Issue - meetings

To receive a discussion paper on Neurodiversity in the Workplace.

RESOLVED: That the Committee commented on and noted the Discussion Paper on Neurodiversity in the Workplace.

Audio recording – 46 minutes 27 seconds

The Human Resources Services Manager presented the Discussion Paper entitled ‘Neurodiversity in the Workplace’ and advised that:

·                Neurodiversity was an umbrella term to explain how people had brains that worked in different ways.

·                The Council was committed to supporting all employees and the subject had been discussed at the Inclusion Group in relation to work and life in general.

·                Notification of neurodiversity allowed the Council to provide support in the form of suitable working arrangements both to those who had a formal diagnosis and to those who did not.

·                There were many people who did not have a formal diagnosis often due to choice or the difficulties associated with seeking a diagnosis.

·                Many staff had declared their neurodivergence and the Council had implemented a range of support options for them to use, however, they recognised that some would be reluctant to share information about their neurodivergent traits.

·                Some staff would not feel the need to share a formal diagnosis if they felt that they received empathy and support in the workplace.

·                Education was a key part of supporting a neurodiverse workforce. In the past few years, a timetable of webinars had been scheduled during Neurodiversity Week to allow staff to further their knowledge and to support themselves or their colleagues.

·                On-demand modules were available on the learning management system and articles in the Staff Insight magazine had been published to support inclusion and neurodiversity more widely.

·                Transparent interviews had been introduced whereby candidates would have sight of questions ahead of the interview to allow them to better prepare and present the best version of themselves.

·                The Neurodiversity Network was requested through the Inclusion Group and the first meeting had been held in December 2024. It had been well attended and provided an opportunity for attendees to share personal experiences as well as resources on this topic.

·                A range of adjustments were in place to support staff and promote neuroinclusive environments such as spell check software, additional screen display settings, quiet desks and extra time for written communication.

·                No formal diagnosis was needed for the above adjustments to be requested.

The following Members asked questions:

·                Councillor Rhona Cameron

·                Councillor Ruth Brown

In response to questions, the Human Resources Services Manager advised that:

·                Staff had been encouraged to attend the modules on neurodiversity and recordings would be available for them to watch back if they could not attend.

·                Trials on transparent interviews had been focused on junior post vacancies with a view to introduce them to senior post vacancies once hiring managers had refined their transparent interviewing skills to obtain the best from candidates.  

RESOLVED: That the Committee commented on and noted the Discussion Paper on Neurodiversity in the Workplace.