How to comply with neurodiversity legal obligations
Download the handbook now and get an immediate understanding of your obligations as an HR professional towards your neurodiverse workforce. The handbook covers:
- The costs of not actively supporting neuro-inclusion
- HR responsibilities for neuro-inclusion
- How to stay legally compliant with regards to the Equality Act 2010
- How to promote an inclusive culture as a HR professional
- How evidence-based cognition insights can help your organisation and each individual employee
The cost of not actively supporting neuro-inclusion
Failure to provide a safe, inclusive workplace for different thinkers has far reaching consequences, for employees and for organisations.
- Employee wellbeing
- Employee and team performance
- Legal risks
HR responsibilities for neuro-inclusion
As an HR professional, you are in a unique position to set the bar for neuro-inclusion. You can create a neurodiversity policy within your ED&I strategy that not only accommodates, but celebrates neurological differences.
In doing so, you will not only promote an inclusive workplace culture, but protect the legal rights of employees with neurological differences and ensure your organisation’s compliance with legislation.
Evidence-based cognition insights
Current processes for obtaining reasonable adjustments rely on employees either having a formal diagnosis or a good depth of understanding about their own cognition to self-report their neurological differences. But there’s a large portion of the workforce that may have hidden needs.
How Cognassist can help
Cognassist provides a neurodiversity solution designed to enable organisations to proactively support and empower all minds, through:
- Neurodiversity training and a dedicated neuro-inclusion platform
- HR neuro-inclusion frameworks
- Cognitive mapping