Working To Wellbeing has launched a neurodiversity work support programme.
The clinically led and evidence-based work support service is designed to enable individuals to self-manage characteristics of their neurodivergence and remain in or return to work when ready.
Offering a holistic, person-centred approach, the service focuses on physical, cognitive, psychological, emotional, and practical support needs.
Working To Wellbeing also provides health coaching with a strong vocational bias to help people restore their day-to-day functioning and quality of life.
The programme is available to new and existing clients and Working To Wellbeing can support and offer fixed or bespoke solutions to both large companies and SMEs.
It is available to anyone who is neurodivergent and who is struggling at work, with or without an official diagnosis.
Following a referral from an employer or insurer, Working To Wellbeing will carry out an initial assessment to understand the individual’s current challenges and difficulties they are facing at work to understand what support is required and provide recommendations.
Where needed, they can liaise with the individual’s line manager to enable them to provide appropriate support, adaptations, and reasonable adjustments required.
Dr Julie Denning, managing director, chartered health psychologist at Working To Wellbeing and chairwoman of the Vocational Rehabilitation Association, (pictured) said: “People who are neurodivergent can find it challenging to manage in certain work environments which can result in both professional and personal difficulties if not appropriately supported at work.
“Our new neurodiversity work support programme is focussed on enabling individuals to understand and implement effective tools and strategies to increase wellbeing and improve overall functioning and productivity.
“With around one in seven people in the UK considered neurodivergent, it is important that employers understand the implications of a neurodiverse workforce and provide the reasonable adjustments required and upskill line managers to lead neurodivergent teams.
“We liaise with an individual’s employer and occupational health if needed and provide input beyond the first day at work to ensure that they can remain at work for the long term.
“We support line managers to implement return-to-work plans and help them to make reasonable adjustments for their employees.”