In recent years, the importance of neurodiversity in the workplace has gained momentum, as organisations recognise the competitive advantage of fostering diverse teams. It is estimated that 1 in 5 people in the UK are neurodivergent, a statistic that holds particular relevance for the legal industry. Despite this substantial talent pool, law firms often overlook the unique contributions neurodivergent individuals can make A 2024 survey of law students highlighted this gap, revealing that many neurodivergent individuals feel unsupported by their firms. In addition to this a 2024 study by the CIPD, found that more than half of neurodivergent employees do not feel adequately supported by their organisations, despite 87% of companies claiming to prioritise neurodiversity.
Neurodiversity in law
The legal sector is experiencing an increasing need for innovation to gain a competitive advantage, and neurodivergent individuals often bring unique problem-solving skills and perspectives. However, barriers persist, with 50% of respondents reporting experiencing discrimination related to their neurotype, and 40% indicated they were denied reasonable adjustments in their workplace (The Law Society, 2023). The traditional approach to hiring and assessment in law is often characterised by a one-size-fits-all method such as psychometric testing and the Law National Aptitude Test, which pose significant challenges at entry levels. These hurdles can lead to a lack of disclosure, decreased retention, and increased burnout, while also preventing law firms from benefiting from innovative thinking and diverse perspectives.
An article on recruiting, managing, and celebrating neurodiverse lawyers, written by the managing director of Legal Futures Associate noted that “modern law requires the unique skills that neurodiverse lawyers can offer”. And also stated that as the legal profession evolves, firms that fail to actively recruit, support, and celebrate neurodiverse lawyers risk falling behind their competitors.
The role of a workplace needs assessment
To address these challenges, we have been working with law firms to help them become neuro-inclusive and not lose the advantage of having neurodivergent employees in their organisation. Law firms have been looking to implement Workplace Needs Assessments, which have proven particularly beneficial for trainees. A Workplace Needs Assessment is carried out by a Thriiver assessor, as a strategic tool designed to identify and address the specific requirements of employees. This assessment does not require a formal diagnosis and provides valuable insights into the challenges faced by neurodivergent individuals and creates tailored support packages to enhance productivity and well-being.
During the assessment, a qualified assessor evaluates various aspects of the employee’s work environment and overall well-being. The assessor will create a clear and concise report that includes:
- Recommendations for support: identifying specific ways to support the employee’s unique needs.
- Practical guidance: providing first-hand advice on how to optimise the workplace, either on-site or remotely.
- Comprehensive solutions: outlining high-quality, cost-effective solutions from Thriiver’s portfolio.
- Access to finding: detailing the support for an employee can help make the approval process for the Access to Work (AtW) grant quicker.
Conclusion
The legal profession is beginning to recognise the importance of neurodiversity, but for neurodivergent employees and trainees to thrive, an inclusive environment must be created. Implementing a Workplace Needs Assessment is a proactive step toward understanding and accommodating the unique challenges these individuals face. By offering targeted support, law firms can not only enhance the success of their trainees but also mitigate the risks of burnout a turnover. Ultimately, embracing neurodiversity is not only just about compliance but is also about cultivating an innovative workforce that can navigate the complexities of modern law.
