell’s Action Plans can outline your triggers and warning signs that signal that you might be uncomfortable or unsafe at work. It might be useful for you to discuss a Wellness Action Plan or similar plans with your manager to support your wellbeing. Action plans like these can help you communicate little changes in environment or communication styles that would make the workplace feel safer and more comfortable for you. They allow you to share potential triggers, how your neurodivergence might impact your work, or warning signs for your manager to be aware of such as if you are becoming overstimulated at work. Sharing this information about yourself with a manager can be daunting, but letting your manager get to know you properly can be key to your wellbeing.
Even if your manager has not mentioned a Wellness Action Plan or how they can otherwise support your wellbeing, you can initiate the conversation yourself. If it is uncomfortable to bring up, try using the space of a supervision to discuss whether a plan can be put in place for you. Lots of managers support staff with plans and discussions like this. Let your manager know how they can best support you to thrive at work.
Breaks at work
No matter what kind of role you are in, breaks are essential for your wellbeing. Some neurodivergent people find that taking several smaller breaks works better for them while others feel fewer longer breaks benefit them the most. Depending on your role, discuss with your line manager what works best for you.
Join a staff network
Staff networks are a great place to find peer support and a safe space to discuss issues you may be having at your work. Some workplaces have Neurodiversity Staff Networks dedicated to supporting colleagues, reviewing policies and raising awareness of various issues. Many workplaces have several staff networks dedicated to supporting LGBTQ+ staff, disabled staff and/or ethnically diverse staff. If your workplace has a staff network, you can find information on their website or talk to your line manager or colleagues.
Protect work-life balance
Leaving work at work can be very difficult but is often essential to your wellbeing. If your work allows for it, practice not taking thoughts of work home with you. This can be especially difficult if working at home. A way to support this is to make clear distinctions between your workspace and your home.
If possible, designate an area of your home as a workspace – keeping the rest of your home as a work-free safe space to unwind in. Many organisations are dedicated to supporting staff to not take their work home with them, so it might be worth having a conversation with your manager about how to support this.
Don't be afraid to ask for help
Asking for help takes confidence but it is also a major part of ensuring your wellbeing at work. Whether it’s about workload, uncertainty about how to do something or you just need to bounce some ideas around – talk to your line manager or a colleague. It can make a world of difference knowing that you are not alone at work. If you are having other issues in the workplace such as unrealistic expectations, bullying, or harassment, speak to the HR team or a union representative from your organisation.
Find a quiet space
Your workplace might have a designated quiet space within the office or building which employees can use if they are getting overwhelmed or overstimulated. If not, see if you can find a quiet space which makes you feel calmer and use it when needed. It might also be a good idea to communicate with your employer about the need for a designated quiet space for you and other neurodivergent employees to use.
Consider asking for a mentor
Mentoring is a great way to get more insight into the work you are doing and to further your professional development. Mentoring can also give you a designated person to come to with difficulties or obstacles you may be facing in your work. This can be someone other than your manager like someone in a different service or someone on a more senior level. Some workplaces already have mentorship programmes which could greatly benefit neurodivergent staff. The West Yorkshire Health and Care Partnership Mental Health, Learning Disabilities and Autism Programme has developed this training and resources pack Reciprocal mentoring for neurodivergent colleagues across West Yorkshire. If there is no mentorship programme in place, you can still talk to your line manager or the HR team about appointing a mentor for you.
A source of anxiety for many neurodivergent people in the workplace, particularly for autistic employees, is navigating the social norms of the workspace. This can be unwritten rules such as washing up after using utensils, contributing to the supply of tea bags or offering to make others a drink if you are making one for yourself. These norms often extend to social expectations outside of the workplace such as joining after work-drinks.
There are also social norms that are often related to progression in the workplace such as an expectation to network with colleagues or other organisations to develop in your career. It can be helpful to discuss these social norms with a mentor or your line manager to alleviate anxiety in the office.
This comprehensive job application guide can help you apply for jobs in mental health trusts using TRAC and NHS Jobs. It has been created by the recruitment and inclusion project at the Partnership’s Mental Health, Learning Disability and Autism Programme in collaboration with Touchstone.
Access to Work is a government funded employment support programme which aims to support more disabled people to start or stay in work. If you have a disability or impairment, Access to Work can provide practical and financial support. The size of the grant would depend on your individual circumstances. An Access to Work grant can pay for practical support to help you:
You can find the official Access to Work website here: Access to Work: factsheet for customers
Access to Work can support you in several ways, such as:
You can find information on different kinds of support you can receive here: Access to Work: get support if you have a disability or health condition.
You can apply for Access to Work if you:
You must also meet one or more of these criteria:
How to request Access to Work
Speak to an HR or occupational health representative if you’re unsure of how your employer can support you in your Access to Work application. You can apply for an access to work grant at any time in your role, not just when you are recruited as your circumstances both in work and related to your health may change throughout your role. You can apply for an Access to Work grant here.
This directory of relevant support organisations is a non-exhaustive list of organisations that support individuals in different aspects of life including employment. Some are specialised in supporting neurodivergent people. This list includes both organisations located in West Yorkshire and organisations that operate on a national level. Please be advised that this list will not be updated, so services may have stopped running since the creation of this directory.
Through our work on inclusive recruitment and feedback from different forums, we heard from our neurodivergent colleagues about the challenges they face in their daily work life. These videos on our Supporting neurodivergent people at work page show how important adjustments are and how managers can support staff to be the best that they can be.
