18/12/2025
A lot of organisations talk about inclusion, but the real test is what happens when someone asks for support.
Reasonable adjustments can sound like a big, complicated subject. In practice, it is often about making the workplace workable for the person who is already doing the job.
I have sat with people who were exhausted from trying to keep up appearances. Many did not feel safe to say, “I am struggling.” Some feared being labelled as 'difficult'. Some had already tried to ask for help and were met with silence. A few described the aftermath as bullying or being quietly side-lined. That can leave a lasting mark.
There is a business side too.
When processes are unclear, decisions can become inconsistent. That may lead to more absence, more performance concerns, more grievances, and more stress for managers and teams.
And the cost argument often does not hold up.
It can cost less to provide tailored adjustments than the costs commonly associated with losing an established colleague, recruiting, onboarding, and rebuilding confidence and knowledge in a role.
One part that often gets missed is the need for a skilled, structured workplace needs assessment. Tailored adjustments usually work better when someone takes time to understand the job, the environment, and the person’s strengths as well as the barriers. It is not about ticking boxes. It is about making sensible changes that protect wellbeing and improve performance.
For information on how to become a Neurodiversity Workplace Needs (NWN) Assessor, visit www.right-resources.org.uk/contact
