Neurodivergence & Neuroinclusion Policy

This policy is available in easy read format (just scroll to the bottom to see Easy Read version).

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 7 January 2026. The latest version can always be found at oilanalysislab.com. Any other versions, including paper copies, are to be treated as uncontrolled.

Neurodivergence & Neuroinclusion Policy (Easy Read)

What is this policy?

This policy explains how we support neurodivergent people at work.

It tells you:

  • What neurodivergence means
  • How we make work fair and inclusive
  • How we support different ways of working
  • Your rights at work

What does neurodivergent mean?

People’s brains work in different ways.

Neurodivergent means someone’s brain works differently from what is often seen as “typical”.

This can include people who are:

  • Autistic
  • ADHD
  • Dyslexic
  • Dyspraxic
  • Dyscalculic
  • Have Tourette’s syndrome

You do not need a formal diagnosis to be neurodivergent.
You do not have to tell anyone if you are neurodivergent.

Our promise to you

We promise to:

  • Treat everyone with respect
  • Value different ways of thinking and working
  • Remove barriers at work where we can
  • Support people to do their best work
  • Challenge discrimination and unfair treatment

Neurodiversity is a strength.

Your rights at work

Some neurodivergent people are protected by the Equality Act 2010.

This means:

  • You should not be treated unfairly
  • You can ask for reasonable adjustments

You do not need a diagnosis to ask for support.

Reasonable adjustments

Reasonable adjustments are changes that make work easier or fairer.

Examples include:

  • Clear written instructions
  • Extra time to complete tasks
  • Quiet or low-noise spaces
  • Flexible working hours
  • Different ways to communicate
  • Changes to lighting or noise
  • Support with interviews or training

You can ask for adjustments at any time.

Your request will be treated seriously and respectfully.

Recruitment and starting work

We want our recruitment to be fair for everyone.

We will:

  • Use clear job descriptions
  • Focus on skills, not just interviews
  • Offer adjustments for interviews and assessments
  • Explain what will happen at each stage

When you start work, we will:

  • Clearly explain your role
  • Share information in an accessible way
  • Support you as you settle in

Communication at work

We aim to communicate clearly.

This means:

  • Using plain language
  • Avoiding jargon where possible
  • Being clear about deadlines and expectations
  • Giving feedback in a clear and kind way

You can tell your manager what communication works best for you.

Training and awareness

We want everyone to understand neurodivergence.

We will:

  • Provide training and learning opportunities
  • Support managers to be inclusive
  • Encourage respectful conversations

Having your say

We want to learn from people with lived experience.

We will:

  • Listen to neurodivergent staff
  • Ask for feedback
  • Involve staff in improving our policies where possible

You do not have to take part if you do not want to.

Getting this policy in another format

This policy can be shared as:

  • Easy Read
  • Audio
  • Visual or simplified versions

You can ask for the format that works best for you.

Need support or have questions?

If you have questions or want support, you can:

  • Speak to your manager
  • Contact HR or the People Team