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Writer's pictureLuna's Island
Oct 31, 20223 min read

3. A Message From Neurodivergent Social Worker: Adapt your inductions

Updated: Nov 1, 2022




Welcome to the final episode of A Message From Neurodivergent Social Worker: Adapt your inductions.



Over the last two episodes, we have explored the role inducting employees has in facilitating a psychologically safe work environment; why adapting induction periods is important for all neurological profiles - specifically neurodivergent employees; what an induction period is; and introduced two different ways employers can adapt their inductions.


In this final episode, we will explore four more ways employers can adapt their induction periods for neurodivergent employees.



Tip 3 – Reasonable adjustments through a strengths-based approach




By mapping out what works for us as individual neurodivergent social workers with different spikey profiles, you can begin to make reasonable adjustments to the induction plan based on what works for us.


This could include:

  • If someone learns well through doing/practicing - a strengths based approach would include providing more shadowing opportunities within the team as opposed to being expected to figure out policies and practices as you go;

  • In addition to shadowing in other departments instead to gain an understanding of support services.

  • As a visual or creative processor, a strengths based approach could include, drawing a map or creating a spreadsheet of the support services instead of relying on memory,

  • If someone is a verbal processor, facilitate reflective check-ins coupled with reviewing documents, instead of reviewing procedures by ourselves,

  • Understanding that joint working can support our learning and processing - for a set period of time to ease into the procedures and processes instead on the sink or swim model we employ now,

  • buddy-system for a set period of time.


Tip 4 – Review




An induction is not just for the first day. It should be ongoing and centred on the our (neurodivergent social workers') development and confidence in the role.


It is important that at the beginning of the induction we discuss and agree a time for the induction and it's review point. In addition to discussing how to move away from neurotypical and standardised measurements for progress.


The review should be co-designed and what you check in about should be led by us.


Tip 5 - Write the unwritten rules




We may not immediately pick up on the ‘unwritten rules’ or understand the social web of the particular workplace. This lack of clear and direct information can be particularly challenging for some of us.


Unwritten rules might include how you write case notes. In one local authority I worked in, we slowly transitioned to witinv to children in notes and assessments, however, this was not always discussed with new social workers.


Moreover, we know professional terminology (jargon) differe depending on what local authority we are practising in. Work with us to map out the key terminology, as for some of us this can often be a big barrier to understanding processes.


Tip 6 – Sensory considerations




This is going to be a highly stimulating time, which can cause overwhelm. Ensure you get to know your colleagues’ sensory profile, birth sensory seeking and sensory avoidance.


I've been told workplaces can't change the fact mandatory training is provided online, but you as managers can ensure we are in environments this right for us to complete mandatory training.


When meeting the team, make sure this is done in consideration of our sensory needs (i.e. light, noise, space, furniture positioning, distractions, traffic). If it's not right or adaptions aren't made, this can give rise to sensory overload and anxiety.


Don’t do a meet and greet in a bright loud open plan office. This could be overwhelming and distressing. Book a meeting room so we don't have to sift through competing sounds. Book a meeting room so you can close the blinds to prevent any migraine-inducing bright lights from coming through.



Thank you for stopping by to explore 6 different ways to adapt your induction period to meet the neurological and learning needs of your new social worker or colleague.


If you are interested in learning more about adapting your workplace to become neuro-inclusive, there are a range of excellent resources and tools aimed at supporting organisations to get the best from their neurodivergent team members. These include:


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