1. Policy Statement
We are committed to creating a workplace where neurodivergent people are welcomed, valued, and supported to thrive. We recognise that neurological differences are a natural part of human diversity and that inclusive practices benefit everyone.
This policy sets out our commitment to neurodivergent inclusion, reasonable adjustments, and anti‑discrimination. It applies to all employees, workers, contractors, and job applicants.
2. What We Mean by Neurodivergence
Neurodivergence refers to natural differences in how people think, learn, process information, and interact with the world. This can include (but is not limited to) autism, ADHD, dyslexia, dyspraxia, dyscalculia, Tourette’s syndrome, and other cognitive differences.
Neurodivergence may be formally diagnosed or self‑identified. We recognise both as valid and respect each individual’s right to choose whether, when, and how they disclose.
3. Our Commitments
- We commit to:
- Treating neurodivergent people with dignity, respect, and fairness
- Preventing discrimination, harassment, or disadvantage related to neurodivergence
- Taking a strengths‑based approach that recognises skills, talents, and different ways of working
- Providing reasonable adjustments to reduce barriers at work
- Creating a culture where people feel safe to ask for support
4. Legal Framework
Under the Equality Act 2010, some neurodivergent people may be legally protected as disabled if their neurodivergence has a substantial and long‑term impact on daily activities. This includes the right to reasonable adjustments and protection from discrimination.
We recognise that legal protection is not the only basis for inclusion. Support and adjustments will not be dependent on having a formal diagnosis.
5. Reasonable Adjustments
Reasonable adjustments are changes that reduce barriers and enable people to do their best work. Adjustments will be considered on an individual basis and reviewed regularly.
Examples may include:
- Clear, written instructions alongside verbal communication
- Flexible communication methods or meeting formats
- Adjusted working hours or flexible scheduling
- Quiet or sensory‑friendly spaces
- Reduced sensory overload (lighting, noise, interruptions)
- Additional time for tasks, assessments, or training
- Alternative interview formats or questions
- Use of assistive technology or software
- Requests for adjustments will be handled sensitively, confidentially, and without judgement.
6. Recruitment, Selection & Onboarding
We are committed to inclusive recruitment and selection practices that allow candidates to demonstrate their strengths.
We will:
- Use clear, accessible job descriptions written in plain language
- Focus on essential skills rather than unnecessary criteria
- Offer reasonable adjustments throughout the recruitment process
- Provide interview information in advance where possible
- Use inclusive onboarding processes that explain expectations clearly
- Neurodivergent candidates will not be disadvantaged for requesting adjustments.
7. Communication & Ways of Working
- We aim to use communication that is clear, inclusive, and accessible.
- This includes:
- Avoiding jargon and unnecessary ambiguity
- Being explicit about expectations, priorities, and deadlines
- Offering information in different formats where possible
- Allowing time for processing and questions
- Giving clear, constructive feedback
- Managers are encouraged to discuss preferred communication styles with team members.
8. Awareness, Training & Culture
We are committed to building awareness and understanding of neurodivergence across the organisation.
This includes:
- Providing neurodiversity awareness training for staff
- Offering additional guidance for managers
- Encouraging open, respectful conversations
- Challenging stigma, stereotypes, or assumptions
9. Co‑production & Continuous Improvement
We recognise that lived experience is essential to meaningful inclusion.
Where possible, we will:
- Co‑produce policy updates and guidance with neurodivergent staff
- Listen to feedback from staff surveys, networks, or consultations
- Regularly review policies to ensure they remain relevant and effective
- Participation in co‑production is voluntary and will be supported appropriately.
10. Accessibility of This Policy
We are committed to making our policies accessible. This policy can be provided in alternative formats, including:
- Easy Read versions
- Audio formats
- Visual or simplified summaries
- We will continue to review language and format to ensure it remains clear and inclusive.
11. Roles & Responsibilities
All staff are responsible for:
- Treating colleagues with respect
- Using inclusive language and behaviours
- Raising concerns if they experience or witness discrimination
- Managers are responsible for:
- Creating inclusive team environments
- Supporting reasonable adjustment requests
- Having open conversations about ways of working
- The organisation is responsible for:
- Ensuring policies are implemented fairly
- Reviewing and updating policies regularly
- Sharing this policy with all staff and including it in induction materials
12. Review & Communication
- This policy will be reviewed regularly and updated in line with feedback, learning, and best practice.
- All staff will be informed of updates, and the policy will be included in induction materials for new starters.
- We believe neurodiversity is a strength. Our aim is to create a workplace where everyone can do their best work, in ways that work for them.
Policy last issued and owned by Mr. Cutler 18 December 2025. The latest version can always be found at oilanalysislab.com. Any other versions, including paper copies, are to be treated as uncontrolled.
