Supporting neurodiversity in the workplace
Ongoing support for employees is a continuous approach that ensures a workplace culture where all team members, including those that are neurodivergent, feel safe, valued, and empowered to contribute productively.
The importance of ongoing support
Providing ongoing support is important for all employees but is especially important for neurodivergent employees to ensure they feel valued and understood on an ongoing basis.
Anna a neurodivergent employee shared,
“Ongoing support is so important, I feel like sometimes even when an organisation does the initial inclusiveness, the long-term support doesn’t exist. It’s like they forgot I have a disability and needs that are ongoing and don’t end because I seem like I’m ok or coping.”
Providing effective ongoing support for neurodivergent employees
There are many strategies workplaces can use to effectively support their employees.
These include:
- Creating psychologically safe workplaces
- Regular check-Ins
- Give considered feedback
- Leadership support
- Support employees through workplace changes
- Mental health support
- Address bullying and harassment
- Access funding support
- Review of supports through the probation period
Creating psychologically safe workplaces
Creating a psychologically safe workplace fosters an open, inclusive culture, supporting employees to feel comfortable sharing their ideas, concerns, and feedback without fearing negative consequences. Psychological safety ensures it’s safe to speak up, ask for help, and admit mistakes.
As Jamie, a neurodivergent employee, shared,
It is important to prioritise psychological safety and encourage everyone to speak up. You should feel that you won’t be punished or humiliated for sharing your thoughts or having a different viewpoint.
Psychological safety is particularly significant for neurodivergent employees, who may experience the workplace differently. Workplaces can present different challenges for neurodivergent people who may have sensory preferences or differing communication styles, that aren’t always considered in conventional work settings.
Another neurodivergent employee shared,
“In the workplace, there’s a perception that ‘diversity hires’ are tokens of political correctness. But many existing employees may already be neurodivergent, without a diagnosis or feeling comfortable to disclose it. It’s crucial that employers and workplaces collaborate to address the daily challenges neurodivergent employees face. This ensures future hires and the existing workforce feel supported, allowing them to be positive and productive at work.”
Why is creating a psychologically safe workplace important?
A psychologically safe workplace provides multiple benefits for all employees, including:
- Facilitates open communication: Psychological safety supports employees in expressing their needs and preferences openly, ensuring they have access to the necessary accommodations and adjustments. Tara, an employer, shared, “I manage my teams by allowing each individual to decide what they need, and I always maintain an open-door policy.”
- Values diverse thinking: Recognising the unique perspectives and problem-solving skills of employees fosters creativity and innovation.
- Helps decrease anxiety and stress: When mistakes or questions are welcomed, it reduces work-related anxiety and stress for employees. This can lead to decreased burnout rates, particularly in high-stress industries, and can also help reduce compassion fatigue in caring professions. Burnout is a major factor in decreased workplace productivity and higher staff turnover.
- Enhances inclusion and belonging: Psychological safety promotes a sense of acceptance and belonging, increasing engagement and loyalty among employees.
- Boosts performance and productivity: When needs are met, organisations can unlock the full potential of their neurodivergent workforce, leading to higher productivity. Anna, a neurodivergent employee, shared her experience, “I work closely with one other person, and we’ve divided tasks to align with our strengths. This mutual understanding makes our work more efficient.”
- Improves retention: Workplaces that support and understand neurodivergent employees are more likely to retain them, reducing turnover and associated costs.
Steps to create a psychologically safe environment
Psychologically safe environments are the foundation for innovation, adaptability, and team well-being. Studies show that teams with high levels of psychological safety are more effective, feel secure to take risks, and are more likely to share knowledge and innovate.
To create a psychologically safe environment, consider the following steps:
1. Clear communication
Prioritise clear communication to support employees to stay informed and aligned with workplace values.
Examples:
- Hold regular team meetings where updates are shared transparently and employees can ask questions without fear.
- Use multiple communication channels (e.g., emails, chat platforms, video calls) to accommodate different communication preferences.
- Create a feedback loop where employees can easily provide input on workplace processes or policies.
2. Encourage inclusivity
Create an environment where employees feel included and that their voices are heard, valued, and respected.
Examples:
- Implement brainstorming sessions where everyone is encouraged to contribute ideas, regardless of role or seniority.
