Supporting neurodivergent employees isn’t just good practice—it’s a legal requirement under the Disability Discrimination Act 1992. Australian employers must provide reasonable workplace adjustments to ensure all employees have equal access to work and career progression.
Among the many aspects of DEI, neurodiversity is often overlooked, but embracing neurodivergent talent can be a game-changer for organisations.
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Written by: Professor Jane Burns
Professor Jane Burns is a distinguished C-Suite Executive with over 20 years of experience across the NGO, industry, government, and university sectors. She is a leading international expert in mental health and wellbeing, suicide prevention, digital transformation, and integrated models of workforce wellbeing.
The Business Case for Neurodiversity
In the Australian Bureau of Statistics 2022 Employee Census, 11% of those surveyed identified as neurodivergent; however, some say that up to one in eight Australians are neurodiverse.
Neurodivergent people are those whose brains process information differently than most people. This can be due to several conditions, including autism, ADHD, dyslexia, and Tourette’s syndrome. Those with neurodivergence bring unique skills and perspectives that drive creativity, problem-solving, and efficiency – but traditional workplace structures often fail to accommodate the strengths and untapped potential of neurodivergent people. When businesses actively support neurodivergent employees, they gain:
- Enhanced innovation as different ways of thinking lead to creative solutions and fresh approaches to challenges.
- Improved problem-solving as neurodivergent people often excel in pattern recognition, data analysis, and attention to detail.
- Stronger team performance as diverse cognitive approaches improve collaboration and result in well-rounded decision-making.
- Higher employee retention as inclusive workplaces are proven to reduce turnover and improve employee satisfaction.
Embracing neurodivergent talent isn’t just about compliance—it’s a strategic advantage that drives innovation, improves team performance, and boosts employee retention. Explore this topic further on Josephine’s podcast Culture, Teams & You.
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Removing Barriers and Creating A Workplace That Supports Neurodiversity
Neurodivergent employees require more than just good intentions. Comprehensive support includes implementing practical modifications to remove barriers and create an environment that allows all employees to thrive:
- Modified work arrangements such as allowing remote work, flexible hours and adjusted start times.
- Modified physical workspaces such as quiet spaces, adjustable lighting, or noise-cancelling headphones.
- Supportive management practices such as structured workflows and alternative communication methods, including clear, written instructions.
- Accessible technology and tools – ensuring technology platforms and processes accommodate different cognitive styles.
Beyond compliance, these measures foster a more inclusive, productive, and engaged workforce, benefiting employees and business outcomes. It’s also worth noting that employers who fail to provide reasonable adjustments risk breaching anti-discrimination laws.
Neurodiversity is a Business Advantage
Organisations championing neurodiversity are future-proofing their workforce by attracting and retaining top talent. As businesses face increasing complexity and competition when recruiting top talent, embracing diverse cognitive strengths will be key to becoming an employer of choice by creating a work environment that values and supports employees in meaningful ways. This leads to stronger talent attraction and retention, increased productivity, a healthier workplace culture, and overall organisational success.
At Corporate Diversity Pathways, we help organisations integrate neurodiversity into DEI strategies, ensuring that inclusion is the foundation for organisational success and not just a trending buzzword.
