workplace wellbeing

Neurodiversity added to wellbeing support framework at nationwide insurer

Safety & Health Practitioner

Neurodiversity has been added to the wellbeing support framework at a nationwide insurer.

Legal & General’s group income protection (GIP) clients can now receive bespoke support for neurodiverse employees.

It is designed for employees who are absent from work and their pre-existing neurodiverse condition is a contributory factor – or has been exacerbated by the reason for absence.

It comes after research suggests neurodiverse individuals report higher incidences of stress, anxiety, depression and burnout than neurotypical employees.^{1, 2, 3}

Vanessa Sallows, Claims & Governance Director, Legal & General Group Protection, said: “Creating a culture of diversity and inclusion is essential to supporting employees to be themselves, managing any challenges they face and bringing their attributes and skills to the fore.

Vanessa Sallows, Claims & Governance Director, Legal & General Group Protection

“We’re proud to bring to market our new neurodiversity pathway, helping employers respond to the individual needs of their neurodiverse employees.

“Our framework aims to look at the whole person – as opposed to viewing wellbeing in silos – centring on how the individual’s wellbeing impacts their ability to function within the workplace.

“Successful wellbeing support programmes rest on matching services to need, and employee input is an important part of the design as it helps to drive relevance and therefore engagement.”

Neurodiversity – a protected characteristic under the Equality Act 2010 which means individuals are legally protected from discrimination and their employer is responsible for providing reasonable adjustments if necessary – is a term that refers to the natural differences between people, in terms of experiencing and interacting with the world around them.⁴

Examples of neurodiverse conditions are autism, attention-deficit hyperactivity disorder (ADHD), dyslexia, dyspraxia and Tourette syndrome.²

Recently published research found that almost three quarters (70%) of neurodiverse employees are currently suffering with mental health issues; with higher incidences of stress, anxiety, depression and burnout than neurotypical employees.⁵

The new pathway, part of the company’s Be Well. Get Better. Be Supported integrated wellbeing support framework, includes clinical assessment by vocational clinical specialists to assess whether early intervention and referral to mental health specialist partner Onebright is appropriate.

It also includes return to work support and planning, an additional yearly support package for those assessed as needing enhanced support upon returning to work and referral to neurology rehabilitation partner Krysalis.

Support for the business includes training, information and guidance for line managers and HR to help equip them to provide support, whether employees are in work or absent.

It aims to help them understand neurodiverse conditions including information and signposting via Legal & General’s Be Well helpline; a direct line to vocational clinical specialists, nurses, physiotherapists, occupational health advisers and occupational therapists. 

¹ Willis Towers Watson, Almost three quarters of neurodiverse employees suffering with mental health issues (WTW Global Benefits Attitudes Survey), Sept 2022

² National Autistic Society, Good practice guide: For professionals delivering talking therapies for autistic adults and children, 2021

³ Psychology Today, Is there a link between neurodiversity and mental health? Aug 2021

⁴ Diversity and Ability, Benefits of disclosing neurodiversity in the workplace, Oct 2020

⁵ Legal & General Group Protection Wellbeing at Work Barometer 2022

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