Diagnostic Assessments in the Workplace

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    Make informed decisions about staff wellbeing by utilising the benefits of our diagnostic assessments and screenings.

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    DIAGNOSTIC ASSESSMENTS

    Recognising Diversity and Targeting Support

    Identifying neurological differences and specific learning challenges is the first step to implementing genuine workplace wellbeing change. Our range of diagnostic assessments identify an individual’s strengths and weaknesses in a specific workplace context. They also highlight markers which indicate that an individual is likely to have a learning challenge such as dyslexia, autism spectrum disorder, mental health challenges or other neurodiverse conditions. 

    Diagnostic assessment methods include tests to determine verbal, visual, memory, reasoning and spatial abilities. These formative assessments identify what an individual is good at and where more support is needed. 

    Following an initial diagnostic assessment, and any further diagnostics tests which may be necessary, we can implement focused workplace wellbeing changes. These make a material difference to employee health, social interaction potential and the emergence of positive outcomes.

    Features

    Fully-Featured Assessments

    Our cognitive diagnostic assessments combine the latest in screening good practice and technology to reliably identify specific learning challenges.

    Comprehensive Feedback

    Full reporting provision incorporating full written analysis with verbal feedback during testing for the employee.

    Experienced Assessors

    Rely on the expertise of our qualified assessors to undertake and guide our diagnostic assessments and tests.

    Post-Assessment Guidance

    Discover post-assessment pathways for further support, training and coaching following the initial diagnostic assessment.

    FOCUS ON:

    What can a diagnostic assessment detect?

    Our cognitive diagnostic assessments can reliably determine if an individual has dyslexia, dyspraxia or dyscalculia. It is also possible to identify if someone has a high probability of having Attention Deficit Hyperactivity Disorder (ADHD) or Autism Spectrum Disorder (ASD). 

    These diagnostic assessment methods are also capable of producing results which may suggest a propensity towards other neurodiverse conditions. However, these diagnoses may need to be confirmed by a specialist clinician or further more-focused assessments.

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    Benefits

    Proactive Health Awareness

    Get a formal diagnosis of a specific learning difficulty to initiate a process of positive change for employee health.

    Focused Employee Spend

    Find out where best to allocate resources dedicated to supporting employees in their job roles.

    Reduced Absenteeism

    Limit the number of working hours lost due to employees not receiving the support they require to perform successfully.

    Better Staff Retention

    Ensure valuable neurodiverse employees are less likely to leave your organisation due to the wrong support or training.

     

    FAQs

    It’s an opportunity for one of our qualified assessors to identify an individual’s strengths and weaknesses. It’s also a chance to determine if an employee has a specific learning difficulty, such as dyslexia, or shows evidence of a neurodiverse condition.
    Our cognitive diagnostic assessments are ideal for determining if an individual has dyslexia, dyspraxia or dyscalculia. More detailed assessments can be made to indicate whether a person could have ADHD or is displaying behaviour or decision making which is suggestive of autism spectrum disorder. Simpler assessments focus on strengths and weaknesses and general markers such as IQ.
    Diagnostic assessments are generally used when an employee suggests they may have a specific learning difficulty or a neurodiverse condition. Alternatively, they can be implemented if an employee shows signs that their work may be inhibited by a learning barrier or brain function.
    Diagnostic assessments identify potential problem areas and present an invitation to make positive changes to an employee’s working experience. They help ensure that employees get the support they need and that colleagues know how best to communicate and collaborate with them.
    Contact a ToHealth advisor on 0800 014 1982, or email admin@tohealth-pam.co.uk