Small changes to procedures, working methods, or even an extra piece of equipment can frequently make a world of difference for a disabled person who is having trouble with some area of their function or work. Making these modifications not only enables the person to be as effective and productive as possible, but it also supports the promotion of an inclusive workplace with all the numerous advantages that can result from doing so. It’s also a legal requirement.
The challenge for you as an employer is figuring out what changes would be advantageous for that specific individual in that specific function. Of course, the employee will have some insight into this, but even they may not be aware of the modifications that are possible or, if they are new to the role, the modifications that would be helpful.
So how can you, the employer, be sure that you’re satisfying both your legal obligations (adjustments are a legal requirement under the Equality Act 2010) and the needs of your employee without having specialist understanding of that disability? You probably can’t, is the truthful response. This is where a Workplace Needs Assessment conducted by a qualified specialist might be useful.
Did you know? All employers must make reasonable adjustments available under the Equality Act 2010 to ensure disabled employees are not significantly disadvantaged.
What Happens During a Workplace Needs Assessment?
Our Workplace Needs Assessments are conducted by a trained professional – an assessor. They will meet with the employee and, if necessary, their manager to gain a thorough understanding of the employee’s background, disability, role and responsibilities, as well as the equipment they use, their environment, and their working practises. The assessor will then use this information to create a report that includes recommendations for reasonable adjustments and an explanation of how those adjustments may benefit the employee.
Our support doesn’t just end there. We’re able to support you through the whole process by providing:
- The recommended adjustments, including assistive technology, training and coaching, and line manager training
- Advice and guidance through the adjustment process
- Create and implement neuro-inclusive policies and best practices.
- Technical support.
Access to Work
Our reports are also accepted by the Access To Work program for funding consideration (please note, funding it subject to approval with DWP).
Find Out More
If you’d like some help supporting a disabled employee, or would like more information on our Workplace Needs Assessment service, please get in touch with us via hello@neurobox.co.uk
About the author
Mark 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.
Connect with Mark on LinkedIn.
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