Our Workplace Neurodiversity Audits
Our workplace audits assess the neurodivergent employee life cycle. We assess official policies and organisational culture, with a focus on fairness, inclusivity, diversity and support mechanisms.
Our audits also assess both online and offline components of application processes and culture. We assess using quantitative and qualitative methods, and we aim to complete our audits within a 4-month time window.
The areas covered in our audits include: governance and policies, external recognition, inclusion and diversity, social dynamics, vision and leadership, staff satisfaction and wellbeing.
Our approach aligns with the UK Government’s Disability Confident scheme, supporting employers to meet and exceed its standards for inclusive recruitment and workplace practices.
What is a workplace audit?
A workplace audit is a comprehensive evaluation of an organisation's work environment, policies, practices, and procedures to assess compliance, effectiveness, and alignment with specific standards, regulations or best practices.
The audit can be conducted internally by the organisation or by third-party accredited bodies and may cover various areas, including safety, diversity and inclusion, human resources and legal compliance.
Its purpose is to identify areas of improvement, potential risks, and areas of non-compliance, enabling the organisation to make necessary adjustments, implement changes, and ensure a safe, efficient and legally sound workplace.
Why invest in a workplace neurodiversity audit?
The benefits of a neurodiversity audit extend beyond the compliance with the Equality Act 2010 that they afford. In short, they can help unlock the true potential in your teams, positioning your business as a leader in inclusion. Our workplace neurodiversity audits can:
- Improve talent attraction, appealing to skilled neurodivergent candidates
- Strengthen retention by supporting neurodivergent employees to thrive, and remove barriers that may cause frustration or disengagement
- Improve innovation and problem solving by tapping into the unique perspectives and strengths that neurodivergent employees can bring
- Increased productivity and performance thanks to adjustments that allow employees to work comfortably and effectively
- Reduce legal and reputational risk related to discrimination or failure to provide reasonable adjustments before they escalate into legal disputes
A neurodiversity audit doesn’t just help you avoid pitfalls; it helps you build a workplace that attracts top talent, inspires innovation, and delivers measurable business results.
Our audit process and timeline
Month One: Discover
Month Two: Define
Month Three: Develop
Month Four: Deliver
If you'd like to arrange a workplace audit,
please give us a call on 0208 133 6046
or
Workplace Neurodiversity Audit Components
Opportunity and Recruitment
Selection and Hiring
Employment and Culture
Our Neurdiversity Workplace Audit Success with Roche
Roche scored well. We found their application process was fit for purpose, but there was room for improvement.
We commended Roche on their short application process, which did not include psychometric testing, and their online interviews. However, we identified that Roche did not have an option to disclose a disability or additional needs during the application process, inconsistency across job specifications, and a lack of guidance on their online platform.
We recommended the following:
- Add a disclosure section to the application form (Vital)
- Allow the user to make customisation adjustments (Highly Recommended)
- Have any support material available directly within the application system
- Clear descriptive guidance
- A page outlining the process or a process map
FAQs
How much does a workplace neurodiversity audit cost?
We provide a price bespoke to the size of your organisation and its individual needs. Our prices will also be based on the scope and complexity of the audit. Please contact us for a tailored quote.
What legal frameworks will an audit help my company comply with?
The main piece of legislation in the UK is the Equality Act 2010; we know it inside out. This act protects individuals from discrimination, harassment, and victimisation based on ‘protected characteristics’, which includes certain disabilities. If neurodivergent conditions such as ADHD, autism, and dyslexia have a substantial and long-term effect on day-to-day activities, they can be recognised as disabilities under the Equality Act.
For more information, read more about the Equality Act 2010 on the UK Government website, and ACAS’s disability discrimination guidance.
What happens after the audit?
After the audit, you have the option of partnering with Exceptional Individuals on a neurodiversity consultancy basis. This means that you’ll have us on hand to provide guidance and advice when it comes to challenges surrounding neurodiversity and help to grasp opportunities to enhance inclusion with both hands. We can also provide one-off neurodiversity workshops and training courses, designed to improve awareness of neurodiversity in a way that’s easy to understand and action.
How do your neurodiversity audits differ from general diversity and inclusion audits?
Broader diversity and inclusion reviews look at inclusion across many demographics, but a neurodiversity audit can drill down into specific policies and factors that directly affect neurodivergent employees and candidates.
Our neurodiversity audits provide a targeted, in-depth assessment of how well your organisation supports and includes neurodivergent individuals, going far beyond the scope of general diversity and inclusion reviews. We believe that both reviews are vital to an organisation that wants to not only comply with the Equality Act but also to make their workplace a more inclusive place.
Who carries out the audit?
Our audits are designed and delivered by a neurodivergent team working alongside industry experts.
Our Lead Auditor is Timothy Lang, who has over 10 years’ experience conducting audits for organisations such as HSBC, Roche, and Kantar. He's also presented and debated neurodiversity issues with leading figures, including Professor Simon Baron-Cohen.
Our audit team works to a 52-point audit framework that is continually updated to reflect the latest best practice.
Interested in our Neurodiversity Audit Service?
For more information, or to book an audit with us, call us on 0208 133 6046
or