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With it estimated that 1 in 7 people in the UK are neurodivergent, DCMS recognise how integral it is to provide a workplace where neurodiverse individuals feel supported, included and able to thrive in their roles and perform at their best.
We spoke to a DCMS colleague about their experience with neurodiversity. They were diagnosed with Attention Deficit Hyperactivity Disorder (ADHD) and told us about some of the mechanisms they have put into place to support them in their role:
DCMS offers hybrid working to all staff and is accommodating of a range of working patterns including compressed hours and flexible working hours (i.e. longer lunch breaks, earlier starts, later finishes - depending on what works best for you and your lifestyle!)
DCMS provides headphones for all staff members. They also have dedicated quiet zones within their offices to accommodate those who prefer to work in silence or need to work quietly in order to complete a particular piece of work.
DCMS is committed to not only supporting neurodivergent staff members but also supporting their line managers and peers to understand neurodiversity and know how to support neurodivergent staff members. They recently launched a workplace adjustments hub with guidance for all line managers on how to request reasonable adjustments. They also have resources to educate staff on what neurodiversity is and how to support it.
Data shows how individuals are more likely to leave their jobs as a result of their neurodiverse conditions not being supported compared to any other reason for leaving a role. With that in mind, DCMS are committed to supporting neurodiverse candidates to feel supported and included so they can have a long and thriving career in the Civil Service.
If you are interested in joining DCMS, see what opportunities they have available here.
Department for Culture, Media & Sport
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