GP practices advised to ensure support for neurodiverse staff amid discrimination claims
GP practices need to take robust steps to make sure they are supporting neurodiverse members of staff amid growing numbers of discrimination claims, an HR expert has warned.
Neurodiversity specialist Nikki Masterman, founder and CEO of Inspired HR, said GP practices require a much greater awareness of how to create an ‘accepting and inclusive culture’ at work.
And they need to better understand the duties they have to make reasonable adjustments in the workplace given that neurodivergence can amount to a disability under the Equality Act 2010.
Speaking a conference organised by our sister title Management in Practice, Ms Masterman explained that in the past year employment tribunal claims relating to neurodiversity discrimination have risen by a third. Specifically, claims relating to autism have increased by 40% , she said.
Claims in this area also rose a third the previous year, she added. ‘This rise highlights a growing awareness of neurodiversity in the workplace and the legal implications of inadequate support for neurodivergent employees.’
Ms Masterman further warned that the number of claims will likely increase further under Government plans to introduce unfair dismissal rights for employees from day one of employment. Currently, these kick in only after two years but changes to this are being sought under the Employment Rights Bill.
An additional risk practices need to be aware of, Ms Masterman stressed, is that a member of staff doesn’t need a diagnosis for their neurodivergence to be protected in the workplace by the Equality Act.
‘It is enough for a person to just declare it. In which case support will need to be put in place to protect them and your practice.’
Well-known types of neurodiversity include dyslexia, autism spectrum conditions, dyspraxia, ADHD, Tourette syndrome and dyscalculia.
‘The reality is that neurodiversity doesn’t sit alone,’ Ms Masterman said. ‘Many people will have co-occurrence with another condition. Some people with multiple conditions might not reach the threshold for a diagnoses, however.’
And the biggest challenge for someone who is neurodiverse is executive function so they can struggle with skills like working memory; focus; juggling tasks; planning, control of emotions and more, she further explained.
How can practices support neurodiverse staff?
Ms Masterman listed the following:
- Involving a specialist
- Putting in place health questionnaires for new starters that is regularly reviewed
- Having conversations, for example, around creating a safe space
- Screening with feedback
- Making an occupational health referral to a neurodiversity specialist
- Implementing reasonable adjustments tailored to their needs, and sign-posting to, for example, podcasts, books, coaching, and the Access to Work Government scheme)
- Setting expectations and boundaries (for example, what are their responsibilities?)
- Carrying out regular reviews.
Many workplace adjustments are free to make, Ms Masterman said, and can include allowing regular short breaks; fidgets; offering a quiet space to work (for example away from the photocopier machine); providing a proper induction; setting clear and mini deadlines; coaching and mentoring; screen filters and more.
‘It’s important to have a conversation don’t just google what reasonable adjustments can be made.,’ she said.
A version of this article was first published by Pulse’s sister title Management in Practice
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