Keeping up to date
We take seriously our responsibility to keep you up to date so that you can use changes in employment law to commercial advantage. By understanding and interpreting the latest case law and legislation we can deliver updates to you that are concise and usable. With imagination, we are able to ensure that developing law can be used to allow you to achieve commercial solutions, cost effectively and expediently.
Identifying neurodiversity
What exactly do we mean when we say neurodiversity? What conditions does it include? What are possible indicators?
If you have a colleague who explains they’re neurodivergent (or you suspect may be undiagnosed) you’ll need to know more.
With neurodiversity comes terminology unfamiliar to some. Here are the key terms you may hear and what they mean:
- Neurodiverse – the concept that humans’ brains work in many different ways and there’s no singular ‘right’ way of thinking, learning, processing information or behaving.
- Neurodivergent – people who have differences in their neurological development and functioning.
- Neurotypical – someone who fits the societal ‘norm’ and has typical neurological development and functioning.
Neurodiverse conditions can include autism, ADHD, ADD, dyslexia, dyscalculia, dyspraxia (difficulty with reading, maths, and coordinated movements respectively) and many more.
Each condition is different and has different symptoms. Many people remain undiagnosed – it’s estimated that 700,000 people in the UK are autistic but undiagnosed. Knowing the signs of possible neurodivergence is important – watch out for (but not limited to):
- Physical – sensory differences, repetitive behaviours, pacing, physical tics.
- Emotional or behavioural – low attention span, intense curiosity, difficulty communicating, sensory sensitivities.
- At work – rapid speech, impulsive actions, hyper-focus, easily distracted, difficulty dealing with change.