Workplace awareness

Chris is improving understanding in the workplace

by Union Representative Chris Wallace

Recently, I proposed introducing a neurodiversity policy within our workplace to help employees feel more confident about discussing their needs and requesting support without fear of stigma or misunderstanding.

The proposal was positively received, and it quickly became clear that there was a real appetite to better understand what reasonable adjustments can look like in practice. Having been involved in developing the policy, I was invited to help deliver training to our management team. During these sessions, I explained how reasonable adjustments can vary a lot depending on the individual and highlighted that
there is never a one-size-fits-all approach.

I think this reflects the experience of many workplaces, where managers may not yet have had much exposure to neurodiversity awareness or training.

Misconceptions can still exist, such as the idea that ‘everyone is a bit dyslexic’ or ‘a bit ADHD,’ which can unintentionally minimise the very real challenges neurodivergent people may face. Often, these conditions are not immediately visible to others, and without awareness it can be difficult to appreciate the impact they can have in the workplace.

From my perspective as a union representative, this is an important workplace issue and one that benefits from open conversations, better awareness and continued learning at all levels. Neurodivergent employees are often highly capable people who may have spent years navigating barriers in education and employment. The right reasonable adjustments can be the green light we need to move forward and unlock our potential.