Support process for staff
At Imperial, we focus on having initial screenings for staff who feel they may be Neurodivergent but have never been diagnosed and feel there may be challenges that are affecting them at work. Screenings only indicate the likelihood of Neurodivergence. We then offer staff the chance to have a Work Needs Assessment (WNA). This assessment involves both staff and their line managers to understand potential recommendations to support them in their role.
The cost of initial screenings and WNAs are met by the EDI Centre. Any workplace adjustments costs, including coping strategy coaching, should be met by the staff member's department, unless otherwise agreed.
Staff should complete our initial booking form. Staff will then be contacted by our Dyslexia specialist, from Right Resources Ltd, and invited to complete a short questionnaire. This allows for the screening tool to be tailored to each individual's needs.
The staff member will also need to complete the DO-IT profiler, which helps assess if they may have Dyslexia or other co-occurrent Neurodivergent differences. The profiler will include tailored modules based on completed questionnaire. The profiler is designed to offer an indication of both strengths and weaknesses and may be used as a point of reference if additional support is identified. It should take around an hour to complete.
To get their results report, staff are required to email the external specialist to arrange and schedule a phone or Microsoft Teams call where they will go through the results together. The report will then be shared with the staff member via email.
Workplace Needs Assessments (WNAs)
Following an initial screening, or if there already is a diagnosis, a staff member may wish to book a Work Needs Assessment (WNA). An assessment can help if staff are experiencing challenges with their work tasks and believe these difficulties may be associated with their Neurodivergence.
1 - Meeting with a qualified assessor
At a WNA meeting, the assessor will discuss with the staff member the challenges they are experiencing with work tasks. Prior to the meeting, the assessor will gather work-related information such as a copy of the job description. The assessor may also have a brief discussion with the line manager to gain their perspective.
The WNA meeting is usually followed by a short meeting between the assessor and the individual’s line manager. This is to help the line manager understand Neurodivergence and workplace adjustments, and the assessor can answer any questions the line manager may have. The line manager should come equipped to take their own notes and list any actions they may need to take. Positive outcomes are more likely to be achieved when the individual and line manager liaise fully throughout the WNA process.
2 - The WNA report
The WNA report outlines recommendations, commonly referred to as workplace adjustments, which the assessor believes could help the individual in coping more effectively with their work tasks. Examples of recommendations include: specialist equipment, training on the use of this equipment, one-to-one strategy coaching and general awareness training for colleagues.
The line manager should take responsibility for implementing any workplace adjustments recommended by a WNA report.
Coping strategy coaching sessions can be accessed through our booking form. This coaching is designed to support an individual to develop more effective strategies to use in the day-to-day handling of their work tasks. Sessions are tailored to an individual’s specific needs, based on their WNA's report.