Harnessing hidden talent: CIPD releases neurodiversity guide

The Chartered Institute of Personnel and Development has today released their Neurodiversity at Work guide for HR professionals and leaders, in association with Uptimize. The CIPD’s support of neurodiversity represents a milestone in the acceptance of ‘difference of thought’ as a mainstream business concept in the UK, and a growing realisation that conditions such as autism and dyslexia bring a critical advantage to the workplace in the form of visual processing and strong problem-solving skills.

The 48-page report includes a glossary of neurodiverse conditions, advice for managers on getting the best from neurodivergent staff, and case studies of organisations running neurodiversity recruitment and development programmes. It is available as a PDF download from the CIPD website.

We would like to extend our thanks to the CIPD and Uptimize for inviting the NPAA to contribute to the guide, and for including us as a case study.

PRESS RELEASE: Statement on Avon & Somerset Constabulary and ‘Max’ incident

Bristol, UK: The National Police Autism Association (NPAA) is aware of the outcome of an investigation by the Independent Police Complaints Commission (now the Independent Office for Police Conduct) into the interaction between Avon & Somerset Constabulary and an adult male referred to as ‘Max’ (name changed to protect his identity) in 2015, in which a Taser electroshock weapon was discharged. Max has an autism spectrum condition and an associated learning disability.

The NPAA maintains that force should only be used by police against vulnerable adults and children as an absolute last resort. However, we recognise that in some situations, use of force may be necessary to protect members of public, officers and the individual themselves. In this particular case, an officer made a rapid decision to deploy Taser based on Max’s age, physical profile and behaviour – this use of force was found to be proportionate following an investigation by the IPCC.

Having autism is not an excuse for criminal or anti-social behaviour, and we recognise that police officers are often asked to make very quick decisions in difficult circumstances. However The NPAA has always advocated that autistic people are vulnerable, and should be treated as such by the police and criminal justice agencies regardless of their age, circumstances or station in life.

Current estimates suggest that there may be up to a million adults and children on the autism spectrum in the UK. That means that almost every frontline police officer in the country will come into contact with someone with autism at some point in their career. We are pleased that Avon & Somerset Constabulary are making improvements to the way in which autistic people are dealt with, and we will continue to work with the Force to implement changes to reflect this.

The NPAA works with all UK police forces to design and deliver training for frontline officers in how to recognise the patterns of behaviour and traits that come with autism, and we continue to support those within the law enforcement community whose lives are touched by it.

About us: The NPAA is an independent body supporting UK police officers, staff and volunteers who are affected by autism spectrum condition (ASC), Asperger syndrome, and other neurodiverse conditions such as dyslexia, dyspraxia, ADHD and depression – either personally or as carers for family members. We welcome all police personnel with a personal or professional interest in these conditions.

Blue Badge scheme: eligibility consultation for non-visible disabilities

The Government has recently announced a consultation exercise on eligibility for the Blue Badge disabled parking concession scheme. Blue Badge holders are entitled to use disabled parking spaces, which allow easy access to shopping and other vital facilities and can make it possible for a disabled driver to lead an independent life.

Although the scheme is commonly associated with physical disabilities requiring the use of mobility aids, people with non-visible disabilities such as autism and dementia are also eligible to apply, providing they can show that their condition limits their mobility (for example, difficulty with crowded parking facilities). However, the Government has identified that guidelines around ‘non-physical’ eligibility are not applied consistently by local authorities, with some disabled people being unable to join the scheme despite their condition making it difficult for them to use a car. The Department of Transport, which administers the Blue Badge scheme, hopes to implement revised guidelines that should make badges available for those who need them most, regardless of the nature of their disability.

To give your views on the new guidelines, either as an individual or on behalf of an organisation, visit the Blue Badge consultation webpage. The consultation was launched on the 21st January 2018 and runs until the 18th March.