As a member of the BDA, you are part of a union that understands the unique pressures of the dietetic profession. If you are a neurodivergent professional, the BDA is here to ensure you receive the legal protections and support you deserve under the Equality Act 2010.
Understanding your rights
Neurodiversity describes the natural differences in how people's brains behave and process information. This includes conditions such as ADHD, Autism, Dyslexia, and Dyspraxia.
- Legal protection: Being neurodivergent often amounts to a disability under the Equality Act 2010 if it has a "substantial and long-term adverse effect" on your ability to carry out normal day-to-day activities.
- The "No Diagnosis" rule: Under ACAS guidance, you do not need a formal medical diagnosis to be protected or to receive reasonable adjustments. Your employer should offer support based on the challenges you face, regardless of whether you have a "label".
Acas - Neurodiversity at Work: This video provides a brief overview of how simple workplace adjustments can help neurodivergent employees succeed and contribute their unique talents to an organisation. - Performance and conduct: Employers must not discriminate when dealing with performance issues. Before starting formal capability procedures, they must ensure they have provided all "reasonable" support to help you succeed.
2. Examples of adjustments for Neurodivergent Dietitians
Adjustments should be tailored to your specific role and strengths. Common examples include:
Managing concentration and sensory input:
- Use of noise-cancelling headphones or earplugs to remove external sensory noises in busy clinical offices.
- Access to a quiet, private workspace for admin-heavy tasks or "time out" periods.
- Computer screen filters or adjusted background colours to reduce glare and improve readability.
Communication and documentation:
- Requesting verbal instructions to be backed up in writing (or vice versa).
- Using speech-to-text software (e.g., Dragon) for clinical notes or patient reports.
- Extra time to process lengthy patient data or complex information.
Organisation and time management:
- Regular 10-minute "check-ins" with your manager to prioritise tasks.
- Breaking down multi-step instructions into clear, single steps.
- Visual planners or digital alerts to highlight deadlines and clinical appointments.
3. How to request adjustments: Step-by-Step
- Preparation: Identify specific barriers. Focus on the impact of your neurodivergence (e.g., "I find it difficult to filter out background noise when writing TPN prescriptions") rather than just the condition itself.
- The formal request: Put your request in writing to your manager. Explicitly state you are requesting "reasonable adjustments" under the Equality Act 2010.
- Meeting: You have the right to be accompanied by a BDA Trade Union Rep to any meeting regarding your adjustments. To find out if you have a local rep, contact us here via the form. Give the Trade Union team plenty of notice, if possible, so we can assign you an officer if a local rep isn't available.
- Expert input: Suggest a referral to Occupational Health (OH) or apply for the government's Access to Work scheme, which can provide grants for specialist equipment or software.
4. If your request is refused
An employer can only refuse an adjustment if they can prove it is "unreasonable" (e.g., due to high cost or clinical safety risks).
- Get it in writing: If refused, ask for the specific reasons in writing.
- Contact us: Reach out to your local BDA rep or the Employment Relations Team immediately. Failure to make reasonable adjustments is a form of disability discrimination.