How to comply with neurodiversity legal obligations
Download the handbook now to get our best advice on ensuring you’re meeting your legal obligations in supporting your workers. The handbook covers:
- A manager’s legal obligation towards neurological differences
- How to stay legally compliant with regards to the Equality Act 2010
- Reasonable workplace adjustments: What they are and how to implement them
- How evidence-based cognition insights can help your organisation and each individual employee
A manager’s legal obligation towards neurological differences
As a manager, you have several legal responsibilities towards neuro-inclusion to ensure your organisation’s compliance with legislation. Employees with suspected or diagnosed neurological differences are protected by certain rights and it’s your responsibility to make sure these obligations are met.
How to stay legally compliant with regards to the Equality Act 2010
Employees are protected whether they consider themselves disabled or not. Unlike some protected characteristics, neurodiversity is hidden and may not be immediately visible through observation or conversation.
It is paramount that managers take proactive steps to improve their people management practices, to ensure they are being as inclusive as possible.
Reasonable workplace adjustments: What they are and how to implement them
A significant aspect of complying with the Equality Act 2010 is the provision of reasonable adjustments.
Employers have an anticipatory duty to provide reasonable adjustments, which means they must plan in advance to meet the needs of their employees (Mind, 2018)
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