INCLUSIVE POLICING
May the force be with NEURODIVERSITY
Across workplaces and wider society, neurodiversity is becoming more
understood and celebrated in society, rather than being seen as a disorder – but is the police service behind the curve? POLICE magazine finds out more
I
t is estimated that around one in seven people are neurodivergent, meaning their brain functions, learns and processes information differently, including people with autism, dyslexia, dyspraxia and ADHD. There are certain advantages to being neurodivergent, such as being able to hyperfocus and solve problems, approach situations differently and think outside the box, all of which are invaluable strengths when working for the police service. “When we think about diversity in
32 | POLICE | FEBRUARY 2022
policing, people do tend to think about visible difference and that is what seems to get all the attention – that is important, but equally as important is cognitive diversity – the way people think,” explained National Police Autism Association (NPAA) Chair John Nelson as he shared his experience of being a neurodivergent officer on the frontline. While forces are doing a good job recruiting people with neurological diversity, more must be done to make reasonable adjustments to support them in their role so they can fulfil their
potential and be valued for the strengths and the advantages they bring to the workforce.
John, who is a temporary sergeant at British Transport Police, set up the NPAA in October 2015 to support colleagues, create a better workplace environment and promote a culture change after he faced barriers when he was diagnosed with Asperger’s syndrome. “I was diagnosed with Asperger’s syndrome, a form of autism, at the point where I had completed eight years’ service. At the time where was
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