Navigating ADHD and Neurodiversity Discrimination in the Workplace
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- Опубликовано: 25 июл 2024
- Disclaimer: The webinar looks different from usual at 02:06 due to Nat having technical difficulties with Camtasia when recording this webinar.
Recording date: 23rd May 2024
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About this event
Join Exceptional Individuals for an eye-opening webinar, "Navigating ADHD Discrimination in the Workplace." This session will delve into the real challenges faced by employees with Attention Deficit Hyperactivity Disorder (ADHD) in professional settings and how these issues have been addressed in employment tribunals.
Ideal for ADHD individuals, employers, HR professionals, and advocates, this webinar aims to shed light on the complexities of workplace discrimination against those with ADHD. We will explore scenarios where ADHD-related misunderstandings and mistakes could lead to workplace conflicts and the potential repercussions for businesses.
Chapters
00:00 - Introduction
00:52 - About this webinar
01:02 - About Nat Hawley and the rest of the EI team
01:21 - ADHD Discrimination/ADHD Diagram
02:47 - How many people are thought to have ADHD?
04:26 - Are certain groups more likely to have ADHD?
07:48 - Can you stop having ADHD?
09:14 - What statements about ADHD are true?
12:12 - Equality Act 2010
15:57 - Employee discrimination: Have you ever felt discriminated against?
16:53 - Reasonable Adjustments
20:30 - What adjustment is reasonable?
23:02 - Jaguar Land Rover Tribunal Case
26:03 - What do you think an employer's duty to reasonable adjustments should be?
27:11 - What if my ADHD isn't 'severe' enough to be a disability?
29:02 - Ms.Natasha Saini vs. Community Infosource
31:08 - Key Points
36:46 - What are challenges for employees with ADHD?
37:35 - Case Examples of ADHD Discrimination/Hammersmith & Fulham
40:59 - Should duties be withheld because employees have ADHD?
41:22 - Tips for employers who manage ADHD employees
42:25 - Top Tips
43:41 - Online Neurodiversity Tests
43:59 - Questions, statements, our next webinar and closing remarks
44:36 - End screen
Our other neurodiversity discrimination webinars
Dyslexia: • Autism, Employment and...
Autism: • Autism, Employment and...
Some of our other webinars
ADD History: • The Evolving Neurodive...
Know Your Rights: The Equality Act 2010: • Know Your Neurodiverge...
Access to Work: • How Do I Access the 'A...
Online neurodiversity tests (Note: These are not intended to diagnose neurodiversity): exceptionalindividuals.com/ca...
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Music: Feelin Good Kevin MacLeod (incompetech.com)
Licensed under Creative Commons: By Attribution 3.0 License
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White textured paper background image in the end screen by kues 1: www.freepik.com/free-photo/wh...
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I wonder about companies who point out and document ND traits (where a person hasn’t shared a diagnosis) then use those traits against someone instead of supporting them. So the company clearly recognises someone is struggling in a certain area but they may not know that the particular trait is part of an ND condition.
For example refusing a promotion and stating that it is because the person isn’t good at networking, small talk or eye contact.
I work in the public sector and if a promotion becomes available then you would have to interview for it, not just refused due to bad work. Sometimes you actually get shortlisted automatically for an interview if you disclose your condition on the application. It is sometimes just a case of being able to answer interview questions well, as the questions are usually marked out of 5 and the candidate who scores the most gets the role. This can be hard for people who find it hard to think quickly on the spot, and with communication difficulties but it helps to prepare beforehand.
@harrietwindebank6051 This is a critical issue you've highlighted. It's concerning when companies identify neurodivergent traits yet fail to support the individuals exhibiting them. Recognising these traits without understanding or accommodating the underlying neurodivergent conditions can lead to unfair treatment and missed opportunities. It's crucial for organizations to foster an inclusive environment by educating themselves about neurodiversity and providing the necessary support and accommodations. Addressing these biases not only benefits the individuals affected but also enriches the workplace as a whole. Thank you for bringing this important topic to light.
@Bellabambina123 Thank you for sharing your insights from the public sector. It's encouraging to hear that disclosing a condition can lead to automatic shortlisting for interviews, which is a positive step towards inclusivity. However, the challenge of performing well in interviews, especially for those with communication difficulties or who struggle with quick thinking, is a significant barrier. Preparing beforehand is excellent advice. Additionally, advocating for interview accommodations, like extra time or alternative formats, can also make a big difference. It's important that the process continues to evolve to support all candidates fairly.
why does RUclips label your video as “altered or synthetic content”?
Hmm.. I have just researched it and it says
"Altered or synthetic content can include content that is fully or partially altered or created using any audio, video, image creation or editing tools. Realistic content and meaningful changes require disclosure, while unrealistic or minor edits don't."
Hope this does not affect people finding us
Because we're all androids, here, you didn't know? Jk
we can work independently & be more sucessful than people without ADHD 😂
@ay-tj7pj Absolutely, many individuals with ADHD excel independently and achieve great success. Embracing unique strengths can lead to remarkable outcomes. :)