You may be wondering how to justify choosing a Workplace Assessment rather than an Occupational Health Assessment.
The truth is, an Occupational Health Assessment will often not be appropriate for aspergers in the workplace or neurodiversity issues, thus prolonging stress and having a negative effect on overall budgets.
Dr Guest (PhD, BsC, PGCHE) our assessor is autistic and works on a regular basis helping autistic adults understand themselves and therefore get on better at work. She is skilled at being able to truly put herself in other’s shoes and therefore quickly understand where both the employee and employer are coming from.
She has developed a complex but amazing tool to model how an individual thinks and perceives the world. Additionally, she runs her own business, meaning that challenges at work will be sympathetically considered.
The assessment is very informal and can be done at or away from the workplace so that the employee can feel comfortable.
The report produced from the assessment can be sent to the employee before being shared with the employers to check for factual accuracies and ensure strictly confidential information is not included. This reduces the anxiety about the content of the report, helping the employee feel safe.
However, note that on the day, we do talk to the employers to get their side of the story. Some reasonable adjustments to help are recommended to them there and then. Note also that just because the assessment is done by an autistic person does not mean that we automatically side with the autistic or neurodiverse employee. Our aim is to identify the issues and suggest effective solutions, while being completely impartial.
Find the differences between an Aspiedent Autism Workplace Assessment or Neurodiversity Workplace Assessment, and a standard Occupational Health Assessment below.
Occupational Health Assessment
Medically trained, medical generalist
About health, diagnoses
Little if any understanding of autism/neurodiversity unless there is autism/neurodiversity in the family.
About capacity to work.
About reasonable adjustments from the medical model perspective.
Has nothing to say about promotion.
Aspiedent Workplace Assessment
Not medically trained, but autism specialist
About an autism/neurodiversity profile
Includes cognitive profile:
- Executive Functioning
- Various other things
About helping person and managers to understand the particular manifestation of autism/neurodiversity.
About identifying strengths and weaknesses.
About reasonable adjustments and aids from a combination of medical and social model perspectives.
Can include exploring promotion requirements and developing a plan to achieve promotion.