Neurodiversity Workplace Needs Assessment: Unlocking Neurodivergent Potential with Salusphere Global

What is a Neurodiversity Workplace Needs Assessment?

A Workplace Needs Assessment (WNA) is a focused evaluation designed to identify the specific
reasonable adjustments necessary for a neurodivergent employee to perform
effectively in their role. Crucially, the process concentrates on the individual’s NEEDS rather than a medical diagnosis.

Our Certified Expertise

Our assessments are conducted by Certified Neurodiversity Workplace Needs (NWN) Assessors.
Every Salusphere Global certified neurodiversity assessor holds an accredited OCN Level 4
qualification in this specialty, ensuring they bring a blend of regulated training and practical expertise
to every case. This expertise allows us to provide practical, evidence-based recommendations for
reasonable adjustments for neurodivergent employees in the workplace.

How Our Neurodiversity Workplace Needs Assessment Works

Our 3-Step Assessment Process

The neurodiversity workplace needs assessment is a confidential, person-centred journey
designed to be efficient and effective for both the employee and the organisation.

1. Information Gathering
   The process begins with pre-meeting questionnaires completed by both the employee and their manager.
   This provides us with a foundational understanding of the role, existing challenges, and current coping strategies.
2. Individual and Manager Meeting
   Our certified assessor holds a confidential discussion
   with the employee to explore their workplace experiences and barriers in detail.
   A separate, focused conversation is held with the line manager to understand the organisational context and objectives.
3. Report Delivery
   Following the assessment, you receive a detailed, practical report.
   This report outlines bespoke, recommended
   reasonable adjustments
   across four key areas:
   
   • Technology:
     Assistive software, specialised equipment, or digital tools.
   • Work Schedule:
     Flexible hours or structured break patterns.
   • Environment:
     Quiet workspaces, lighting adjustments, or other sensory accommodations.
   • Support:
     Strategy coaching, mentoring, or clear communication protocols.

What You Get — Report, Recommendations & Outcomes

Following the assessment, you receive a comprehensive written report tailored to the individual and the organisation. This is not a generic template. It provides clear, proportionate and practical recommendations designed to remove identified workplace barriers.

The report typically includes:

• A summary of the employee’s role and key workplace challenges

• Identification of environmental, communication or process barriers

• Specific, reasonable workplace adjustments

• Practical implementation guidance for managers

• Suggested review points to monitor effectiveness

The focus is always on outcomes. By implementing the recommended adjustments, employers typically see improved performance, increased engagement, reduced absence, and stronger retention. Most adjustments are low-cost and straightforward to implement, yet can have a significant impact on productivity and wellbeing.

Our aim is simple: enable the individual to perform at their best while ensuring the organisation remains compliant and confident in its approach.

Who Benefits from This Assessment

A Neurodiversity Workplace Needs Assessment benefits both the employee and the employer.

For employees, it provides clarity, validation and structured support that enables them to work in a way that aligns with how they process information, manage workload and interact within the workplace.

For employers, HR teams and line managers, the assessment provides:

• Clear guidance on reasonable adjustments

• Confidence in meeting legal obligations under equality legislation

• A structured approach to inclusion

• Reduced risk of grievance, conflict or performance management issues

• Stronger employee engagement and retention

This assessment is particularly valuable for SMEs that may not have in-house occupational health expertise but want to build an inclusive, legally sound and high-performing workplace culture.