A neurodivergent story by Kate

My name is Kate, and I’m a neurodivergent employee who has been looking for work for about a year now. I thought I’d share some thoughts around barriers I’ve experienced along the way.

As I’m someone who can work part-time a few days per week, I find that many job ads that require full time hours tend to exclude me. I often find that many employers only want to hire people who have already done that precise position before, which means I can be overlooked in the hiring process.

I worked in several different sectors over the years, working first as a doctor, then in public health, higher education, and the commercial and community sectors. And due to my health challenges, I struggled to maintain longer term employment, which might make some employers nervous. But it means I have the maturity and a variety of work and life experiences that gives me a unique edge in the workplace.

Unlike other candidates, I tend to be less confident at putting my resume up on online platforms like LinkedIn, so employers might not find me that way. And, as I worked in several different fields, I may not have the informal word-of-mouth networks that others have gained over time. But it doesn’t mean I wouldn’t be great at doing several different jobs.

And, while I can multi-task in fast paced environments, I experience some executive function challenges, which means I might need some time to decompress from stressful situations. But my managers have always considered me one of their most conscientious, honest and trustworthy employees.

I also find traditional panel-style interviews quite stressful. I tend to perform better in informal scenarios instead. I enjoy showcasing my creative side with a professional work experience portfolio, and I’m great at demonstrating my practical skills in simulated work trials and scenarios.

Overall, my recent search to find work and collaborating with Autism SA in inclusive recruitment has given me the time to reflect on the many strengths I can bring to the workplace. I’m intelligent, hard-working and incredibly resourceful.

I realise that I would ideally thrive in a work environment where my employer is flexible, both during recruitment and throughout my ongoing employment journey. That way, I become confident, happy, and proficient in my job, which makes the whole workplace more harmonious for everyone.

So, I’m excited about where my employment journey might take me into the future!

Share this page

Other blog articles

In my experience: Jamie’s blog

In today’s diverse workplaces, understanding and supporting the needs of neurodivergent employees is not just a matter of inclusivity—it’s a practical approach that can lead to a happier, more productive team.

Enhancing your business with neuro-inclusion

Accommodations and adjustments: Small changes can make big differences

The importance of leadership buy-in for successful workplace inclusion

In the journey toward creating an inclusive workplace, one factor stands out as particularly critical: leadership buy-in. While collaboration and input from all levels of the organisation are essential, the true power of positive change often comes from the commitment and support of leadership.

1 in 5 people are neurodivergent

Neurodiversity encompasses a wide range of cognitive variations, including autism, ADHD, dyslexia, and more. For businesses, recognising and accommodating these differences isn’t just about inclusivity—it’s a critical factor in reducing staff turnover and building a motivated, content workforce.

A neurodivergent experience

My name is Pen. I’m 36 years old, and was diagnosed with autism in my early teens, and then later with obsessive compulsive disorder and depression.

View all

“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.”

“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.”

“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”.

‘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.

“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.”

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.

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

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

“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.”

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

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

“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.”