We, the undersigned, are calling for immediate action to ensure fair treatment, support, and inclusion for neurodivergent workers, particularly those with ADHD, in workplaces around the world.

The Problem:

Neurodivergent individuals, including those with ADHD, are often unfairly treated in the workplace. Many face discrimination, lack of support, and unfair dismissal based on their neurological differences. They may be labeled as “difficult,” “unfocused,” or “unreliable,” even though these individuals possess valuable skills and talents.

In my experience, I have faced significant challenges, including being unfairly judged, overlooked for opportunities, and subjected to bullying in the workplace. The lack of understanding and support has affected my mental health, financial stability, and overall well-being.

Despite my dedication and hard work, I have faced rejection and mistreatment because of my neurodiversity. This has highlighted a critical issue: employers often fail to recognize the value of neurodivergent individuals and fail to provide reasonable accommodations or a supportive work environment. These issues are not only personal but are a broader problem affecting many individuals in similar situations.

 

Our Demand:

1. Implement Workplace Policies Supporting Neurodivergent Workers: Companies worldwide must implement clear policies to protect neurodivergent workers, especially those with ADHD, ensuring they receive the same opportunities for advancement, training, and support as their neurotypical colleagues.

2. Reasonable Accommodations: Employers must provide reasonable accommodations, such as flexible working hours, task management support, and quieter work environments, to help neurodivergent individuals perform at their best.

3. End Bullying and Discrimination: Zero tolerance policies for workplace bullying and discrimination should be enforced. Neurodivergent employees should be protected from unfair treatment and given the tools to succeed in a positive and supportive environment.

4. Training and Awareness for Employers and Colleagues: Employers must provide proper training to managers and staff on the challenges faced by neurodivergent employees, raising awareness and encouraging understanding and support.

5. Access to Mental Health Support: Employers must provide access to mental health resources, ensuring neurodivergent workers have the support they need to manage their well-being and continue their employment in a healthy and sustainable way.

 

The Impact:

By signing this petition, you are supporting the rights of neurodivergent workers to be treated fairly, with dignity and respect, in every workplace. This petition aims to create lasting change and ensure that no one is excluded or left behind due to their neurodiversity. Together, we can create workplaces that embrace diversity and inclusion, providing opportunities for everyone, regardless of neurological differences.

Take Action Now:

Sign this petition to demand better workplace practices for neurodivergent employees worldwide, particularly those with ADHD. Let’s ensure that neurodivergent individuals have a fair chance to succeed in the workplace, without being hindered by discrimination or inadequate support.

My Story:

This petition comes from my own experiences of being victimized in my last workplace. I have faced challenges that many others with ADHD and other neurodivergent conditions face daily. Please take a moment to read my story in the link below, which sheds light on the harsh reality of what many neurodivergent individuals endure.

Read my full story here: https://gofund.me/83582d3e

“If something is simply done once without more it’s difficult to see on what basis it can be said to be done in practise. It’s just done and words in practice add nothing that’s why discrimination and reasonable adjustments are important to identify what is about they employers management of the employee or its operation that causes substantial disadvantage or particular disadvantage depending upon the section. It’s specifically important that the act of discrimination that must be justified isn’t the disadvantage suffered by the claimants but the specific case under by or in consequence of which the disadvantage suffered and it must be capable of being applied to others because the comparison of disadvantage has to be made by reference to another comparator to which that same PCP could be applied. It’s very important to indicates how similar cases either have been and this PCP has been applied to this group of workers. This could also be something which would be applied in the future and so whilst one-off acts or decisions are unlikely to be enough, if through those Acts or decisions you can  see that there is a state of affairs at the employer which would be  repeated if similar circumstances arose, that is where you can potentially get a PCP type case where could be at least initially on its face a one-off act or decision.” Richard Stubbs 

Thank you for anyone who can sign it and support this cause. Your voice matters. 🤲💚

Lukasz Kludczynski