Why Workplace Needs Assessments are Superior to Occupational Health Assessments for Neurodivergent Employees

Occupational Health Assessments have been the go to for HR departments when considering the impact of a disability on an individual’s work. Whilst this will be relevant for many situations, Occupational Health comes from the medical model of disability which is often not appropriate for neurodivergent employees.

It is crucial to understand why a Workplace Needs Assessment is particularly effective compared to traditional occupational health assessments for neurodivergent employees. Both assessments aim to support employees in their work environment, but the approach, focus, and outcomes of workplace needs assessments make them especially beneficial for neurodivergent individuals.

Tailored Approach to Neurodiversity

1. Specialised Understanding Workplace needs assessments are conducted by assessors with specialised knowledge and in our case lived experience of neurodiversity. This contrasts with occupational health assessments, which often have a broader focus on physical and general mental health. Assessors with expertise in neurodiversity can provide insights and recommendations that are specifically tailored to the unique challenges and strengths of individuals with dyslexia or ADHD.

2. Holistic Evaluation These assessments consider the whole person, including their work environment, job tasks, and individual coping strategies. Occupational health assessments tend to be more medical in nature, focusing on diagnosing conditions and prescribing medical or therapeutic interventions. While these are important, they do not always address the practical, day-to-day needs of neurodivergent employees in the workplace.

Focus on Practical Accommodations

1. Work-Specific Recommendations Workplace needs assessments provide practical, actionable recommendations that directly impact an employee’s ability to perform their job. For example, they might suggest specific software, task management strategies, or modifications to the work environment that can make a significant difference. Occupational health assessments may recommend general health interventions but often lack the specificity needed for effective workplace adjustments.

2. Immediate Implementation The recommendations from workplace needs assessments can often be implemented quickly and with relative ease. They focus on adjustments that can be made within the workplace, providing immediate benefits. Occupational health recommendations might involve longer-term health management plans that require coordination with external healthcare providers, potentially delaying the implementation of necessary supports.

Enhanced Empathy and Understanding

1. Empathy and Relatability Assessors with lived experience of neurodiversity bring a level of empathy and understanding that is hard to match in a traditional occupational health setting. They can relate to the experiences of neurodivergent employees on a personal level, creating a more supportive and effective assessment process. This can help employees feel more understood and valued.

2. Building Trust The empathetic approach of a workplace needs assessment can build trust between the employee and the assessor. This trust is crucial for accurately identifying needs and developing effective adjustments. In contrast, the more clinical nature of occupational health assessments can sometimes create a sense of detachment or misunderstanding.

Legal and HR Expertise

1. Alignment with Legal Standards Workplace needs assessors with a background in HR and employment law ensure that recommendations comply with legal requirements and are understanding to the needs of disciplinary, performance or absence management processes. This dual expertise helps protect the employer from potential legal risks and ensures that employees’ rights are fully respected. Occupational health assessments, while comprehensive in health-related matters, may not always provide the same level of expertise in employment law.

2. HR Integration These assessors can seamlessly integrate their recommendations with the company’s HR policies and procedures. They understand the intricacies of workplace dynamics and can provide solutions that are both legally compliant and practically viable within the organisational framework. Occupational health assessments, focused primarily on health, might not fully account for these HR complexities.

Proactive and Preventative Focus

1. Preventing Issues Before They Arise Workplace needs assessments when done proactively such as at the start of employment, will identify and address potential issues before they impact performance or well-being. This forward-thinking approach contrasts with the often reactive nature of occupational health assessments, which may focus on addressing existing health problems rather than preventing new ones.

A workplace culture that encourages disclosure and is supportive can help to ensure proactive action can be taken. Where this hasn’t happened and disclosure comes during a performance process for example, a workplace needs assessment can help to address and solve the issues.

2. Continuous Improvement These assessments promote a culture of continuous improvement. Regular reassessments and adjustments ensure that accommodations remain effective and relevant as job roles and employee needs evolve. Occupational health assessments, typically conducted at intervals or in response to specific health issues, may not offer the same level of ongoing support.

Conclusion

While occupational health assessments play a vital role in supporting general employee health and well-being, workplace needs assessments offer a more targeted, practical, and empathetic approach for neurodivergent employees. By focusing on personalised adjustments, legal compliance, and proactive support, these assessments create a work environment where employees with dyslexia or ADHD can thrive. This tailored approach not only benefits the employees but also enhances overall organisational productivity and inclusivity.