- Use inclusive language and ensure all team members have opportunities to speak in meetings.
- Celebrate diversity through initiatives like Employee Resource Groups (ERGs) for neurodivergent staff.
3. Values and belonging
Foster a work environment that supports employees to connect in a respected way and create a sense of belonging.
Examples:
- Organise team-building activities that are accessible and enjoyable for everyone, including neurodivergent employees.
- Pair employees in mentoring or buddy programs to help build supportive relationships.
- Recognise cultural, neurodivergent, and personal differences to make every team member feel seen and respected.
4. Create accountability
Embrace a culture where mistakes are acknowledged and used as learning opportunities.
Examples:
- After a project, conduct “retrospective” meetings where teams openly discuss what went well and what could be improved.
- Leaders should model accountability by admitting their own mistakes and highlighting what they learned.
- Establish a “no-blame” policy where mistakes are seen as growth opportunities rather than failures.
5. Support and recognition
Consistently recognise and support employees, emphasising the value of their contributions.
Examples:
- Give specific and timely praise when employees achieve milestones or demonstrate effort.
- Offer personalised support, such as accommodations for sensory needs or flexible work hours.
- Implement regular “shout-outs” during meetings or through internal communication platforms to highlight contributions from team members.
By applying these steps, employers can create a psychologically safe environment that fosters innovation, engagement, and overall team well-being.
Check-ins: supporting development and well-being
Check-ins are regular meetings, either virtual or face-to-face, between employees and managers that focus on progress, goals, personal development, and well-being. Moving away from annual reviews towards more frequent check-ins can better meet the needs of neurodivergent employees, as well as younger employees who generally prefer prompt feedback on their performance.
The benefits of regular check-ins
Effective, regular check-ins are essential in supporting employees and strengthening relationships between employees and managers. This approach boosts performance, engagement, and well-being while ensuring timely problem resolution.
A neurodivergent employee commented,
“Routine check-ins every week or month would be highly beneficial. Establishing this regularity helps neurodivergent employees manage their expectations and prioritise discussions with managers, leading to more effective communication. It can also help senior staff identify and address performance issues early, preventing them from escalating.”
Another neurodivergent employee added,
“If employers support more formal mentor systems in the workplace, this would greatly benefit neurodivergent employees. Understanding the rationale behind certain processes helps us work more efficiently and contribute to solving workplace challenges.”
Steps for creating effective check-ins
1. Use preferred communication styles and preferences
Be mindful of an employee’s preferred communication styles and preferences.
Examples:
- After a verbal check-in, send a follow-up email summarising key points to reinforce understanding.
- Offer employees the option to receive feedback verbally, in writing, or via email to accommodate their comfort levels.
Tara, an employee, shared,
“Having the right policies in place and making sure staff understand them is crucial. This might involve communicating in different ways to ensure everyone is on the same page.”
A neurodivergent employee added,
“I prefer receiving feedback in writing, as it feels less personal than verbal feedback. Offering employees the option of how they’d like to receive feedback—whether verbally, in writing, or via email—would be helpful.”
2. Provide feedback to support professional growth
Providing feedback through the check-ins in a considerate and timely manner supports understanding and professional growth.
Examples:
- Deliver feedback immediately after an issue arises to allow for quick resolution and learning.
- Use the “Feedback Sandwich” method: Start with a positive comment, address the area for improvement, and end with encouragement.
A neurodivergent employee said,
“If I’ve done something wrong, I want to know as soon as possible so I can fix it right away. Delayed feedback can make it too late to intervene effectively.”
3. Building trust between employees and managers
We build trust through transparent communication, being consistent, and offering support as required.
Examples:
- Begin check-ins by discussing successes and challenges openly.
- Follow through on promises made during check-ins to show reliability and commitment.
- Create a safe space where employees feel comfortable sharing concerns without fear of judgment.
4. Set clear goals
Set clear goals to ensure check-ins are effective and contribute to productivity and job satisfaction.
Examples:
- Use the SMART goals framework (Specific, Measurable, Achievable, Relevant, Time-bound) during check-ins.
- Document goals in writing and revisit them in each subsequent check-in to track progress and adjustments.
