Frequently Asked Questions

Explore the answers to some of our most frequently asked questions.

Navigate your way through the different sections to find the information you need. Simply click on each question to reveal answers and helpful resources. Keep an eye out as we’ll be continually updating our FAQs!

General Neurodiversity FAQs

  • Neurodiversity refers to the different ways a person’s brain processes information.

    We all think and behave differently, and neurodiversity is based on the biological reality that there are a wide range of natural variations in the human brain. Neurodifferences should be recognised and respected just like any other human variation, such as gender, race or sexual orientation.

  • Neurodiversity is commonly used as an ‘umbrella’ term to describe individuals with common neurodifferences including Dyslexia, Dyspraxia (or DCD), Dyscalculia, ADHD and Autism Spectrum Conditions, among others.

  • Neurodivergent is the term used to describe an individual who has a neurodifference - a neurological variation in the way their brain processes information.

  • Around 15-20% of the population are thought to be neurodivergent.

  • Neurodifferences can present in different ways for every individual and across gender. It is also important to note that women are less likely to get diagnosed, or may be diagnosed much later than men, due to women being more likely to ‘mask’ or ‘camouflage’ their neurodivergent traits, and misconceptions around neurodifferences in women.

    This is why it is so important to make environments more accepting and inclusive, and to raise awareness and understanding, so that people can come forward and seek appropriate diagnosis and support.

  • Neurodifference is a term that has evolved within the neurodivergent community as an alternative to terms such as neurological condition or specific learning difficulty, as the language is moving away from 'negative' terminology such as 'condition'.

    It is not equivalent to differently abled. At Lexxic we recognise that individuals have their own preferences in the way they wish to talk about their neurodifference and we do our best to accommodate this where possible.

Neurodiversity Support Services

  • Our team come from a variety of academic and professional backgrounds. As a minimum they have completed an undergraduate degree in a psychological discipline, however many also have postgraduate degrees as well as professional qualifications.

  • A screening assessment will provide an individual with an indication to whether they report tendencies associated with a specific neurodifference, as well as an up-to-date summary of their related strengths and challenges.

    A Lexxic assessor will use an established psychometric tool in order to aid their conclusions. We offer screening assessments for Dyslexia, Dyscalculia, Dyspraxia/DCD, ADHD and Autism Spectrum conditions. We also provide screenings to review Cognitive Functioning to explore acquired challenges.

  • A diagnostic assessment uses objective measures, including psychometric instruments, that can confirm and provide an official diagnosis for a specific neurodifference. Usually, a diagnostic assessment is required for specific adjustments, such as examination adjustments. We offer diagnostic assessments for Dyslexia, Dyscalculia, and Dyspraxia/DCD, ADHD, Autism Spectrum Conditions and Cognitive Functioning.

  • Our Neurodiversity Coaching Centre of Excellence has been designed to support individuals at every stage of their career and throughout their own personal neurodiversity journey.

    Lexxic's coaching is split into two specialisms:

    • Neurodiversity Development Coaching - This is ideal for anyone in leadership or aspiring leadership positions, and provides individuals with support so that they can feel confident in empowering their teams to maximise their potential.

    • Neurodiversity Support Coaching - This coaching is for anyone on their own personal neurodiversity journey. Individuals work with an experienced coach to identify strengths and areas of challenge around neurodivergence.

  • Lexxic's ND Smart Accreditation is the world’s first quality mark on neurodiversity in the workplace, and is based on our ND Smart maturity model, which supports organisations to take co-ordinated action to embed and sustain neuro-inclusion across their whole business, from Recruitment to Talent Management and Communications.

Neuro-inclusion in the Workplace

  • Within the workplace, neuro-inclusion is about acknowledging, proactively supporting and empowering neurodivergent individuals at every point of the employee life cycle; from attraction to the company to separation. Just like inclusivity as a whole, it is about creating a culture where employees can bring their true self to work.

    • Creating an organisation where all minds belong.

    • A whole systems approach: valuing neurodifferences, removing barriers to equal outcomes and creating a sense of belonging and psychological safety (this is important for individuals to feel safe to disclose their neurodifferences).

    • Awareness and education throughout the organisation – and translating this into consistent action.

    • Encouraging leaders to champion neurodiversity, provide a platform for sharing stories, listen to employee experiences, and role model positive practice.

  • Your job is not to try to diagnose or label somebody, and you cannot also force somebody to disclose their neurodifference if they do not wish to. The important part here is not the label that we attach, but rather the support that we can put in place.

    If you notice someone experience challenges, have a conversation with them, in a quiet location, and ask them if there is any support that could help them, as well as echoing your organisation’s support process to accessing adjustments. Ensure to check in regularly, and remind them that you are there to support them if they need it.

  • There is a strong moral and legal case for neuro-inclusion, but there is also a strong business case.

    In a world where the competition for talent is fierce, creating a culture where all employees are understood, valued for their talents and treated equitably can increase talent acquisition, engagement, retention, and loyalty. 

Workplace Needs Assessments

  • A Workplace Needs Assessment (WPA) is an impartial assessment carried out to explore an individual’s current responsibilities at work and any challenges they have within their role.

    Two hours are provided for the assessment, during which the assessor will ask the client open-ended questions about their experience of various work aspects and the impact that any challenges might be having on their role.

    Following the assessment, the assessor will provide a report which details advice for support and adjustments that the individual's employer can put into place to support them in their work. These recommendations can include coaching, training, equipment. assistive technology, and more.

  • Completing a Workplace Needs Assessment (WPA) will provide an employee with a comprehensive report of any current workplace challenges and tailored recommendations of reasonable adjustments that their employer can implement to support them within their role.

    The assessment process and report can help to facilitate open communication between employees and management about workplace needs and the potential improvements which can lead to stronger working relationships, enhanced productivity and improved wellbeing.

  • You do not need to have a prior diagnosis of a neurodifference for reasonable adjustments to be considered and implemented in the workplace. A Workplace Needs Assessment will help to identify the adjustments that can best support you in your current role.

  • The Workplace Needs Assessment is designed to focus on challenges associated with neurodifference. It adopts a holistic approach to offering support that considers the employer's input into the employee's areas of strength and challenge, as well as the potential impact these challenges may have on an individual's wellbeing.

    However, if there is a specific area of concern that falls outside of this remit, an employee may be referred for a more suitable process of action. For example, if an employee requires support for a physical health condition or for mediation services.

  • You can expect to receive your report within approximately 10 to 15 working days of the assessment. You will have already completed a consent form stating whether you would like to receive your report at the same time as your employer or two working days before your employer. Once you have access to your report, it is recommended that you discuss the outcome of the assessment with your manager to review and agree on the next steps.