Workplace Needs Assessments

Workplace Needs Assessments for...

Dyslexia

ADHD

Dyspraxia

Autism

Benefits of a Workplace Needs Assessment

A Workplace Needs Assessment for an employee boosts productivity by ensuring they receive the necessary support to succeed in their role, tailored to their unique needs and job responsibilities, empowering them to perform at their best:

Workplace Needs Assessments Reduce Management Headaches

By supporting employee's you will reduce turnover and retain valuable talent, improve morale and engagement, lightening the load for your managers! This is all in addition to meeting your requirements as an employer, under the Equality Act 2010, to make reasonable adjustments.

By providing targeted recommendations, our workplace needs assessments improve the employee's productivity, job satisfaction, and overall well-being, leading to a more effective and harmonious work environment. Engaging Silk Helix to carry out a workplace assessment guarantees that on those rare occassions that productivity doesn't improve following the assessment, as qualified HR advisors we're able to tell you the exact next steps to follow.

Workplace needs assessments should, where possible, be conducted early in employment to ensure the best chance of success in the role. However, if that hasn't happened we recommend getting an assessment as soon as you are aware an employee has a neurodivergent condition or even when you've just noticed challenges .

Is a workplace needs assessment good for the employee?

Yes, a workplace needs assessment benefits an employee by identifying the specific adjustments, tools, and strategies that can help them work more effectively and comfortably. It's a supportive process that focuses on removing barriers related to neurodivergence, enabling the employee to thrive in their role.

The assessment leads to personalised recommendations that can reduce stress, improve productivity and support wellbeing - ultimately making the working environment more accessible and inclusive. It also ensures the employee's needs are recognised and taken seriously, helping them feel valued and empowered at work.

Our guide for employees can be shared with individuals who have concerns and we're happy to talk to an employee and reassure them before you book!

Is a formal diagnosis needed?

No. A workplace needs assessment is based on individual needs rather than the diagnosis. However, if there is a diagnosis, diagnostic reports may be useful information to help the assessment.

Is a Workplace Needs Assessment different to Access to Work?

Access to Work is a government grant which gives practical support to disabled individuals where adjustments are needed for them to access or stay in work. Employers are still required to meet their requirements to make reasonable adjustments, access to work can provide funding for additional support needed, the level of funding is dependent on the size of the organisation. Access to Work will do a Workplace Needs Assessment as part of their process if the individual requests it, however, this assessment will not include input from the employer and turnaround times can be long, leaving employees unsupported for many months.

A Workplace Needs Assessment with Silk Helix does focus on the individual, their needs within their job role - however, we're also considering how the employer can best support the individual. We look beyond purchases such as desks, monitors and software, we also consider management style and the work environment. Our Workplace Needs Assessments include a follow up call with the Manager to provide advice on supporting the individual to thrive and can provide continued support and training if needed.

When you partner with Silk Helix, you're getting a boutique service that's about your organisation and the individual. The individual can chat with Jenefer before booking to ensure they're comfortable, giving them confidence they're talking to someone who understands, is qualified and will provide recommendations that really work for them.

Occupational Health Assessment vs. Workplace Needs Assessment

Do we need multiple assessments if there are co-occurring conditions?

No. A workplace needs assessment looks at the whole person, not the diagnosis. The overlap between conditions makes it difficult to separate needs for each diagnosed condition, for example dyslexia and ADHD. It is true that we need to understand individual challenges, whether they're dyslexic challenges or ADHD ones may mean different adjustments are recommended, and that comes with talking to the person as a whole person. The same applies for any other co-occurring conditions there may be (also referred to in some clinical settings as co-morbidity).

How are workplace needs assessments carried out?

We carry out our workplace needs assessments remotely. Prior to the assessment both the individual and line Manager (possibly HR is appropriate) will be asked to complete a background information questionnaire. A video call meeting will be held with the line Manager to help understand the role and individuals challenges and then a detailed video call meeting will be held with the individual. During this call we'll explore the individual's strengths and challenges to build a detailed picture leading to recommendations specific to the individual and situation.

Will an employment tribunal accept a workplace needs assessment?

Yes, an Employment Tribunal can accept a workplace needs assessment as evidence, especially when it is relevant to claims involving disability discrimination or failure to make reasonable adjustments. While it is not a legal requirement to have one, a workplace needs assessment demonstrates that the employee's needs were identified and that practical support was considered or implemented. This can be a valuable part of the evidence in showing whether an employer met their duties under the Equality Act 2010.