Neurodiversity and workplace risk assessments

Neurodiversity describes the differences in how people’s brains process information. These include information gathered through their senses such as sights, sounds and physical sensations.

Some workplace factors could present a greater risk to neurodivergent workers compared to their neurotypical colleagues. Examples are:

• excessive noise
• bright lighting
• proximity to people
• unpredictable schedules
• complex instructions
• large amounts of text to read.

If the employer does not make any adjustments, consequences could include physical discomfort and pain, increased stress and reduced ability to focus. These are problems in themselves and could lead to mistakes and misjudgements which could have an impact on comfort, productivity and safety.

Employers should recognise the potential risks to neurodivergent workers and undertake a risk assessment to ensure that all employees can work safely.

Neurodivergent experiences

Neurodivergent people have different experiences, even when they have the same diagnosis – and when they do not have a diagnosis at all.

Many of the barriers neurodivergent people experience are related to executive function – the mental processes needed to carry out key skills. Challenges and differences in executive function can affect many aspects of work. Examples include:

• planning, organisation and prioritisation
• starting and finishing tasks
• time management
• focus
• adapting to change
• short-term working memory
• impulse control
• receiving and interpreting instructions. ^{(Ref 2)}

There may be potential for risk to result from challenges in executive function and other aspects of neurodiversity. But effective identification, evaluation and control of these risks can help neurodivergent workers to thrive.

The law

In many countries, employers have a legal duty of care to ensure, as far as reasonably practicable, their employees’ health, safety and welfare. Undertaking risk assessments and providing suitable information, instruction, training and supervision are also common legal requirements. In the UK and some other countries, being neurodivergent can often amount to a disability. This means disabled employees have specific rights and protections, including the right to reasonable adjustments. However, even if they do not identify as disabled, the employer’s legal duty of care still applies.

The business benefit

Research ^{(Ref 2)} shows that many adjustments cost nothing to implement. Crucially, it also demonstrates that their implementation frequently leads to increased productivity and reduced absence. OSH professionals can control risk, protect workers and drive business improvements.

References

1.   What is neurodiversity?

2.   Costs and benefits of accommodation