.png "Partnering with Orchardville to Support Neurodiversity in the Workplace")
.png "Partnering with Orchardville to Support Neurodiversity in the Workplace")
Introduction
During Neurodiversity Week, we’re proud to highlight a key step in building a more inclusive workplace.
We’re excited to partner with Orchardville, a charity and social enterprise, to provide specialised training that will equip our workforce with the knowledge and skills to support neurodiversity. Orchardville supports individuals with learning disabilities and/or autism across Belfast and surrounding areas, helping them unlock their potential in the workplace.
Building on our Silver Diversity Mark, we’re focused on enhancing our understanding of neurodiversity. With Orchardville’s guidance, we’re introducing training that will offer valuable insights and practical tools to create a more inclusive and supportive environment for neurodiverse colleagues.
Hear from Louise Macrory, Employment Manager at Orchardville as she shares why providing dedicated programmes and services is so important in supporting Neurodiverse individuals:
Can you tell us a bit about Orchardville and the key services you provide to support neurodiverse individuals?
Orchardville provides two key services designed to help neurodiverse individuals find and maintain employment: SkillSET and Workable NI.
SkillSET: Helping You Find Work is funded by the UK Government and supports people with disabilities or health conditions in their journey to employment. The program offers training, vocational skills, life skills, work experience, mentoring, and on-the-job training. It is open to individuals aged 16+ who are neurodiverse and require employment support.
Workable NI: Helping You Stay in Work is funded by the Department for Communities and assists neurodiverse employees who are facing challenges at work, returning after a period of absence, or seeking career progression. The service provides personalised support plans, disability awareness training for employers, and guidance on workplace adjustments. It is open to individuals aged 16+ who are employed for 10 or more hours per week and have a disability or health condition.
For more information visit https://www.orchardville.com/programmes/project-skillset/
What are some common challenges neurodiverse individuals face when seeking employment?
Neurodiverse individuals often face significant barriers and challenges to employment. According to the Buckland Review of Autism, only 3 in 10 autistic adults are in work, compared to 5 in 10 disabled people and 8 in 10 non-disabled people. Challenges can arise throughout the employment journey — from educational setbacks and difficulty navigating applications to struggles with onboarding and workplace adjustments. Sensory sensitivities, communication challenges, and unsupportive employers can further hinder success. However, many of these obstacles can be overcome with simple adjustments and creating better opportunities for neurodiverse individuals to thrive in the workplace.
How does Orchardville help bridge the gap between employers and neurodiverse job seekers?
Orchardville employment officers act as intermediaries, advocating for employees while also supporting employers. Our goal is to ensure both parties' needs are met and to resolve any challenges that may arise. A key part of our role is identifying reasonable workplace adjustments — often simple changes that can help individuals thrive.
We provide neurodiversity training for employers, as even a small amount of understanding can have a big impact. For individuals who need extra time or a different learning approach, we provide additional training support. If communication challenges occur, we can step in to help resolve issues before they escalate.
Why is it important for businesses to provide training for their employees on supporting neurodiverse colleagues?
Neurodiversity training helps teams understand what neurodiversity is — and isn’t — while highlighting the challenges neurodiverse individuals may face. For those with little experience, training sessions can be eye-opening, fostering empathy and understanding.
By investing in training, businesses can access a wider talent pool, embrace diverse ideas, and improve inclusivity. Companies that prioritise DE&I practices are often better respected and may gain new business through initiatives like Social Value clauses.
What practical advice would you give to teams to create a more inclusive environment for neurodiverse employees?
• As one participant said, "just let us be ourselves." Normalise and celebrate difference and different minds.
• Take time to learn about the individual — how they work best and how their neurodiversity affects them. Most people are happy to talk about it and would prefer you ask rather than assume.
• Ensure reasonable adjustments are in place from day one and remain in place even if staff change. These adjustments can be key to helping neurodiverse employees thrive.
• Show your neurodiverse credentials — through Employment Resource Groups, case studies for your website, or celebrating Neurodiversity Week. Seeing representation can encourage neurodiverse job seekers to apply and help existing employees feel comfortable disclosing their condition or becoming a mentor.
• Proactively welcome diverse applicants and review recruitment and onboarding processes. For example, consider if a skills test could replace GCSE maths as a better way to assess job suitability.
• Consider structuring roles to play to individual strengths. For example, if one team member prefers organising while another excels at customer interaction, adjusting tasks accordingly can improve both performance and job satisfaction.
What role does mentoring play in helping neurodiverse individuals develop their skills and confidence in the workplace?
Mentoring plays a huge role. Whether that’s from a supported employment professional or from a designated person within the company, having a helpful and understanding ear can help sort out difficulties before they become an issue.
Peer mentoring can be highly beneficial. Neurodiverse individuals can gain valuable insights from being mentored by someone who is also neurodiverse and further along in their career.
How can employees at all levels become better allies to their neurodiverse colleagues?
• Educate yourself about neurodiversity and take time to understand your colleagues as individuals.
• Foster an inclusive culture that values and respects diversity.
• Ensure workplace policies support varied needs, such as quiet spaces, flexible hours, or assistive tools like noise-cancelling headphones. Use clear, direct communication and adapt where needed — written agendas or visual aids can help.
• Be patient and flexible, recognise that neurodiverse colleagues may process information or respond differently. Allow flexibility in how tasks are completed to help employees perform at their best.
• Avoid assumptions based on stereotypes — every neurodiverse person is unique. Speak out against discrimination, exclusion, or bullying to help create a positive and supportive environment.
We are committed to creating a more inclusive workplace by equipping employees with the knowledge and skills to support their neurodiverse colleagues. Our training will enhance understanding of neurodiversity and strengthen our mentoring programme, ensuring mentors feel confident in offering tailored guidance.
Looking ahead, we plan to establish an employee resource group to champion neurodiversity, provide ongoing support, and help embed these important topics within our organisation. Through these efforts, we remain dedicated to driving meaningful progress in our diversity and inclusion journey.
Jo Flint, our Chief Operating Officer, shares her insights on our new partnership with Orchardville:
"Partnering with Orchardville is a natural fit for us. We believe in building inclusive workplaces where everyone can contribute and grow. Their work supporting individuals with learning disabilities and autism aligns with our commitment to valuing diverse ways of thinking and working. We’re dedicated to fostering a culture where all perspectives are recognised and celebrated."
Hear from Lydia Lynas, Orchardville’s Director of Employment & Community Inclusion, as she shares her insights on the impact of their neurodiversity programmes and the value of their partnership with us:
‘’Orchardville is delighted to partner with Alchemy in supporting their new initiatives for neurodiverse employees. With over 25 years of experience helping neurodiverse individuals secure and maintain employment through the Workable NI programme, we are working closely with Alchemy to tailor a training programme to meet their needs. The training, focused on raising awareness and educating employees about neurodiverse conditions and workplace support, will be finalised in early April and begin shortly after. We are excited about this opportunity and look forward to supporting Alchemy’s team as we roll out the programme throughout 2025.’