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Occupational Health’s Role in Supporting Neurodivergent Employees

Neurodiversity and Occupational Health

Over the past 5 years there has been a significant increase in referrals to Occupational Health (OH) from employers with neurodivergent employees.

The main reason for this is the increased awareness of neurodivergent conditions and an increase in diagnosis. It is also more socially acceptable to disclose a person’s neurodivergent condition and more companies have diversity and inclusion policies in place.

We are also seeing post pandemic boom in neurodivergent referrals as many readjust to their working environments. Some NHS waiting lists are to 8 years long and even private referrals are to  2 years. Autism along have increased 787% in the past two decades and prescriptions for ADHD has jumped 800% (1).

The main role of Occupational Health is to provide an independent and impartial service to employers and employees on;

  • The health of people at work
  • The health risks of the workplace
  • Fitness for work
  • Required adjustments for people at work

There are three main ways that OH provide this service.

At the prevention intervention level, OH can have an important role in the identification of potential workplace risks and hazards, and in monitoring occurrences of ill-health and injuries.

In terms of support interventions, OH can run interventions, carry out health screenings, and support the adjustment process for individuals and managers.

With restoration interventions, OH can develop and administer pathways and the delivery of the treatment and rehabilitation of workers struggling with their mental health and wellbeing (2).

However, being neurodivergent is not a health condition or an illness and it is not something that can be cured or treated to make it better. This has challenged OH in their thinking and practice. Many have refused to accept referrals as it is not a health condition and some that have accepted the referral have been found short in knowing how to manage the employee.

Many OH professionals have been criticised for not being able to manage these cases and in some situations employers have changed their OH providers to those who are willing to help.

As an Occupational Health Adviser myself, I found myself in this position a few years ago when I was working for a global energy company.

My team were expected to suddenly accept referrals regarding neurodivergent employees and have all the answers for managers which like-wise had no clue how to manage them.

After one further case where a poor employee was passed around like a ‘hot potato’ we decided to meet with HR and several managers to discuss a way forward as clearly what we were experiencing was a lose-lose situation.

We decided to contact a specialised Neurodiversity Company to ask for support and to have a plan were we could provide support.

Initially, we arranged for the OH team to have awareness training, then we provided training to a group of managers on one of our Power stations as well as a workplace needs assessment for the employee. Follow up coaching was also provided to the employee and a successful support plan was in place.

It is now six years later and I now work for that specialised Neurodiversity Company, (Creased Puddle) leading on providing Workplace Needs Assessments.

I firmly believe that OH have the knowledge and skills to play a significant and valuable role in the workplace to be able to support neurodivergent employees.

The aim is not to make them specialists in dealing with all conditions but to use their skills to identify and manage employees who require additional support in their assessment and adjustments. OH have a key role in acting as ‘gate keepers’ and referring employees as appropriate for specialist support when required.

We have now developed the first neurodiversity training specifically for OH professionals, providing a practical and participative training. This supports them in becoming both confident and competent to support neurodivergent employees in their workplaces.

Neurodiversity Occupational Health Training

Neurodiversity and Occupational Health

A recent Occupational Health course

We have designed this one-day learning event that will support Occupational Health professionals to:

  • Become more aware of the challenges and strengths of neurodivergent employees in the workplace.
  • Clarify the role of occupational health in supporting employees.
  • Improve the working relationship occupational health have with HR and line managers.
  • Provide practical advice in providing reasonable adjustments.

Using a blended medical and social model we educate individuals and organisations to understand this by ensuring the neurodivergent community is at the heart of our offering. We share up to date information, provide opportunities to discuss current challenges and issues, as well as co-create solutions to help you in your role.

The feedback we have received has been excellent and we are building a community to support OH going forward.

This is what I call a win-win scenario where the employee, employer and organisation get’s the right support at the right time to thrive going forwards.

Robert Manson our Neurodiversity Occupational Health Consultant

Robert Manson MSc, NEBOSH (Dip), Neurodiversity Occupational Health Consultant

If you  would like to find out more about how Creased Puddle can help you and your organisation, send us a message below.

References

  1. ICAEW (20230 Insights. 22 Mar.
  2. SOM (2023) The value of Occupational Health and Human Resources in supporting mental health and wellbeing in the workplace.