reasonable adjustments

workplace .

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support for a neurodiverse workforce.

Roughly 15% of the population is neurodiverse. Some sources, like this one from Forbes magazine, say the percentage of neurodiverse employees in the workforce may be as high as 20%. This means that a large proportion of your workforce is likely to experience challenges relating to Specific Learning Difficulties (SpLD) such as dyslexia, dyscalculia, ADHD, or other hidden disabilities.

Digital Jumpstart provides an end-to-end solution including needs assessments, assistive technology supply, training and coaching. Digital Jumpstart ensures that your entire team is properly supported and able to contribute effectively to your business objectives. Read on to learn about funding for this service.

Access to Work

A government-funded grant scheme to help people with disabilities

The grant can help pay for specialist software, training, and coaching services. The level of funding depends on how long the employee has been in their job and the type of support required.

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accessing the scheme.

If your organisation doesn’t yet have an agreement in place with us to look after your reasonable adjustments, submit an enquiry so that we can get started – you’ll get the same access to funding, but with shorter wait times and Digital Jumpstart’s specialist support. Once your organisation is onboard, submitting new requests for support is easy:
come onboard

Talk to us about how Digital Jumpstart can make your organisation's Access to Work claims go faster and with smoother implementations.

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step one.

For each new Access to Work case, we require an Access to Work ‘referral’ from the person who requires adjustments to their workplace (the client). You can email us, call us, or submit a simple ‘referral form’ that you’ll have access to once you onboard with us.

step two.

Next is the ‘workplace assessment’. This involves a meeting with one of our specialists and the client to discuss the challenges they face in the workplace. Our specialist will provide recommendations and walk those involved through the Access to Work grant application process.

step three.

After the assessment takes place, those involved will receive a report from us detailing our recommended reasonable adjustments along with a proforma invoice that includes the price of all recommendations. Of course, our recommendations vary according to our client’s additional support requirements, but you may expect to find some of the following assistive technology on your report:

Read&Write by texthelp

Read&Write is advance literacy support software created by specialist software developers, texthelp. It’s text-to-speech and advanced spell checkers make it a must-have for anyone with reading and writing difficulties.

Dragon Naturally Speaking

Dragon Naturally Speaking is industry-leading speech-to-text software and our recommendation for clients who struggle putting pen to paper.

MindManager

Professional Mind Mapping software ideally suited to users who prefer to see their ideas and tasks, rather than write them down.
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Loop Earplugs

With up to 26 dB (SNR) of noise reduction, there’s nothing that can stop your flow. And thanks to Loop Quiet’s soft-touch silicone design, you can manage your volume morning ‘til night in comfort and style.
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training

Our expert software trainers will ensure that the client is familiar with their new assistive technology and is ready to get the most out of it.

coaching

Our specialist coaches dedicate time to our clients and their colleagues to share specific coping strategies and best practices on working with their neurodiversity.

step four.

Once the request for Access to Work is approved by DWP, we’ll organise for you to receive your products and services. Typically, this will include assistive technology such as software to support the employee’s reading, writing, and organisation. It’ll also include training so that the employee is confident in using their new assistive tech, and separate coaching sessions to help them develop transferable skills and coping strategies.

Access to Work can pay up to 100% of the approved costs of making reasonable adjustments if the individual is one of the following:

  • Unemployed and starting a new job;
  • Self-employed;
  • Working for an employer for less than six weeks.

Whatever the individual’s employment status, Access to Work will also pay for up to 100% of the approved costs for:

  • Support workers;
  • Fares to work;
  • Communicator support at interview.

If the individual has been employed in a job for more than six weeks and needs special equipment and/or adaptations to premises, then the following financial guidelines will apply:

  • employers with 1 to 9 employees will not be expected to share costs
  • employers with 10 to 49 employers will pay the first £300 and 20% of costs up to £10,000
  • employers with 50 to 249 employees will pay the first £500 and 20% of costs up to £10,000
  • large employers with 250 or more employees will pay the first £1,000 and 20% of costs up to £10,000
already onboard?

Make sure you tell your employees about this great programme. Download our internal marketing materials share them with your team leaders:

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Sixth Sense Training

We partner with Sixth Sense Training to provide most of our training services. With a background in assistive technology and qualified vocational assessors, they're the perfect partners for our Assess to Work clients.

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