Reasonable adjustments can make a real difference for neurodivergent people, both when applying for jobs and once they’re in work. This guide explains what reasonable adjustments are, how they can benefit you, and gives examples to help you work out what to ask for.
What are reasonable adjustments?
Reasonable adjustments are changes to the way things are usually done, so that neurodivergent people get a fair chance in recruitment and at work.
They aim to reduce barriers that might stop someone neurodivergent from accessing work and performing at their best. The law is also on your side, as the duty to make reasonable adjustments sits within the Equality Act 2010.
What does the Equality Act say about reasonable adjustments?
The Equality Act 2010 is a UK law that protects disabled people from discrimination, and this can include many neurodivergent people. Under the Act, employers have a legal duty to make reasonable adjustments so that disabled people are not disadvantaged when they apply for jobs or are in work. Acas explains how reasonable adjustments work, including for job applicants.
Specifically, employers must take reasonable steps to avoid putting a disabled person at a substantial disadvantage compared with people who are not disabled. If you’d like to understand the employer side in more detail, read our guide to reasonable adjustments and employers’ legal responsibilities.
I’m neurodivergent, can I get reasonable adjustments?
Yes. As a neurodivergent person, you are entitled to reasonable adjustments if your condition meets the legal definition of a disability. The Equality Act definition of disability is a ‘physical or mental impairment that has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities’.
You do not necessarily need a formal diagnosis to request reasonable adjustments. However, a diagnosis can be helpful, as it can be used as evidence to support your request.
How to ask for reasonable adjustments in the recruitment process
- Research the company’s policy on reasonable adjustments through their website or the job description. If you can’t find anything, you’re welcome to contact the recruiter and ask for more information.
- Prepare to disclose your condition. You do not legally have to disclose your specific condition, but you may need to explain how it could affect you during the recruitment process. It can help to prepare a script of what you want to say, and our disclosure templates can help you structure it.
- Think about what adjustments could help you, using the examples below.
- Contact the employer by email or in writing. It can help to chat with them before making your request, to see if there’s a specific process you need to follow.
- Send over your request. Put it in writing, explaining the challenge you face and the adjustment you are asking for.
- Follow up. If the employer agrees to make adjustments, make sure they follow through on their commitments. If you have any concerns, speak to your contact at the employer.
Reasonable adjustment examples
Below are some of the most common challenges neurodivergent job seekers face, with suggested reasonable adjustments that could help you.
Challenge: working memory
Working memory can be a big challenge, especially for job seekers with dyslexia and ADHD. Working memory is the ability to hold and use information in your mind over short periods of time. It’s what we need when we have to do something with information, such as remembering questions, carrying out steps or instructions, or doing mental arithmetic.
Reasonable adjustments that could help:
- Getting written instructions as well as verbal instructions. This lets you refer back to the instructions as needed and reduces the demand on your working memory.
- Getting extra time to complete tasks or assessments. This gives you the time you need to process and respond to information.
- Asking for breaks. Breaks give your brain time to rest and recharge.
- Using memory aids. A notebook, checklist or other tools can help you remember important information.
- Visual aids to help you understand complex information, such as diagrams or flowcharts.
Challenge: social interaction
Being neurodivergent can affect social interaction, especially when so many social norms are based on neurotypical preferences, such as keeping eye contact and shaking hands. Many neurodivergent job seekers find it harder to read social cues and non-verbal communication, or to start professional conversations.
Reasonable adjustments that could help:
- Requesting a virtual interview. You could ask for a virtual interview instead of an in-person one. This can feel less intimidating and give you a more comfortable environment.
- Asking to communicate in writing, such as by email or text message, instead of by phone or in person. This can be less stressful and give you more time to process and respond.
- Asking for interview questions in advance. This gives you time to prepare and practise your answers.
- Asking for clear instructions. Clarity about the recruitment process can reduce anxiety and confusion, making it easier to know what to expect. This could include the structure of the process, who you’re going to meet, timings and key locations.
- Asking for a support person, such as a job coach or trusted friend or family member, to accompany you to the interview. This can give you a sense of comfort and support during the process.
Challenge: sensory sensitivities
Many neurodivergent people are hypersensitive or hyposensitive to their environment, which can make the recruitment process difficult. This could include lighting, noise such as doors slamming, movement or smells.
