Neuro-inclusive Workplaces Self-Assessment Tool

For example, neuro-inclusive goals are included in the company's strategic plan and are reported on.

For example, anti-discrimination, accommodations, Disability Access and Inclusion Plan.

For example, the workplace celebrates significant days like Autism Acceptance Day, Mental Health Awareness Week, and neurodivergent achievements.

For example, company communications embrace diversity in thinking and working.

For example, teams use various communication styles, such as written summaries and visual aids.

For example, bias training is offered, and HR regularly audits processes to ensure inclusivity.

For example, employees, including seniors openly talk about neurodiversity.

For example, employees can disclose their neurodivergence privately via confidential HR channels.

For example, elevators, ramps, and accessible bathroom facilities for all employees.

For example, providing private areas or noise-controlled spaces for focused work. Reasonable accommodations such as flexible work hours and quiet spaces.

For example, clear signage, simple instructions, and user-friendly digital tools are used.

For example, visual aids or written instructions are used alongside spoken communication.

For example, offering task flexibility and structured learning to reduce the risk of mistakes.

For example, providing ergonomic equipment such as adjustable desks and chairs.

For example, wide hallways, accessible meeting rooms, and adjustable workstations.

For example, quiet rooms for decompression alongside communal workspaces.

For example, an easy-to-access and confidential method for requesting accommodations is available, with regular follow-ups to ensure employee needs are met.

For example, one-page profiles and regular check-ins are used to support employees.

For example, leadership programs are available to all employees, to support career advancement.

For example, at events, staff can use a coloured dot system to share their engagement preferences.

For example, team activities support sensory, and communication needs to support participation.

For example, leadership create a neurodivergent employee committee to hear different perspectives.

For example, the company website, social media, and internal communications.

For example, a neuro-inclusion action plan is co-developed with external neurodiversity consultants.

For example, workshops teach employees how to interact effectively with colleagues who have sensory sensitivities or varied communication needs.