Neurodiversity: Labour Turnover and Recruitment
The question
To ask the Secretary of State for Work and Pensions, whether she is taking steps with Cabinet colleagues to provide (a) funding and (b) advisory support to employers to help increase the (i) recruitment and (ii) retention of neurodivergent people.
Answered by Alison McGovern
Neurodivergent people bring many positive benefits to businesses but face particular barriers to employment, which is reflected in a poor overall employment rate. We understand the importance of encouraging employers to adopt neuro-inclusive working practices so that everyone can thrive at work.
On 29th January, the Government launched an independent panel of academics with expertise and experiences of neurodiversity to advise us on boosting neurodiversity awareness and inclusion at work.
In keeping with the Government’s pledge to bring disabled voices closer to decision-making, at least half of the panel are neurodiverse themselves.
The panel will consider the reasons why neurodivergent people have poor experiences in the workplace, and a low overall employment rate. They will make recommendations in the Summer which consider likely mechanisms for change.
In parallel, we are working with other areas of government to promote awareness of neurodiversity amongst employers, and we recently announced Keep Britain Working, a major independent review of the employer’s role in reducing health-related inactivity and to promote healthy and inclusive workplaces, led by the former Chair of John Lewis, Sir Charlie Mayfield.
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