REWARD
and physically, alongside their home and working life. Despite all this, the satisfaction, and sense of achievement they’ll gain from completing the course, will overshadow any challenges they experienced. Even more so if, like me, they’ve only previously had a limited amount of school qualifications. Considerations Here are some key considerations for employers of individuals considering embarking on qualifications and / or training, who may be classed as being neurodivergent. Look at individual ways of learning Prior to study, you should ensure the training / qualification provider is aware of any challenges the learner may face, so they can give the appropriate support. The same is true of the tutor they’re allocated, to ensure they can adapt their teaching methods accordingly. If the learner has a condition which is formally recognised, they may also be able to access extra help, which may mean extensions on deadlines or additional help in exams.
The employer should also discuss the ways the employee learns best, so whether they’d prefer to be taught using lots of working examples or whether they like receiving lots of handouts and information to read through. This can be fed back to the training / qualification provider. The employee should also consider if they’d be more suited to short courses, spanning a 6-12 month period, or if they could cope with a longer one-to-three year course. Both are available for payroll qualifications. Personally, I couldn’t do the three-year course, so I took five separate courses, lasting six months each. Find a course to match their needs The potential learner and their employer should assess what taking the course will achieve, comparing that to the number of months / years they’ll need to dedicate to studying. Consideration should be given to how the course / qualification will be delivered, so whether that’s face- to-face or virtually, and what works best for the employee. You could also discuss any adjustments the employee could request to make
their learning experience as seamless as possible. For example: l having cameras turned off in virtual sessions l being able to take regular breaks l having virtual training transcribed for them.
Offering additional support The employer could offer additional
support to the employee embarking on their learning journey. This could be in the form of paid study leave days or in granting the day after an overwhelming in-person training session off work, to recover and decompress. It could also extend to having a study buddy through work and providing additional mental health support to help them deal with the additional pressures studying can bring. As in all my articles, the message is the same: employers should ask their employees what they need and ensure there’s a continuous open channel of communication. They must recognise that the challenges surrounding training and qualifications will be different for everyone, neurodivergent or not. n
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| Professional in Payroll, Pensions and Reward |
Issue 110 | May 2025
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