Neurodiversity Celebration Week provides a useful moment to reflect not just on awareness, but on outcomes, particularly in the context of SQE performance and candidate support. Recent updates from the SRA, alongside new performance data, reinforce an important message: with the right adjustments in place, neurodivergent candidates are able to perform at least as well as their peers.

Key considerations for employers:

🔹Candidates with reasonable adjustments are performing strongly
SRA analysis shows that neurodivergent candidates with approved adjustments achieved similar or slightly higher pass rates. This is a positive indicator that the system is working as intended but only where adjustments are in place and applied early.

🔹Early disclosure and planning are critical
Updated SRA guidance places greater emphasis on the reasonable adjustments process. For employers, this highlights the importance of encouraging early conversations and ensuring candidates are supported in applying as soon as possible and engage with the SRA Equalities team.

🔹Inclusive learning that mirrors the SQE
At the College, students with disabilities or health conditions can apply for reasonable adjustments throughout their studies. We aim to reflect the accommodations candidates will have in the SRA's SQE assessments in our courses, including workshops, materials and our internal assessments, helping them build confidence and practice under realistic conditions.

🔹Structured and individual support remains key to success
Student insight continues to highlight the importance of clear structure, supervision and manageable workloads. We’ve gathered practical tips and guidance from students and tutors to inform and support neurodiverse learners:

• Studying for the SQE with ADHD: insights from Kirstie Wise, a College student

• Insights from Kat Langley, College supervisor: a guide to studying for the SQE as a neurodiverse student

🔹Support should extend beyond compliance
While reasonable adjustments are essential, firms should also consider the broader candidate experience, including workload management, supervision and wellbeing throughout SQE preparation.

For employers, the direction is clear: inclusive support is not only about accessibility, but about enabling performance. Firms that proactively support neurodivergent candidates, through early intervention, structured preparation and aligned assessment conditions, are more likely to see stronger outcomes across their SQE cohorts.