A Guide to Neuro-inclusive Apprenticeships
Many neurodivergent individuals frequently demonstrate unique skills and talents that surpass those of their neurotypical peers. Some notable examples include:
Verbal and presentation skills
Problem solving and non-linear thinking
Creativity and innovation
Empathy and listening skills
Multitasking and hyperfocus
Pattern recognition and attention to detail
Many neurodivergent individuals often leverage these strengths and apply them in practical learning pathways, such as apprenticeships. Research shows that neurodivergent individuals often opt for apprenticeship programmes to support their development due to the characteristics and structure of these programmes, such as the requirement for diverse thinking skills, and the industries they often cater to, e.g. engineering and technology.
For example, the Government Communications Headquarters (GCHQ) reports that their apprentices are "three to four times more likely to be dyslexic compared to the national average." Additionally, Professor Amanda Kirby has indicated that neurodivergent individuals make up approximately 1 in 5 of apprentices, which is significantly higher than the estimated prevalence of 1 in 7 in the general workforce.
If your organisation is currently recruiting or looking to recruit apprentices, it is likely that you have an above-average number of neurodivergent candidates in your talent pool. However, data from the most recent National Achievement Rates Table for 2021 indicates that apprentices with learning differences have a slightly lower retention rate (63%) compared to their neurotypical peers (66%). These learners also tend to achieve slightly lower average success rates (61.7%) compared to learners without specific learning needs (64.6%), suggesting that neurodivergent apprentices may not be receiving adequate support to maximise their talents and skills.
There are multiple approaches that organisations can employ to create neuro-inclusive opportunities and enhance the overall experience of apprentices, such as:
Promoting Psychological Safety
Advocate how you value neurodivergent individuals both internally and externally, sharing lived experience and success stories. According to a survey conducted by Monster, 83% of Gen Z candidates consider a company's dedication to diversity and inclusion when deciding on potential employers. Consequently, it is crucial to convey this message effectively through your website and social media platforms.
Making Recruitment Processes Neuro-inclusive
Ensure that your processes do not create obstacles, such as unclear job advertisements, extensive application forms, or assessment centre tasks that are challenging to interpret. Instead, it is recommended to provide clear instructions about the process, accommodate adjustments as necessary, and be mindful of unconscious biases. For instance, avoid penalising candidates for minimal eye contact unless it is a crucial requirement for the job.
Using Inclusive Designs
Designing with inclusion in mind is highly advantageous in various aspects of the workplace. This could encompass training manuals, slide decks, systems, and work processes. One noteworthy approach is to design written content in alignment with neuro-inclusive formatting or web content accessibility guidelines. This guarantees that the material can be accessed by a wide range of individuals, including apprentices who may encounter challenges with reading or concentration.
Supporting Conversations
Promoting early dialogue concerning support can effectively minimise potential challenges related to confidence and well-being. An effective strategy involves engaging in conversations with all apprentices to explore their preferred learning methods and modes of communication, as well as any obstacles they believe might impede their progress. This approach emphasises individual strengths and highlights challenges and effective coping strategies, rather than relying on general labels such as dyslexia, ADHD or autism.
Making Reasonable Adjustments
Under The Equality Act (2010) in the UK, employers have a legal obligation to make reasonable adjustments to prevent any disadvantage faced by individuals with protected characteristics. This includes neurodiversity, which is considered a hidden disability. Reasonable adjustments can involve changes to the work environment, work processes, and the provision of assistive technologies, among other things. These adjustments should be tailored to each individual, taking into consideration their specific needs and job role. It is not sufficient to offer the same adjustment to all individuals and hope it will be effective. It is also recommended to formally document the adjustments and review them regularly to ensure their effectiveness. As individuals progress in their roles and take on greater responsibilities, different or additional accommodations may be necessary.
Offering Assessments
Some individuals have a clear understanding of what support and adjustments work best for them. They may have utilised specific assistive software in their educational experience to enhance their writing efficiency, or they may have discovered that they retain information better through discussion rather than reading. However many individuals do not know what support is available, or what could benefit them.
Accessing specialist assessments though a provider such as Lexxic can provide support and guidance to both the apprentice and the employer about how best to harness talents and strengths within the apprenticeship. There are a variety of different assessments, so before deciding which one(s) could be most beneficial, it is important to consider the reasons for seeking assessment.
The two types of assessments we see most often in cohorts of apprentices are Workplace Needs Assessments and Diagnostic Assessments. A Workplace Needs Assessment examines the responsibilities and tasks of a job to identify personalised recommendations for reasonable adjustments. In the case of apprentices who are taking formal exams, the examining board also often requires a Diagnostic Assessment Report as evidence for granting access arrangements.
To find out more about creating neuro-inclusive workplaces, get in touch with our team today.
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