It is a legal obligation to make reasonable adjustments for candidates meeting the legal definition of disability. Beyond this, accommodating difference ensures that employers can access the best talent when recruiting and is appealing to job seekers.
The onus is on candidates to request adjustments (even if applying within an existing employer it can’t be assumed that needs are known). But the recruitment process can be made more neurodiverse ‘friendly’ and processes to discuss additional adjustments made welcoming and easy. An individual approach to support should be taken whenever possible, there isn’t a checklist that when met ensures all needs are met.
One of the most common concerns members of the peer support service present with is disclosing during recruitment. There is a lot of fear around explaining gaps in employment due to ill health and discussing a health condition or disability. Despite the prevalence of neurodiversity in society, disclosing can still cause difficulties. This needs to change and in nursing, recruitment and retention of neurodiverse staff is essential for safe and effective staffing.