Access to Work: Practical Support for Neurominorities in the Workplace
40% of neurominority adults say that they’re “impacted most days in the workplace” by their condition, according to The City and Guilds Neurodiversity Index Report 2023.
A direct quote from one of those surveyed:
“...I am tired, really tired, and I need support for time management and focus issues. I asked for that, but they see me cope and think I am doing ok…”
Some of the most significant challenges identified in the report included:
Work/life balance (12%)
Time management (11%)
Emotional wellbeing (9%)
Psychological safety (7%)
Communicating with peers (5%)
Are you one of those 40%?
It reminds me of that song lyric, “Just because I carry it well doesn’t mean it isn’t heavy.”
If work isn’t feeling particularly accessible right now, then this article is for you. It’s the first in a series about the Access to Work scheme and how it has transformed my clients’ lives. From feeling overwhelmed and falling out of love with their work to gaining clarity, purpose and control, Access to Work may provide exactly the support you need.
What is Access to Work?
The UK Access to Work scheme is a government initiative run by the Department for Work and Pensions (DWP). It provides practical and financial support to help people with disabilities and physical or mental health conditions (for example, ADHD, ASD, anxiety, or depression) to start or stay in work.
Unlike a loan, Access to Work grants are fully or partially funded by the DWP and do not need to be repaid.
Funded support sounds almost too good to be true – but I provide 90% of my coaching sessions through Access to Work grants, so I always advise clients to investigate the scheme before we start working together.
And if you’re wondering if you can apply for Access to Work if you’re self-employed, the answer is YES!
Read more about Access to Work for Self-Employed people here.
Who can apply for Access to Work?
According to the DWP guidelines, you can apply for Access to Work if you have a:
Physical or hidden disability
Mental health condition which makes it hard for you to do your job or get to work
Do I need a diagnosis to be eligible for Access to Work support?
Some of my clients have undiagnosed or self-diagnosed conditions like ADHD or ASD because they’ve made a personal choice not to seek an official diagnosis. Or perhaps they’re on a long waiting list for an assessment. That doesn’t take away from the fact that they have neurodiverse traits or mental health conditions like anxiety or depression, and they are still granted funding for coaching support with me. So please don’t let the lack of an ‘official’ diagnosis stop you from applying.
Find out more about the eligibility requirements for Access to Work on the UK Government website.
What kind of support can you apply for via an Access to Work grant?
Access to Work funding covers various forms of support depending on your unique circumstances.
Support can include coaching with a neuroinclusive coach like me to help you cut through the noise, focus more effectively and enjoy your work. Access to Work calls this ‘job coaching’ and might even refer to it on your paperwork as ‘coping strategies.’
You could also receive support/assistance with things like:
Software, hardware or office equipment, e.g.:
A height-adjustable desk so you can work in a way that supports your brain and add movement as needed.
Read-aloud or dictation software to help with accessibility and processing information in a way that works for you.
Digital notebooks or planners to help you stay focused and organised if part of your condition means you often find yourself surrounded by piles of notes and paperwork.
Noise-cancelling headphones if a loud environment or certain noises can be distracting or overwhelming and make it hard to concentrate on work.
Travel to or from work
If public transport is challenging, Access to Work can fund alternative travel options like taxis.
Long story short, if it’s something that makes work more accessible, then you might be able to get funding via Access to Work. (It’s also worth noting that the definition of ‘workplace’ can include your home if you work from there at least some of the time.)
A note on ‘reasonable adjustments’
If you’re employed, you might already have heard of the term ‘reasonable adjustments.’ Reasonable adjustments are the adaptations and accommodations an employer is legally obliged to make to help you carry out your job if you have a disability or mental health condition.
That could include things like:
Flexible or part-time working arrangements
Providing equipment that will improve your ability to work
Offering specific recreation or break facilities
Once your employer has made these reasonable adjustments, you can still apply for Access to Work for additional support.
Note: If you are an employer, you are required by law to make the necessary reasonable adjustments for your employees.
Find more details on this in my “Access to Work – A Guide for Employers” article.
