REWARD
Thinking differently: neurodiversity at work
The CIPP recently held a roundtable discussion to explore ‘neurodiversity in the payroll profession’. Kavitha Sivasubramaniam ACIPP, CIPP freelance editor, shares insights from the event and highlights how attitudes are changing
come to expect at university and later in the workplace. There was general consensus that change has also been brought about by the internet, which has thrown many issues into the public domain that may otherwise have gone under the radar. More organisations are now offering support for neurodivergent people and more workforces are demanding it, according to the experts. A cultural shift has also led to younger generations entering the workforce feeling more empowered and driving change. They are generally less afraid of being labelled than previous generations may have been, perceiving having a label as a positive development that will help them gain support, rather than something that will hinder their career progression. The pandemic helped drive this shift as it also brought many mental health issues and conditions to the fore, encouraging people to speak up about their workplace requirements and accelerating the demand for diversity, equity and inclusion (DEI) policies and provisions. In short, change has been brought
Kavitha Sivasubramaniam ACIPP, CIPP freelance editor (chair) Brian Sparling ChFCIPPdip, non-executive director, CIPP Briony Williamson , head of diversity, equity and inclusion, Enable Works Cybil Watkins MCIPP MBCS , product legislation manager, Zellis Helen Seale, partner, WH People Linda Burt MCIPP , senior manager, payroll operations EMEA, Remote.com Sam Jones MCIPPdip, payroll advisory team leader, CIPP Susan Ball , tax partner, RSM UK
A s neurodiversity slowly climbs up the human resources (HR) agenda at many workplaces and demand grows for employer support in this area, the CIPP invited experts from the payroll world to debate how the profession is responding to this shift. Delegates round the table included a mix of in-house and outsourced payroll service providers, who considered: l the current landscape l practical support l communication l the future of work. Attendees at the event shared their personal experiences, as well as those of family members, friends and colleagues, as they explored how employers are
adapting attitudes and policies to the needs of neurodivergent workers.
The current landscape The number of people being diagnosed with neurodiverse conditions has been increasing steadily, with around one in five employees now estimated to have some type of neuro variation. Roundtable delegates agreed that awareness of neurodiversity in workplaces has evolved over the years, partly attributing developments in this area to changes that are taking place in education. Many adjustments are already being made for those who need them in primary and secondary schools, which neurodivergent individuals then
| Professional in Payroll, Pensions and Reward | February 2025 | Issue 107 32
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