Workplace neurodiversity environmental audits

Approximately 15-20% of the UK population has some kind of neurodivergent need whether that is autism, ADHD, dyslexia or another neurodevelopmental condition. Despite this many work environments, hiring processes and systems are not suitable for neurodiverse individuals and are creating barriers for them to access employment successfully. This has led to an employment gap for neurodivergent people with only around 22% of autistic adults in any kind of employment. Portland assessments are passionate about supporting neurodiverse people into employment, with a strong supported internship and work experience programme in our education department. As part of Portland Assessments, as well as offering neurodiversity screenings and full diagnostic assessments for employees we can now offer businesses neurodiversity audits for employers.

These audits include evaluating how inclusive your workplace is, including the physical environment, hiring practices such as application and interview processes, and internal understanding to ensure accessibility and empowerment for neurodivergent employees.

Our goal is to help your organisation foster an inclusive environment that values diversity, enhances productivity and improve employee retention.

Our services:

We can tailor neurodiversity audits to suit your businesses needs but they will include these core aspects:

Workplace environment assessment

• Evaluate sensory elements such as lighting, noise, layout and signage
• How well the space and facilities accommodate neurodiverse individuals and identify overstimulating environments
• Recommend adjustments for sensory friendly aspects

Employee feedback

• Employee Interviews and Surveys: We collect employee data through surveys and interviews, including neurodiverse individuals, to gather their feedback and insights. Their experiences and perspectives are invaluable in shaping our recommendations.

Hiring and interview process review

• Review job descriptions, application formats and assessment tasks
• Audit interview structure for neurodivergent accessibility
• Provide reasonable adjustments to the hiring process to ensure it is accessible and will bring out the best in neurodivergent candidates.

Businesses will receive a detailed report following an audit outlining findings and recommendations including an action plan which will break down how to implement these recommendations.

Why this is important

Many adults go undiagnosed and unsupported, which can lead to challenges at work and impact wellbeing and productivity. A diagnosis can be a turning point, helping individuals understand themselves better, access the right support, and thrive in their roles and can reduce absence for employers.

The changes made from the environmental audit will allow neurodivergent individuals to thrive in the workplace and bring their unique strengths often including creativity, attention to detail and innovated thinking. This could also support staff wellbeing and employee retention, with fewer employees going off sick or looking for new roles.

By taking part in a neurodiversity audit, you show potential employees your dedication to being an inclusive and supportive employer which will increase your reputation and enhance staff wellbeing.