How To Utilise a Workplace Needs Assessment and Implement Adjustments Effectively: Webinar Overview
Sit down with Mark Woodward and Dr Deborah Leveroy as they have an in-depth discussion, exploring how organisations can better support their neurodivergent employees through holistic workplace needs assessments.
In the webinar they use the fictional case study of employee ‘Sophie’ to illustrate the various barriers and benefits these assessments offer.
Join them as they compare various adjustment pathways, discuss how to implement assessments and the types of benefits you can expect.
Watch Our Webinar: How to Utilise a Workplace Needs Assessment and Implement Adjustments Effectively
How To Utilise a Workplace Needs Assessment and Implement Adjustments Effectively: Key Takeaways and Insights
1. Workplace Needs Assessments remain essential
Despite new tools, systems, and growing pressure on organisational budgets, the need for workplace assessments remains. This is especially relevant for complex cases, when further attention and understanding is required.
2. The Value Lies in the Holistic, Person-Centred Approach
- Looks beyond labels – helping to understand an employees strengths and challenges within a job-focused context.
- Explores the whole environment – It’s explores the persons tools, tasks, the workplace culture and working conditions.
- Offers job-specific, achievable recommendations – with detailed justification.
- Provides employees with a voice.
3. The Benefits for Employees
The Workplace Needs Assessment comes with a variety of benefits for employees, ranging from increased confidence and reduced anxiety, increased productivity, to an improved sense of belonging and psychological safety.
4. The Benefits for Employers
The assessment doesn’t only benefit the employees – It also brings benefits for the employer, such as improved moral and productivity in the workforce. It can also demonstrate the organisations real commitment to inclusion, as well ensure they meet legal obligations under the Equality Act.
5. The Challenge of Implementation
The holistic workplace needs assessment comes with common barriers, relying on a strong system to make a true difference.
Common barriers may include: unclear budgets, cultural stigma, lack of action, complex/confusing pathways, and manager confidence gaps.
In order to counter these issues organisations should aim to:
- Boost managerial confidence
- Create clear budgets and referral routes
- Encourage employee involvement during the process
- Promote inclusion in order to normalise adjustments
Meet the Speakers
Mark Woodward, Head of Workplace Adjustments has worked in the field of neurodiversity for more than 12 years and has a wealth of knowledge and expertise in supporting not just people but also teams, managers, and organisations, from creating comprehensive programmes to individual training and coaching.
Prior experience in senior management and operational roles has given Mark an important understanding and awareness of both the needs of the organisation, managers, and of the individual employee.
Dr Deborah Leveroy, Head of Research & Consultancy works strategically with corporate clients to enable neuroinclusion in the workplace through our consultancy and audit services. Deborah also works with academic research partners on impact-driven research projects, developing NB’s research and innovation agenda.
She has a Ph.D. in dyslexia, performance training, and inclusion from the University of Kent. Her practice-based research has been published in several peer-reviewed journals, books, and toolkits (including Routledge, and the British Dyslexia Association).
Deborah is also an Honorary Research Fellow in the Centre for Healthcare and Communities at Coventry University.
