Gain a competitive advantage

Harness the benefits of a neuro-inclusive workplace

Boost productivity and performance

Companies with neurodiverse teams see up to a 30% increase in productivity by bringing unique abilities and skills to workplaces.

Innovation and creativity

Organisations that embrace neurodiversity report a 20% rise in innovation. Tap into different perspectives to drive innovation and creativity in your workplace.

Workplace culture and staff retention

Companies that are inclusive are twice as likely to meet or exceed financial targets. Create a thriving workplace culture to reduce staff turnover and foster loyalty.

The benefits of neuro-inclusive workplaces

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“As an autistic employee, feeling valued motivates me to do my best”

“Inclusive recruitment has allowed us to build a diverse talent pipeline, ensuring our organisation’s long-term success.”

“As an employer I believe and have seen that supporting neurodiversity isn’t just about being inclusive, it’s good for business. It attracts a wider talent pool, boosts innovation, improves employee well-being, and reduces costs. In short, it strengthens your employer brand and builds a successful work environment.”

“This diversity can promote innovation and creativity, as different ways of thinking can lead to different perspectives and approaches to problem solving.”

“Inclusive workplaces enhance teamwork and collaboration by valuing diverse contributions and perspectives.”

“Neurodiverse workplaces better reflect and understand the needs and preferences of diverse groups of people. This helps to expand the market and customer base and provide a wider range of products and services.”

“The number one thing that neurodivergent jobseekers look for when determining if an organisation is inclusive, is inclusive statements and language”

“I love sharing my experience of being on the spectrum with people. It’s all about awareness”

‘In an organisational setting, inclusion is seen as a means to improve performance and employee satisfaction. It improves employee loyalty, creative problem solving and teamwork.

“Your workforce needs to reflect your customer base. It really allows your customer base to feel more welcome and like they belong. I have found also that diversity of thought, skills background and knowledge also reduces bias and group think within an organisation, that’s one of the key things I have found”.

“As a small business we create policies and procedures collaboratively with staff, making sure that the policies are designed for them by them”.

“When you’re in an inclusive workplace people identify and understand the strengths you bring and accommodate work to focus on your strength areas”

“In an inclusive workplace neurodivergent employees should feel that they are understood by staff.”

“Inclusive onboarding for me really enhanced the comfort. Your first day can be really scary as you don’t know what to do, who to meet. At one place started at they told me what the plan was, who I was to meet and gave me clear instructions of where to go which helped me have a plan until the person who was collecting me arrived which made the whole thing a little bit less stressful.”

“I found work tours really helpful when they are part of the interview. It helped me sell myself during the interview as you can look at the types of equipment you will be using and get a better idea of what they want from you and the employer gets to see how you react to the environment”

“Feeling understood by my manager meant that I felt valued by the workplace, and that my unique perspective was valuable. When managers have understood me and my strengths, I have definitely felt more motivated to do my best for the business or company as a result.”

“I’ve noticed that in workplaces I’ve been in positive changes have been really successful when they come from the top down.”

“In the business I work in, to show job seekers that we are inclusive we have inclusivity statements on our website and our job ads. We also offer adjustments and accommodations as part of the recruitment process”

“The advice that I would give to businesses wanting to be inclusive is you have to start somewhere, even with something small. Be open to new ways of thinking and get input from staff to start making inclusive changes. Get it going, get it moving and let’s start doing something.”

Autism SA completed a National Survey in 2023, where 72 neurodivergent people were asked if they had disclosed during the recruitment process or in a workplace. 33% shared that they had not disclosed, 40% said that they had disclosed their diagnosis, while 26% partly disclosed.

“In my previous role I did not disclose this information because I was already having difficulties with colleagues. In my current role I have disclosed to team members I am comfortable with.”

“A diverse workforce is able to tackle a wide range of work challenges, thereby increasing overall efficiency and productivity.”

Frequently asked questions

Get answers to common questions around neurodiversity in the workplace, providing supports and using neuro-inclusive recruitment.

Neurodiversity is a broader term that refers to the concept that there is a natural diversity in all human brains and neurocognitive functioning. It’s the idea that variations in the human brain regarding learning, attention, mood, and other mental functions are normal and should be appreciated and respected. The term embodies a perspective that these differences are not deficits but part of the spectrum of human variation. Neurodiversity encompasses all individuals, recognising that everyone’s brain works differently. 

Neurodivergence specifically refers to individuals whose brain functions differ from what is considered typical or neurotypical. It is often used to describe people with neurological conditions or disabilities such as Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD), dyslexia, dyscalculia, Tourette Syndrome, and other differences. The concept highlights the idea that these differences, while they may present challenges, also offer unique perspectives and abilities. Individuals who are neurodivergent may experience unique patterns of thought, learning, processing, and interacting with the world around them. 

Yes. Workplaces that support and understand neurodivergent employees are more likely to retain them, reducing turnover and associated costs. Learn more in our Ongoing Support section.  

Support neurodivergent employees by providing clear communication, reasonable accommodations and adjustments, regular check-ins, and fostering an inclusive environment.

There are many resources, including online courses, workshops, and guides from organisations specialising in neurodiversity. Visit our Neurodiversity section to learn more. 

Need more support?

Autism SA offers online, and face-to-face support, training, and consultancy designed to address the specific needs of your workplace. Contact our team to help you harness the benefits to create and maintain a neuro-inclusive workplace.

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