Have you got the right support in place to help your neurodiverse employees thrive?

Neurodivergencies like dyspraxia, dyslexia, ADHD, and autism are common, yet many employees are reluctant to disclose their neurodivergence in fear that it may affect their careers.

Neurodiverse employees are proven to be 30% more productive, driving innovation and creativity in the workplace through their diverse perspectives. And with 15-20% of the population being neurodivergent, supporting these employees is not just important—it's essential. 


Many employers still lack the proper training and resources to provide the right support, but embracing neurodiversity in the workplace can significantly impact your people by reducing stress, limiting absenteeism and staff turnover, while boosting performance and employee engagement.
 

How can you empower your employees?

Introducing The Work & Access scheme: the new Government funded range of grants and rebates to support organisations in building more inclusive workplaces.

What you need to know:

What funding is available? 

•Up to 90% rebates for Diversity, Equity & Inclusion (DEI) training
(maximum value of €20,000)
•Workplace Needs Assessment (usually €2,500 – now fully covered)
•In-work supports up to €12,500 per employee per year
•Up to 30 contact hours with support worker per year
•Other funding available for adaptive technologies

 

How do you access this funding? To apply for funding, the Work and Access Application Form WA1 (employee) and WA2 (employer) must be completed and submitted by post to: Central Team, Finglas Intreo Centre, PO Box 13736, Freepost FDN7696, Dublin 11.

 

What criteria do you need to meet? For an employee to apply for this scheme, they must have a diagnosis or a letter from their GP confirming they are neurodivergent. They must also make a disclosure to their manager/ HR for the application to be processed.

 

Get started: We work with specialist providers that will complete all the necessary grant and rebate application paperwork for you. They will guide you step-by-step throughout the process to deliver a seamless experience.

What does a year-long support programme usually involve?

Lockton, in partnership with a specialist provider, can support with the following steps of the programme and implementing the Work & Access scheme:
 

Consultation: Every organisation will be different, and any neurodiversity service will be tailored to accommodate your needs.
 

Awareness training: This is a requirement when encouraging employees to disclose. The Work & Access scheme can provide generous rebates for DEI/ Neurodiversity training which can be group wide and/or manager specific. To maximise engagement, a calendar of training events can be planned to span the full year.
 

Workplace needs assessment: When an employee discloses, the first step is to carry out this highly personalised assessment, the cost of which is 100% covered by the Work & Access scheme. The assessment educates both the employee and manager, whilst also documenting the practical accommodations and supports that can be implemented in the workplace..
 

In-work supports: A work coach or specialist support worker can be provided by the scheme to help the employee succeed at work. It’s an action focused process to empower the employee to achieve their professional goals.

Find out more

Investing in tailored support not only creates an inclusive environment for everybody to thrive, but also drives the long-term success of your business. 

Whether you already have support in place, or are considering different options, we're here. And we'd love to help.

Reach out to Head of Wellbeing, Tom Curran, or your Lockton Consultant today. 

Contact Tom Curran