Celebrating different minds – neurodiversity in the workplace

As at least one in five people in the UK are thought to be neurodivergent, we know that this is an issue for significant numbers of Usdaw members and many of them are struggling at work due to a lack of understanding and support. Neurodiversity is an umbrella term that refers to the natural differences in the human brain and how it works. It acknowledges that these differences are not faults to be ‘cured’ but alternative ways of processing information, thinking and interacting with the world. That should be respected and celebrated.

Usdaw reps are rising to the challenge of organising the workplace so that it works for members and raises awareness of neurodiversity. Stereotypes, negative assumptions and stigma combine to prevent workers from talking about their neurodivergence. Members often fear they will be labelled and that others will see them as less capable or committed than before. While no one has to tell their employer or their union rep about their neurodivergence, talking about it is the first step to getting the support and adjustments a member needs at work.

A lack of awareness and understanding of neurodiversity is one of the most significant barriers that workers come up against. This results in neurodivergent members, and the parents and carers of neurodivergent children and adults, being excluded and treated less favourably at work.

Usdaw uses the social model of disability, which is a way of viewing the world developed by disabled people. Neurodiverse workers may not necessarily think of themselves as disabled, but they can face additional barriers that can get in the way of their full and equal participation. In this way, it can be helpful to think about neurodiversity as a disability because of the failure of society and the world of work to adapt to their needs. It is this failure which disables people.

Growing awareness of neurodiversity is obviously a good thing, and trade unions are playing a vital role in helping to promote conversations about this and other health conditions. This is the first step to creating workplaces where everyone feels accepted and supported. There is much to be done to achieve this end. Access to reasonable adjustments for people with neurodivergent conditions is often difficult, highly variable and with the onus being on the worker to identify and advocate for the adjustments that they need.

Barriers also include vague job descriptions, ambiguous interview questions and too much emphasis on social skills rather than job skills. Studies show around one-third of autistic employees feel unable to discuss their adjustment needs at all, and of those who did request adjustments, over a quarter were refused and more than one in ten found the adjustment was poorly implemented. 

Labour’s commitment to supporting more people with neurodivergent conditions into decent work is therefore hugely important. Their plans include employment support programmes and improving awareness of the Access to Work Scheme and the support it can provide. Where people are already in the workplace, the Government will promote better guidance for employers and work with specialist charities to produce practical workplace guides. These are welcome first steps to supporting more neurodivergent workers to have a positive experience of work. 

But unions will continue to be crucial in advocating for the needs of disabled members and in helping them to feel safe to disclose they are neurodivergent. Usdaw will ensure that the voice of members is at the centre of our work on this issue. We will continue to support reps to win for members and to press employers and the Government to deliver a better deal for all disabled workers. If we make the world of work better for neurodivergent workers, we make it better for everyone.

We know that having the support of your union can make a significant difference. Usdaw’s efforts to raise awareness of neurodiversity are not limited to representation in the workplace - as vital as this is, we are also seeking to make a real difference through our political campaigning on the issue.

The Labour Government’s plans to support people who are neurodivergent into work are welcome given the levels of stigma and barriers to employment they face. Members with neurodivergent thinking bring enormous strengths, not just to their employer but to their union as well, and they should be celebrated and valued for this.

I am proud to lead a union that has a broad agenda and that understands that the issues that matter to our members matter to Usdaw. For those neurodivergent members working with one or more conditions, there are often very real challenges in being able to function and thrive at work.

Usdaw will continue to ensure that the voice of members is at the centre of our neurodiversity campaigning. We will continue to support reps to win for members and to press employers and the Government to deliver a better deal for all disabled workers. If we make the world of work better for neurodivergent workers, we make it better for everyone.