Does Access to Work actually… work?
According to data from a DWP report published last year, the disability employment gap (employment rate for those with disabilities vs those without) was at 29.8 percentage points in 2022. That’s the widest it’s been since 2018, which means there’s still a long way to go to ensure disabled people feel supported at work.
That same report stated that nearly three-quarters of those diagnosed with a disability (72%) felt that employers don’t do enough to ensure people with a disability are fully integrated into work life.
But if the government provides funding through Access to Work, then why aren’t neurominorities seeing that support in the workplace?
It’s likely down to a combination of a lack of awareness that the scheme exists and l-o-n-g waiting lists once you do apply.
You can now apply for Access to Work online, which will hopefully streamline the process and allow those who really need this support to access it more quickly.
Because when people do have the opportunity to benefit from the support offered through Access to Work, the results can be game-changing.
I’ve seen my Access to Work coaching clients get unstuck and move forward with their business and work goals. They’ve learned new strategies that they implement daily, formed positive habits, and successfully overcome obstacles that were stopping them from progressing at work or in their business.
And interestingly, most hadn’t even heard of Access to Work until our conversations.
“Victoria has the unique skill of explaining ways clearly and simply so that my busy ND mind can focus and take action; without ever being condescending or patronising. She completely understands what busy ND business owners need, and unfailingly meets that need. Her ability to leave people feeling more capable and competent, without triggering any sense of embarrassment or shame, is rare - and much to be valued. Thank you Victoria!”
- Dr. Emma Langman
This kind of feedback highlights the tangible personal benefits and improved quality of life that Access to Work can facilitate, both in and outside of work. Plus, the scheme paves the way for brilliant, creative, and innovative folks to contribute fully and make the impact only they can within their organisations and businesses.
You can read more about why this is so important in my article on Neurodiversity in Leadership and Why It Matters.
How could coaching via Access to Work help you?
During coaching sessions, we can work on things like:
Planning & Organisation: Improving skills in goal-setting, time management, and organisation so you can plan your workdays flexibly and get more of the right things done.
Focus: Developing tools and strategies to boost your concentration and ditch procrastination or hyperfocus burnout, helping you focus on essential tasks and meet deadlines without feeling overwhelmed or stressed.
Memory: Tips and advice to support memory and cognitive flexibility so you can capture and process information in a way that works for you for better decision-making and improved problem-solving skills.
Communication: Working on strategies for clear and concise communication to reduce misunderstandings and promote effective collaboration.
Self-awareness: Supporting you in gaining a deeper understanding of your strengths, limitations, and impact on others, for better-informed decisions, stronger relationships, and greater satisfaction in your work and personal life.
Mental flexibility: Giving you the tools to navigate complex situations more easily and achieve your goals confidently and effectively.
Leadership: Developing skills like setting clear goals, delegating tasks, providing feedback, managing conflicts, and creating a positive work culture.
How to get started
Through my coaching sessions, I’ve helped more than 30 neurodivergent folks to unmuddle their thoughts and figure stuff out.
And I’d love to help you avoid becoming one of those 40% impacted at work by your mental health or neurodifferences.
No matter where you are in the Access to Work process—self-employed, an employee, or running an organisation—feel free to reach out to find out more about how I can help. You can book a discovery call here or use my contact form here.
This is the first in a series of articles on the Access to Work scheme. For more information from different perspectives, check out the others here:
Access to Work for Neurominorities – A Guide for Employees
Access to Work for Neurominorities - A Guide for Employers
Access to Work for Neurominorities - A Guide for the Self-Employed
Smiling woman with brown hair and a purple jumper, beside a microphone. The background is neutral.
About
I'm Victoria Tretis, and I coach neurodivergent adults who feel stuck and overwhelmed in the chaos of daily life. They want to design and achieve their version of success. (I don't believe there is one right way to accomplish this.)
I also work with line managers who want to strengthen the support they provide within neurodiverse teams.
My work is not about rich people getting richer. Instead, sessions are centred around clients wanting to better understand themselves and those around them.