Introduction to Access to Work: Leaders edition
Supporting Neurodivergent Talent: A Guide for Leaders on Navigating Access to Work
Finding out about Access to Work was like finding out I’d won the lottery. A place where I could get support in understanding my diagnosis and what I could do next? Yes please.
Then I started to apply for it and the bubble burst. It’s a confusing process and I found myself lost. Thankfully, I didn’t give up, and I was able to access life changing support through the scheme.
Access to Work is a government-funded programme designed to help cover the cost of necessary workplace adjustments for employees with disabilities or health conditions, including neurodivergent individuals. It offers financial support for services like ADHD coaching, specialised equipment and more, which can make a significant to neurodivergent folks in the workplace.
For organisation leaders, Access to Work can be a lifeline, allowing you to get the best support for your team without costing the company money. I’ve seen and felt the transformative impact that understanding this support can have on neurodivergent team members. But navigating the application process can be daunting.
While it’s down to the individual employee to apply, understanding the scheme, what it can offer, and how to get through the process is vital for leaders. Get to know Access to Work to see its value, not just as a compliance requirement but as a strategic advantage in supporting and retaining diverse talent.
I’ve gone through Access to Work myself and have helped lots of other people get the support they need. Here’s my step-by-step guide to Access to Work:
1. Understand what Access to Work can provide
Designed to help employees with disabilities and health conditions at work, Access to Work can pontentially fund a whole range of services including:
Coaching
Targeted support, like ADHD coaching or autism-specific coaching, addressing the unique challenges neurodivergent workers face.
Specialist Equipment
Monitors, whiteboards, fidget toys, tools and more, tailored to make work easier.
Transport Solutions
Help towards the cost of transport, making the journey to work simpler.
Support Workers
Day-to-day help that keeps the team focused on what they do best.
Mental Health Support
Strategies and support for maintaining mental well-being in the workplace.
Importantly, this support is additional to the reasonable adjustments employers are legally required to make under equality legislation.
2.Learn how to start the conversation
One of the first hurdles can be starting the conversation about Access to Work. Lots of people don’t know it exists, so it’s worth spreading the word within your company. When discussing Access to Work, focus on the benefits and support available, ensuring the individual knows that the process is confidential and aimed at enhancing their work experience and productivity.
To start more individual conversations about neurodiversity, you need to create an environment of acceptance. This will also help neurodivergent staff feel comfortable disclosing their needs. This involves fostering a culture of inclusivity and understanding within your organisation (you can find out more about how to do this with our eBook, Making Work Awesome).
3. Help with the application process
The application process for Access to Work can seem overwhelming, but it's simpler than it looks. The initial form only takes about 10 minutes to complete and asks for info about the employee, their role, how their condition effects their work, and similar.
To qualify for Access to Work, you don’t need to have a diagnosis or know exactly what condition you might have, so anyone can apply.
As a leader you can support your colleagues by offering assistance with the application or providing the necessary information about the organisation and their employment. This could be as simple as sitting with them when they’re filling out the form.
Remember, as part of the application, you'll need to be listed as a contact for employment verification purposes. This is a good opportunity to liaise with HR and ensure all reasonable adjustments are considered alongside the Access to Work support.
4. Support during assessments
Once an application is submitted, the applicant might be asked to go through an assessment to work out the best support for them. As a leader, you can prepare your colleagues for this by discussing potential adjustments and support that could benefit them.
Encourage your team to be open and honest about the challenges they face and the support they believe would be most beneficial during their assessment. There are no wrong answers — it’s all about getting to know what will have the biggest impact.
This is also a good time to discuss any immediate adjustments that can be made within the team or department while waiting for Access to Work support to be approved.
5. Get the support in place
Once an application for Access to Work has been approved, it’s time to implement the support. This might include coordinating with an ADHD coach, arranging for assistive technology, or setting up support worker services. As a leader you play a crucial role in making sure the support is effectively integrated into the workplace and that any logistical issues are smoothly addressed.
It's also important to maintain open lines of communication with your team members to ensure that the support is meeting their needs and to address any concerns or adjustments as necessary.
6. Go beyond Access to Work
While Access to Work provides essential support to individuals, it should be seen as part of a broader strategy to support neurodiversity in the workplace. Consider additional training for colleagues and managers on neurodiversity, flexible working policies, and ongoing career development opportunities for neurodivergent employees.
The journey towards a more inclusive workplace is ongoing, but with the right support and understanding, the benefits are immeasurable. By investing in the support of your neurodivergent colleagues, you're not just complying with legislation; you're building a stronger, more adaptable, and innovative organisation.
If you're ready to take the next step in supporting your neurodivergent colleagues through the Access to Work scheme or if you have any questions about how we can assist, please don't hesitate to get in touch at hello@kindtwo.co.uk
