Neurodiversity Policy - July 2026

2. Scope

This policy covers all employees and casual workers including centrally employed teachers but excludes staff on the complement of locally managed schools for whom a separate policy applies. In the absence of a policy agreed locally by individual schools the principles of this policy should be followed.

3. Defining Neurodiversity

Neurodiversity is an umbrella term used to refer to the different ways in which an individual's brain processes and learns information. We are a neurodiverse organisation as we have both neurotypical and neurodivergent individuals working here.

Neurodivergent conditions include the following:

• Attention deficit hyperactivity disorder (ADHD), which can cause difficulties in concentrating, focusing, hyperactivity and impulsiveness.

• Autism / Aspergers (referred to collectively as autistic spectrum condition (ASC) or autistic spectrum disorder (ASD)), which affects how people communicate and interact with the world.

• Dyscalculia, which affects the ability to process numbers and results in challenges with arithmetic and telling the time.

• Dysgraphia, which affects written expression and presents as difficulties with spelling and grammar, poor handwriting and trouble putting thoughts on paper.

• Dyslexia, which causes challenges with reading, writing and spelling.

• Dyspraxia (also known as developmental coordination disorder (DCD)), which affects physical coordination.

• Tourette's syndrome, which is characterised by physical behaviours such as tics.

This list is by no means exhaustive.

Many forms of neurodivergence are an innate part of how the brain develops and functions. While these differences may go unrecognised or undiagnosed in childhood, that doesn't mean they weren't there; they may have been present from childhood.

Acquired neurological conditions, such as traumatic brain injuries, strokes, and Alzheimer's disease, can also lead to neurodivergence.

We appreciate that neurodivergent conditions affect people in different ways, and some individuals may be diagnosed with one or more neurodivergent conditions with overlapping symptoms.

4. Our Commitment to You

We recognise that neurodivergent individuals can bring strengths to the workplace in many areas such as attention to detail, thinking outside the box, visual imaging, pattern recognition and analytical skills.

We believe that efforts to create and maintain a neuro-inclusive organisation will help foster creativity, different viewpoints, richer ideas and innovation, which will help drive improved organisational performance.

However, we understand that neurodivergent individuals can experience a number of barriers in the workplace.

We are committed to making changes to address these barriers. For example:

• ensuring that we build awareness and understanding around neurodiversity;

• creating inclusive recruitment practices and selection processes;

• encouraging individuals with neurodivergent conditions to share their lived experience if they feel comfortable doing so;

• signposting support for neurodivergent individuals and colleagues to build learning and understanding around neurodiversity;

• providing training for line managers to ensure that they can support neurodivergent individuals; and

• providing neurodiversity awareness sessions for the workforce to help staff empathise with and support their neurodivergent colleagues better.

5. Requesting Support

We recognise that you may not be comfortable identifying yourself as neurodivergent.

However, we do not want this to be a challenge for you. If you are finding any aspect of work difficult or challenging because of your neurodivergent condition, you are encouraged to speak to your line manager. You do not need to have a formal diagnosis to ask for help. If for any reason you are unable to approach your line manager, you can speak to a HR Business Partner in the first instance.

We urge you to be as open as possible about any barriers that you are experiencing or adjustments that you need to ensure that you are provided with the right level of support. Your line manager may need to discuss your requirements with you and our occupational health service to help us get the right support in place.

Any health-related information disclosed by you during discussions with your line manager or the Human Resources (HR) and Occupational Health (OH) teams will be treated sensitively and in confidence.

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.

7. Neurodiversity and the Equality Act 2010

The Equality Act 2010 prohibits discrimination because of certain protected characteristics, one of which is disability.

A person is disabled under the Act if they have a physical or mental impairment that has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities.

We recognise that many neurodivergent individuals will not identify as having a disability. However, some neurodivergent conditions could meet the definition of disability under the Act.

Where the definition is met, we have a statutory duty to make reasonable adjustments for you and you are protected from discrimination at work.

We do not tolerate any discrimination against individuals who are neurodivergent and will deal with any such conduct in accordance with our disciplinary procedure.

8. Occupational Health (OH)

In some cases, we may refer you to OH, for advice to discuss with you what may assist you in the workplace to do your role and signpost you to external sources for further help and advice.

9. Wellbeing Support Service

Help and support is also available through our wellbeing support service. You can ask your line manager for a referral to speak to an independent adviser on a confidential basis about any issue that is troubling you.

10. Learning and Development

Resources are available to all employees to support the development of knowledge and understanding of neurodiversity, promoting awareness and inclusive practice. Information about relevant learning events, together with the following e learning modules, can be accessed via Thinqi:

• Understanding Autism (Level 1).

• Understanding Effective Communication and Autism (Level 1).

• Understanding Assessment and Autism (Level 2).

• Understanding ADHD.

• Autism Awareness (Advanced).

• Understanding Tourette Syndrome.

11. External Sources of Help

There are various organisations that provide help and support on neurodiversity, including:

• ADHD UK  is by people with ADHD for people with ADHD;

• British Dyslexia Association which is a membership organisation working to achieve a dyslexic-friendly society for all; and

• National Autistic Society which provides useful resources about autism and help and support for autistic people and their families.

12. Data Protection

We will process any personal data collected in accordance with our data protection policy / policy on processing special categories of personal data. Data collected from the point at which we become aware of the circumstances is held securely and accessed by, and disclosed to, individuals only for the purposes of providing the necessary support.

13. Ensuring Equality and Diversity

Everyone must adopt a positive, open and fair approach and ensure the Authority’s Equality and Diversity Policy is adhered to and applied consistently to all irrespective of race, colour, nationality, ethnic or national origins, language, disability, religion and belief or non-belief, age, sex, gender reassignment, gender identity or expression, sexual orientation, maternity, parental, marital or civil partnership status.

If you have any equality and diversity concerns in relation to the application of this policy and procedure, please contact a member of the People Management Team who will, if necessary, ensure the policy/procedure is reviewed accordingly.

If you require this publication in an alternative format, please contact People Services by emailing CHR@carmarthenshire.gov.uk