Tic Disorder Inclusion in The Workplace
Providing a safe, welcoming and legally compliant work environment is a must for businesses across all industries and sectors, irrespective of size.
Creating a truly inclusive workplace culture not only ensures that you have full understanding of your legal obligations, but also helps cement brand reputations, enabling you to attract and retain the top talent in your field.
Under the Equality Act, Tourette syndrome and other related tic disorders are recognised as disabilities, which means that you - as an employer - are legally required to ensure that all affected members of staff are not disadvantaged in the workplace.
What are tic disorders?
Tic disorders are neurological conditions characterised by sudden, involuntary and repetitive movements or sounds. They’re hard to control, often begin in childhood and often come with an intense physical urge to carry them out.
Motor tics (unintentional)
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Eye blinking
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Shoulder shrugging
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Head jerking
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Facial grimacing
Vocal tics (unintentional)
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Throat clearing
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Sniffing
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Grunting
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Repeating specific words or phrases
It’s known that tics fluctuate with fatigue, stress or excitement. Understanding the condition and how employees are likely to be affected will help businesses make reasonable adjustments to ensure that staff members are properly supported.
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How to support a neurodivergent workforce
Strive to build a psychologically safe workplace culture and you’ll find that supporting your neurodivergent members of staff happens naturally, with the pathway clear for all to see.
Instead of adopting a one-size-fits-all approach, prioritise flexible communication, tailored workplace accommodations and sensory-friendly environments.
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You are legally required to make reasonable adjustments for neurodivergent people, supporting equal opportunities for recruitment and improving staff retention.
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What are reasonable adjustments for tic disorders in the workplace?
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Providing flexible work schedules, including start and finish times, and more frequent short breaks to manage fatigue
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Environmental changes, such as moving desks to quieter areas, using sound-dampening dividers and dimming lights
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Use of assistive technology, such as noise-cancelling headphones and specialist software
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Colleague training, awareness and education programmes to drive understanding and reduce stigma
Key employment rate statistics for people with tic disorders
Research published in the Journal of Neurology, Neurosurgery & Psychiatry shows that:
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52 per cent of people with Tourette Syndrome had a problematic employment history (including prolonged periods of past unemployment, disciplinary issues and multiple short unemployment periods)
Meanwhile, a study published in the Journal of Developmental and Physical Disabilities revealed:
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People with Tourette Syndrome faced discrimination across many areas of their lives: 54 per cent in employment contexts, 61 per cent on public transport, 71 per cent in social lives and 75 per cent in education
And, according to the John Innes Centre:
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The unemployment rate for people with tic disorders like Tourette Syndrome are two to three times higher than that of the general population in the UK
How can employers support staff members with tic disorders?
At Neuro Inclusion UK, we help businesses and third sector organisations with neurodiversity training, providing a range of different packages and tailored support materials to support you in a range of ways, all developed alongside educators and inclusion specialists.
We also provide a consultancy service to help you meet and exceed employee needs, while supporting business growth and enhancing industry reputations.
If you’d like to find out more about equality, diversity and inclusion at work, get in touch with Neuro Inclusion UK today.