Reasonable adjustments that could help:
- Requesting a quiet room. If you need to complete assessments or tasks that need concentration, a quiet room can reduce distractions and sensory overload.
- Requesting to use noise-cancelling headphones during assessments, to reduce auditory distractions.
- Requesting virtual assessments or interviews.
- Requesting a scent-free environment. This could mean interviewers not wearing perfume, or holding interviews away from canteens or kitchens.
- Requesting to wear sunglasses to reduce the effect of LED lighting or glare.
Challenge: reading and writing
For many job seekers, especially those who are dyslexic or dyspraxic, reading and writing can be difficult, particularly when assessments are based on them. Our guide to dyslexia in the workplace explains more about how dyslexia can show up at work.
Reasonable adjustments that could help:
- Getting information in alternative formats. You can request materials in formats such as audio or large print.
- Requesting the use of assistive technology, such as screen readers or dictation software, to reduce the challenges of tasks that involve reading and writing. You can read more about how AI is becoming a powerful assistive technology for neurodivergent people.
- Asking for additional time. Extra time can help you complete written tasks or assessments, giving you more time to process and respond.
- Requesting written questions in advance. This gives you more time to prepare and process your answers.
Challenge: concentration and focus
Concentration can be a challenge for many neurodivergent job seekers, especially those with inattentive ADHD. You may find it hard to focus on tasks for long periods, or on tasks you don’t find especially interesting.
Reasonable adjustments that could help:
- Requesting shorter, more regular breaks during assessments or interviews. This can help you refresh your focus and regain concentration.
- Shorter assessments or interviews. Periods of 30 to 40 minutes can be helpful.
- Asking to be interviewed or assessed in a quieter environment. This reduces distractions and helps you focus.
Challenge: spoken communication
Many neurodivergent job seekers find spoken communication harder, especially under pressure or in situations that cause anxiety. This can make you lose focus or stop you from developing your answers fully.
Reasonable adjustments that could help:
- Requesting written communication, such as email. This can help you communicate your thoughts and answers more effectively.
- Asking for extra time. If you find verbal communication harder in high-pressure situations, extra time to process questions and give your answers can help.
Challenge: hyperactivity
If you have ADHD, you may experience some hyperactive traits. This doesn’t mean you’re running around. It might simply mean you have lots of mental energy and need to move. Our guide to ADHD in the workplace explains more.
Reasonable adjustments that could help:
- Extra time for interviews and assessments. If you find it hard to sit still for long periods or to keep your attention, extra time to complete assessments or tasks could help.
- Movement breaks. Frequent breaks mean you can move around, get some fresh air and release excess energy.
- A different interview format. If you find it hard to sit still for a long time, shorter interviews or assessments spread over several days might help.
Challenge: arithmetic
People with dyslexia and dyscalculia may find arithmetic challenging. This can include anything to do with understanding numbers and maths.
Reasonable adjustments that could help:
- Extra time for numerical tests. This gives you more time to process numbers and work through any calculations.
- Requesting a calculator. This can ease difficulties with arithmetic.
- Asking for data to be shown visually, for example using charts or infographics during assessments.
Challenge: sense of direction
Job seekers with dyspraxia may find their sense of direction challenging. Getting lost on the way to an interview is stressful for anyone, so these adjustments are worth asking for.
Reasonable adjustments that could help:
- Requesting clear directions to assessments or interviews.
- Requesting a map or visual aids. A map, diagrams or pictures can help you find your way to interview or assessment locations.
- Requesting a guide. Someone could meet you off public transport and help you find your way to the office or assessment location.
- Requesting alternative interview methods. Holding interviews or assessments virtually can remove this challenge altogether.
- Requesting extra time to orient yourself when you arrive.
How Enna can help
If you’re job hunting, the Enna jobs board lists roles with employers who are committed to neuroinclusion, and you can register for job alerts and get new roles sent to you. For help with applications, see our help with your CV page, and there’s more on thriving at work as a neurodivergent employee. If you have questions about asking for adjustments, email us at hello@enna.org.
Employers who get adjustments right at the recruitment stage simply have more good candidates to choose from. Our reasonable adjustments training shows hiring managers and HR teams how to do it in practice. If that’s you, book a call with our team.
1 Comment
Comments are closed.