Received from: HCSA
This Congress notes the evolving nature of employment issues and the trade union movement’s ability to respond. Neurodiversity is a growing area of focus as it is recognised that neurodiverse characteristics have an impact on relationships and behaviour in the workplace.
There is an increase in the number of people recognised to have neurodiversity, due in part to improved awareness, in adults as well as in children. Neurodiversity is a label that formalises the recognition that we all think and act differently, which also means that we have a variety of strengths that can be embraced in the workplace.
Congress notes that employers are only just starting to recognise and accommodate neurodiversity. Inclusive adjustments and considerations are still in their infancy, and the extent and pace of it simply is not good enough. Policies are more likely to be drafted by neurotypical people with no input from neurodiverse workers.
Improved understanding of people with neurodiversity will enhance the working environment and make being at work more enjoyable and productive for all workers.
Congress calls on the General Council to lobby the government to ensure that public sector employers include neurodiverse employees in the design and composition of employment policies, and to test the neurodiverse friendliness of policies with the help of leading neurodiversity organisations before implementation.
Hospital Consultants and Specialists Association
AMENDMENT
In the third paragraph, delete “public sector” and replace with “all”.
Add a new paragraph at the end to read: “Congress also calls on the TUC to launch a positive campaign:
i. celebrating neurodiversity
ii. raising awareness of workplace rights available to members who are neurodivergent and
iii. signposting to support organisations for information and advice on rights outside the workplace.”
Union of Shop, Distributive and Allied Workers