Silk Helix Ltd

What should you do when an employee asks for workplace adjustments but doesn’t know what they need? 🤔💡 Instead of putting the pressure back on them, try shifting your approach. In this video, I break down a 5-step framework to help HR professionals and managers spot friction, assess the environment, and plan cumulative small changes that make a massive impact. Watch the full breakdown here: https://lnkd.in/ed-2dsgj #Neurodiversity #ReasonableAdjustments #HRLeaders #InclusiveWorkplace #neurodiversityatwork

Most HR teams approach reasonable adjustments the wrong way. It’s not about copying a checklist from Google - it’s about what works for the actual person, role, and workplace. I break down all 5 key areas with real examples in this week’s video. Watch it here: https://lnkd.in/eigvdk8E

Refusing to use AI as a reasonable adjustment - what does the law say? In my latest video, I explore the legal framework, the conduct vs capability distinction, and what to do if you’re managing this right now. Watch here 👇 https://lnkd.in/eHAGbhGa

I've just released the first video in my new AI as Scaffolding series, where I break down why AI should be considered a reasonable adjustment and how employers can support this. 👉 Watch here: https://lnkd.in/egj3BGuW If you're an HR professional or manager working with neurodivergent employees, this one's for you. #Neurodiversity #HR #ReasonableAdjustments #ADHD #Autism

I've just recorded a video walking through the 7 signs that suggest your employee would benefit from a Workplace Needs Assessment. Watch the the video here: https://lnkd.in/espBT9GF

My latest video introduces The SHAPE Method - a framework I have designed to help organisations move away from "fixing" individuals and toward shaping environments that empower neurodivergent talent. Five steps to a better workplace: Spot, Hold, Assess, Plan, and Evaluate. Full video here: https://lnkd.in/eAB4q2k2 #NeurodiversityCelebrationWeek #Neurodiversity #WorkplaceInclusion #HRLeaders #ReasonableAdjustments

What actually happens during a workplace needs assessment? In my latest YouTube video I break down the entire process so you know exactly what to anticipate at every stage. 🎥 Watch now https://lnkd.in/e-wHRMxi #Neurodiversity #HRProfessionals #WorkplaceNeedsAssessment #InclusiveWorkplace #ReasonableAdjustments #ADHD #Dyslexia #Autism #EmploymentLaw #HRSupport

5 phrases every HR professional needs when managers push back on reasonable adjustments: ❌ "It's a security risk" (IT) ❌ "But what about everyone else?" (Managers) ❌ "We can't afford it" (Finance) ❌ "It doesn't fit our office policy" (Facilities) ❌ "How do we know they really need it?" (Any manager) Sound familiar? I've just released a video breaking down exactly how to respond to each objection - with the specific language that works and the legal/business case to back it up. This isn't about winning arguments. It's about removing barriers so neurodivergent employees can actually do their jobs. The average tribunal award for failure to make reasonable adjustments? £15,000-£40,000. The cost of most adjustments? Under £500. The maths is simple. The conversations don't have to be complicated. Watch the full video: https://lnkd.in/eQiAF9im If you're an HR professional navigating neurodiversity at work, this is the practical toolkit you've been missing. #ReasonableAdjustments #Neurodiversity #HRStrategy #EqualityAct #WorkplaceSupport #InclusiveHR

An employee on a PIP just told you it's their ADHD. Your manager wants to proceed with the performance process. Legal is getting nervous. And you're wondering if you've just created a discrimination claim. This is one of the most common and most mishandled situations in HR. Here's what most teams get wrong: ❌ Assuming "we already made adjustments" means you're covered ❌ Not separating disability-related issues from conduct/capability ❌ Continuing the PIP without reassessing reasonable adjustments ❌ Making generic adjustments instead of identifying actual barriers A disclosure during a PIP isn't suspicious. It's predictable. The PIP creates the crisis that forces the conversation. Masking collapses under stress. Or they've just been diagnosed themselves. Or the role changed and their coping strategies didn't scale. The real question: What do you do next? I've created a comprehensive guide covering: ✅ When to pause vs. modify vs. continue a PIP (with legal rationale) ✅ How to conduct proper Workplace Needs Assessments ✅ Reasonable adjustments that actually work for ADHD, autism, dyslexia ✅ The "Fix the Environment First" framework ✅ How to document decisions defensibly 14 minutes that could save you months of tribunal preparation. Link in comments. 👇 What's your experience with this scenario? I'm curious how different organisations handle it.

Steal this resource for your manager training toolkit. 🧰 Bridging the gap between HR policy and day-to-day management is one of the hardest parts of our job - especially when it comes to Neurodiversity. Managers want to be inclusive, but they also need results. They don't need a lecture; they need tactics. I’ve put together a 5-Minute Guide to Managing Someone with ADHD specifically designed for busy managers. It covers: 1️⃣ The Science: Why "trying harder" doesn't work for the ADHD brain. 2️⃣ The Tactics: How to externalize executive function (so instructions don't get lost). 3️⃣ The Feedback Loop: Why weekly sprints work better than monthly reviews. If you have a manager struggling to get the best out of a creative but inconsistent team member, send them this link. 👇 Link in the comments below. #HumanResources #L&D #NeurodiversityAtWork #ManagerTips