We spoke to the Department for Culture, Media & Sport (DCMS) about how they are committed to fulfilling this goal, including the launch of a Workplace Adjustments Hub and methods for supporting neurodiverse employees to excel in their Civil Service careers.
DCMS have launched a new hub to help staff members seek workplace adjustments and enable employees to support their colleagues. Workplace adjustments are changes to work or working practices that help people who experience workplace barriers. Adjustments can range from a physical change to someone’s working environment to changes in communication and working patterns.
DCMS recognised the process for getting a workplace adjustment was not always as straightforward as it should be, and that’s why, following a review, they have created a more streamlined process and set up a new hub with all the information anyone could need.
Examples of what is included are:
- Contact details for a central Workplace Adjustments Manager who manages every case and keeps in regular contact with those who have a workplace adjustment.
- Guidance on how to seek a workplace adjustment passport that staff can take with them across their Civil Service careers.
- Opportunities to sign up to be a buddy if you are an experienced user of a workplace adjustment to share top tips and advice.
DCMS is committed to becoming the most diverse and inclusive government department by 2025. A key element of fulfilling this goal is supporting disabled candidates in their careers at DCMS by providing them with the adjustments they require to thrive. This is in addition to reasonable adjustments, which they prioritise as part of the recruitment process to support applicants to perform at their best.
With it estimated that 1 in 7 people in the UK is neurodivergent, DCMS recognise how integral it is to provide a workplace where neurodiverse individuals feel supported, included, and able to thrive in their roles and perform at their best.
A staff member at DCMS diagnosed with Attention Deficit Hyperactivity Disorder (ADHD) spoke about some of the mechanisms they have put into place to support them in their role:
- Having a flexible working pattern to fit my schedule
DCMS offers hybrid working to all staff and accommodates a range of working patterns including compressed hours and flexible working hours (longer lunch breaks, earlier starts, later finishes – depending on what works best for you and your lifestyle!)
- Using noise-cancelling headphones in the office to avoid distractions
DCMS provides headphones for all staff members. They also have dedicated quiet zones within their offices to accommodate those who prefer to work in silence or need to work quietly to complete a particular piece of work.
- Asking my line manager to send me clear written instructions by email as well as being asked verbally
DCMS is committed to not only supporting neurodivergent staff members but also supporting their line managers and peers to understand neurodiversity and know how to support neurodivergent staff members. The recently launched Workplace Adjustments Hub provides guidance for all line managers on how to request reasonable adjustments. They also have resources to educate staff on what neurodiversity is and how to support it.
Data shows how individuals are more likely to leave their jobs as a result of their neurodiverse conditions not being supported compared to any other reason for leaving a role. With that in mind, DCMS are committed to ensuring neurodiverse candidates feel supported and included so they can have a long and thriving career in the Civil Service. Read more about the benefits of employing neurodiverse candidates here.
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