Evaluating and supporting Neurodifferences Occupational Medicine

Our Psychologists will deliver a series of ability assessments, looking at verbal, visual and spatial skills. After the testing, we’ll talk about how the results fit into your education and career outcomes, to inspire you and give you the confidence you need to achieve your goals. At Genius Within, we firmly believe in balancing the ‘glass half empty’ approach to neurodiversity. All neurominorities have strengths and skills as a result of the spiky cognitive profile that comes hand in hand with neurodivergence . Workplace needs assessment can occur face-to-face, by video or by phone, depending on the preferences and circumstances of the individual concerned. The recommendations can be made available to HR, the employee, and their line manager.
Contact us today to take the first step towards a more inclusive, confident, and productive workplace. If you are unsure whether this assessment is right for your situation, speak to one of our friendly team members for a free consultation — we’re here to help you decide. Learn how you can create real change in your organisation with UQ’s MBA program. Austin’s search has shown the importance of staying rooted in the language of business performance and the bottom line. “Individual companies have differences in their support systems, but almost all of them have external and internal support,” Austin says.

It’s always good to check if you are uncertain about which type of language to use with a neurodivergent colleague or candidate. Neurodiversity can seem a complex topic at first, given it’s often hidden and there’s a lack of awareness and understanding in wider society of the topic. Yet, as this guide and accompanying survey report make clear, embracing it offers real business value.
During this time, she has worked with individuals from all walks of life and a wide variety of organisations from SMEs through to international corporations. A workplace needs assessment is focused on one employee, and how their workplace can adjust to accommodate their neurodiversity. Through us, employees can also pursue a diagnosis with our trusted partners, and seek training  and mentoring, but a workplace needs assessment can be pursued independently of these services.

Cultural transformation becomes evident through positive changes in communication patterns, team dynamics, and inclusivity. These immediate performance indicators provide valuable insights into the training’s initial impact. At Diversity Australia, we offer these components through both online and face-to-face training options, ensuring organisations can choose the delivery method that best suits their needs. Case studies demonstrate successful implementation of inclusive practices across various industries. This evaluation examines how well teams currently function in terms of inclusion and collaboration. A thorough evaluation is important because unsuitable environments can significantly impact performance and well-being.
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.
And there are many situations where it’s appropriate for managers to support the wellbeing of their staff using workplace assessments. If you’re looking to support dyslexic employees with a workplace needs assessment, you may want to ensure assessors are level 4 accredited as part of the BDA’s Workplace Assessor Programme. BDA assessments are remote and employees will need to be in a role for at least 6 weeks before the assessment. The British Dyslexia Association can carry out a workplace needs assessment  for £375 (+ VAT).

Common employee selection methods may significantly disadvantage neurodivergent candidates. For example, reading-based assessments that require rapid verbal processing speed may disadvantage candidates with dyslexia. Selection methods involving a social component—such as interviews or assessment centres—may disadvantage autism-spectrum candidates. Employers should also consider that hiring algorithms may be biased against neurodivergent individuals if they have been trained on data from neurotypical candidates (Mahto et al., 2022).
Please speak with our admin team to arrange buy-now-pay-later payments for your invoices. We encourage our clients to be mindful of using buy-now-pay-later and to refer to the Moneysmart website before using such services. Choosing a bundle can save money and ensure you receive all the information you need in one coordinated and streamlined process. You can view estimated costs for each bundle using our Cost Calculator on the Fees & Rebates page. Deloitte refers to one or more of Deloitte Touche Tohmatsu Limited, a UK private company limited by guarantee ("DTTL"), its network of member firms, and their related entities. DTTL and each of its member firms are legally separate and independent entities.

Professor James Brown, Chair and co-founder of ADHDadultUK, takes part in an IOSH trailblazer podcast. He discusses the adjustments that businesses should consider to include workers who have ADHD. Many of the considerations for business are similar to those outlined in Neurodiversity Assessment IOSH’s collection of material on mental health and wellbeing.
We share how small adjustments to communication practices and the environment will enhance a sense of psychological safety and inclusion for all workers. Finally, we review books on neurodiversity in the workplace that will help you further design a neuroinclusive work environment. By fostering an inclusive environment that values neurodivergent talent, organisations are more likely to retain skilled employees who feel understood and supported.