Neurodiversity Policy - July 2026

6. Tailored Workplace Adjustments

Your line manager will work with you to ensure that they understand what reasonable adjustments you would find most helpful and do what they can to provide you with the right level of support.

We understand that what may be challenging in the workplace for one individual with a specific neurodivergent condition may not be challenging for another individual with the same neurodivergent condition. Similarly, adjustments that work for one person may not work for another.

Examples of reasonable workplace adjustments that might help some neurodivergent individuals reach their full potential at work include:

• a permanent desk;

• a structured working environment with set routine for breaks, lunch, monthly reviews and weekly check-ins;

• the provision of quiet working areas;

• the adoption of assistive technology, such as screen readers or speech recognition software;

• the adjustment of sound and lighting levels in the workplace;

• having work communicated and delegated by your line manager in a certain way;

• the option to work flexibly; and

• regular wellbeing checks.

We will never make assumptions on what we think would be a reasonable adjustment based on the typical characteristics associated with a neurodivergent condition. We recognise that each person is unique and will always consider your specific needs.

We provide Reasonable Adjustments guidance that you and your line manager can use to discuss and record any adjustments that have been agreed.

Where workplace adjustments have been agreed, you line manager will continually review these with you to ensure that they meet your needs.