NEURODIVERGENCE
they can often lose the ability to mask. In addition, there are challenges for Black and Asian people, who are often diagnosed less, and later, than their white peers. Concerns were also raised around how some cases are being taken down the misconduct route when they should instead be handled as a performance matter. “The first thing that needs to be looked at is whether it actually is misconduct or if it’s a performance matter. If it’s a performance matter, it can be dealt with in an entirely different way outside of Professional Standards Departments,” Fiona explained. “We then still need to have that support from line managers for that person to make sure they have a genuine opportunity to improve on their performance, and that they’re then assessed against their own progress rather than against their neurotypical peers.” Outlining the negative impact demand can have on individuals, John added: “With fewer officers, workloads go up and it’s the neurodivergent and disabled officers that suffer first because they may not be able to handle such a high workload, or need adjustments that won’t be put in place, and they end up suffering for it and it can very easily end up needlessly going down the performance management route.” When asked for their final thoughts, Nick championed how early engagement with the NPAA can prevent issues from escalating and provide better outcomes for both individuals and forces. “Engage with us early and don’t underestimate us”, he said. “We’ve represented people at numerous tribunals, and we’ve got around a 92 per cent success rate at tribunal – we’ll go all the way.” Fiona highlighted the wider positive impact of gaining the trust of neurodivergent members of public. “I think we can create a wave effect
by creating that awareness around neurodiversity and supporting our own officers who are neurodivergent, which will then have a far wider reaching effect in that we will also be supporting the neurodiversity community at large.” John added: “It should be about recognising and respecting difference, no matter what form it takes.”
Phil Jones concluded: “Neurodiversity
can play a significant role in addressing issues of misconduct and there is inconsistency across forces in terms of understanding behaviours, communication barriers, support, policy and, in particular, training for leaders. As the conduct and performance co-lead for PFEW, Melanie Warnes and I will continue to challenge forces on their approaches to neurodiversity, particularly in the misconduct arena.”
Moving forward, the sharing of good
practice must become easier. The NPAA is doing its duty by delivering sessions and advocating publicly at every opportunity, PFEW reps are holding their forces to account by enquiring what training is provided to feedback nationally and the NPCC working group is pressing for a database of forces with the training they deliver to see where it can be shared with other forces.
For more information and resources, visit:
www.npaa.org.uk www.college.police.uk/article/workplace- adjustments-toolkit ADHD Alliance -
adhdalliance.co.uk Police National Dyslexia Association:
pnda.org.uk Disabled Police Association:
www.disabledpolice.info
Crafting memorable policing events through innovative design and expert delivery.
Find out more here
www.onetwo.agency
hello@onetwo.agency 0800 6346355
16 | POLICE | APRIL | 2025
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48
