Occupational Neurodiversity Screening

Before you continue, we thought you might like to download our five positive psychology tools for free. These detailed, science-based exercises will help your clients realize their unique potential and create a life that feels energizing and authentic. Fairness and inclusion in the workplace also provide a sense of psychological safety for all employees, which helps them thrive at work. Neurodiversity diagnostic assessments can help to provide a foundation for workplace accommodations.
It is designed to screen candidates’ qualifications, experience and professional references against the requirements of the position. If workers who are struggling at work because they think and function differently, then screening for neurodivergence can give both the employer and the workers the answers they need to be able to move forward. Detailed Analysis of Attention, Sensory and Social Factors We assess how concentration, communication style, information processing, and sensory sensitivities influence work performance and comfort. She has published numerous academic and practitioner articles, including book chapters on a range of topics related to her expertise. Dr Moeller is the recipient of the 2023  Endeavour Foundation  Disability Research Fund grant examining the barriers and enablers of autistic job seekers accessing Disability Employment Services in Southeast Queensland. Dr Miriam Moeller is a Senior Lecturer in International Business at The University of Queensland (UQ) Business School.

Offering support for employees with additional needs is not only an obligation under the Equality Act (2010), but also crucial for ensuring that an organisation’s workforce thrives. Neurodiverse individuals are often excellent problem solvers, due to their ability to think in non-typical ways and identify solutions that other employees may not find. As the conversation around neurodiversity evolves, we can expect to see more research and best practices emerging. Companies that stay ahead of these trends will not only benefit from a more diverse and innovative workforce but also contribute to a more inclusive society as a whole. By recognizing and supporting neurodiversity in your organization, you can unlock a wealth of talent that’s too often overlooked or underutilized.
Make sure managers understand what to do when they're handing over a worker to a new manager. A lot of these steps involve sharing information and talking about neurodiversity. Managers should not share anything they've agreed with a worker to keep confidential.

Employers are often reluctant to adjust the work without having proof that the worker genuinely requires them and some specific instruction about what is required. Technically they do not have to until the worker can demonstrate that they have a disability as defined by the DDA. A request from a worker for reasonable adjustments to their work under the Disability Discrimination Act 1992 (the DDA) can be a source of concern and confusion for employers, especially when the worker’s disability is hidden. Asking kind and curious questions can go a long way towards creating psychological safety for people to express their needs and experiences regarding neurodiversity.
The underemployment of the neurodiverse population presents a significant opportunity for organizations to recruit and hire talent to leverage their strengths and impact business outcomes. 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. 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.
It’s not just about “leveling the playing field”—it’s  about recognising and valuing different ways of thinking. If employers do not understanding how to manage neurodiverse employees in the workplace, then there is risk that their conduct could result in direct or indirect discrimination under the DDA. For example, direct discrimination would involve treating a neurodivergent employee less favourably due to their neurodiversity.

Many employees, both neurodivergent workers and others, find that strong encouragement can be helpful to enhance their work performance and productivity and boost their confidence. Many neurodivergent people also have difficulty reading subtle cues or nuances that indicate positive feedback; explicit feedback helps in this regard. Commonly, neurodiversity hiring programs have their neurodivergent employees go through the same evaluations for work performance on the job as other employees do. However, these programs also ensure that their managers work within parameters that meet or address their neurodivergent employees’ needs.
This research reinforces the article’s practical warning about behavioural issues and interactions. (Mondaq) Many conflicts labelled “behavioural” are often preventable misunderstandings caused by unclear expectations, inconsistent feedback, and environments that overload people. For example, autistic withdrawal, meltdowns, and ADHD over-explaining and oversharing may be self-regulation strategies that aim to make an unsafe environment safer. These behaviors are likely to lessen or disappear in neuroinclusive environments. Autism exists on a spectrum from what is often termed high-functioning autism (previously termed Asperger’s syndrome) to more marked differences in communication, sensory processing, and attention and learning skills (Aherne,  2023).

Your employer should cover the costs of implementing our recommendations, but may be offered financial support through the Access to Work Scheme. We harness the strength of neurodiverse thinking; the lived experience of our team remains at the core of everything we do. Lexxic’s new free Neurodiversity Smart Employer Guide sets out our psychologists’ top practical recommendations for making your organisation neuro-inclusive, based on Lexxic’s Neurodiversity Smart model. Designed for individuals to work with their coach to develop strategies and solutions to overcome any workplace challenges they may have. Whether you’re an HR lead, a line manager, or a neurodivergent Neurodiversity Assessment employee seeking support, this workplace assessment is a powerful way to start meaningful informed change. This workplace assessment bridges the gap between employee experience and organisational action.
When this is provided by employers to groups of workers, data collected can be collated and de identified, then analyzed to provide the employer with an overview of the neurodiversity of their workforce and any commonly identified workplace adjustments. The program should support businesses in devising tailored strategies for supporting neurodivergent employees and creating an inclusive and supportive workplace culture. Supporting neurodiversity and mental health in the workplace is essential for creating a healthy, inclusive environment.