Composite I (covering Motions 57, 58, 59 & 60)
Neurodiversity in the Workplace
“That this Congress notes that:
- more than 15% of people in the UK are estimated to be neurodivergent;
- Scotland has a disability employment gap of 31.9%;
- many of our neurodivergent members face unacceptable barriers in accessing support and healthcare, including years-long waiting times for diagnostic assessments;
- the NHS in Scotland has robust workplace policies underpinned by the principles of equality and diversity which should ensure that staff members with protected characteristics are treated fairly and with respect; and
- that Neurodivergent people, including young people with, for example, autism, ADHD, dyslexia, and other neurodevelopmental conditions, face significant barriers to gaining work experience and employment opportunities.
?“Congress believes that:
- our neurodivergent members deserve to be treated fairly at work, regardless of whether employers believe they have a “superpower” that can be exploited for profit;
- we need inclusive training for staff in the NHS in Scotland to improve the understanding of neurodiversity;
- neurodivergent workers bring benefits to the workplace and society across Scotland including, but not limited to, a divergence of thought and vision;
- many neurodivergent workers still face unnecessary challenges in workplaces across Scotland;
- discrimination, stigma and bias associated with neurodivergence may cause increased stress, contributing to ill mental health; and
- in Scotland, thousands of potentially autistic people are waiting up to 4 and a half years to start the diagnostic process.
“Congress instructs the STUC to:
- lobby the Scottish Government on its plans to introduce a Bill championing the rights of people with learning disabilities, autism, and other neurodivergent conditions;
- campaign against bullying, harassment, and discrimination of neurodivergent workers;
- campaign for employers to introduce reasonable adjustment passports and significantly improve manager training;
- support further investment in healthcare and trade union education that supports and widens acceptance of neurodivergent individuals in the NHS and wider workforce;
- campaign for neurodiversity awareness training for all NHS Scotland staff to be included in their EDI mandatory training;
- work with affiliates to create and promote opportunities for people with neurodiversity challenges, including some specifically tailored for young people;
- advocate for the establishment of work experience and internship programmes focused on the needs of neurodivergent people, including young people, offering them practical experience and skill development;
- promote the introduction of mentorship schemes where neurodivergent young people can receive guidance and support from experienced colleagues;
- encourage employers to adopt inclusive recruitment practices that consider the unique challenges faced by neurodivergent individuals, ensuring fair and equal opportunities for all;
- facilitate the development and sharing of resources around neurodivergence between trade unions and employers within Scotland;
- campaign for employers to train managers to better understand the nuances of neurodiversity and to recognise that small reasonable adjustments can be made, similar to visible disabilities; to make job adverts more appealing, hiring processes easier, and to allow employees to flourish in the workplace who are not ‘neurotypical’; and
- provide guidance and learning resources to reps on disability and reasonable adjustments in relation to mental health.
Mover: Public and Commercial Services Union
Seconder: Royal College of Midwives
Supporters: Aegis the Union
STUC Disabled Workers’ Conference
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