5. Listen to the needs of neurodivergent employees
Ensure check-ins are designed to cater to the preferences of individual neurodivergent employees. Recognise their individual needs and preferences to help neurodivergent employees thrive.
Examples:
- Ask employees if they prefer shorter, more frequent check-ins or longer, less frequent ones.
- Allow for flexibility in check-in formats, such as video calls, written summaries, or face-to-face meetings, based on employee comfort.
6. Addressing issues early to avoid escalation
Timely feedback helps correct issues before they escalate.
Examples:
- Schedule regular check-ins (weekly or fortnightly) to catch potential issues early.
- Use constructive feedback focused on solutions rather than blame. For instance, “Let’s explore how we can adjust this approach” instead of “This went wrong.”
7. Clearly communicate instructions and protocols
Ensure employees understand their roles and responsibilities by communicating instructions clearly.
Examples:
- Provide written protocols and step-by-step guides to support verbal instructions.
- Create checklists for complex tasks to improve consistency and efficiency.
A neurodivergent employer shared in the Project National Survey, 2023,
“Clear, written protocols are essential. I need to know what I’m doing meets and exceeds expectations.”
Another neurodivergent employee echoed this, saying,
“Having clearly written instructions for my role and responsibilities is crucial. In previous roles, lack of documented procedures caused inefficiencies. By helping management create formal documents and checklists, we streamlined processes and achieved better outcomes. For example, in an animal care workplace, our improved processes led to better health and welfare outcomes for the animals, which was incredibly rewarding.”
By implementing these strategies, check-ins can enhance communication and be a powerful tool to ensure that neurodivergent employees, along with all staff, feel supported, motivated, and valued.
Giving feedback: A guide for managers
To be an effective manager, mastering the art of delivering both praise and constructive criticism is essential. While praise uplifts and motivates, constructive feedback helps guide employees towards improvement. However, delivering criticism can be challenging and uncomfortable, making it crucial for managers to handle feedback with care.
Understanding the impact of feedback
Research highlights the significant emotional impact of negative feedback. A study by Miner and Glomb (2011) found that employees react six times more intensely to negative interactions with their bosses compared to positive ones. Additionally, findings suggest that unsolicited or harshly delivered feedback can lead to reduced productivity and workplace tensions. This underscores the importance of thoughtful and constructive feedback to maintain a positive and productive workplace.
Steps for giving constructive feedback
1. Use clear and direct communication
Use concise, literal language that avoids metaphors and idioms. This ensures that employees can easily understand what is expected and what needs improvement.
Example:
- Instead of saying, “We need to hit the ground running on this project,” say, “Let’s start the project immediately and complete the first draft by Friday.”
- Instead of saying, “Great job on those minutes,” be explicit with, “Thanks for doing those minutes. Can you now send them out to all committee members for comment and approval?”
A neurodivergent employee, Anna, shared,
“Feedback needs to be direct because otherwise, I have to guess what the issue is. I always overthink it and make it worse than it actually is.”
2. Avoid unnecessary feedback
Ensure your feedback aims to enhance performance, rather than expressing frustration if an error is minor and unlikely to recur, consider whether pointing it out is truly necessary.
Example: If someone accidentally mislabels a document once, and it’s easily corrected, avoid saying, “You need to be more careful with labels.” Instead, let it go unless it becomes a repeated issue.
3. Focus on what to do, opposed to what not to do
Frame feedback in a way that focuses on improvement and outlines what could be done differently in the future. Avoid assuming that the person knows the necessary steps to take. For some neurodivergent individuals, strengths and skills may be significant in certain areas, while other tasks may pose challenges. Being clear about what actions to take helps set everyone up for success.
Example: Instead of saying, “Don’t leave your cup in the sink,” have a sign that says ‘Wash, dry and return your dishes to the cupboard’.
4. Maintain privacy
Always deliver feedback in private to avoid embarrassment and show respect.
Example: Hold feedback discussions in a private office or via a one-on-one video call rather than in a shared space.
A neurodivergent employee shared,
“Privacy is crucial for all employees, especially neurodivergent ones! I once had to disclose my neurodivergence and working memory struggles to a manager in a tearoom filled with noise and distractions. It felt invalidating and unsupportive. Having such conversations in private is key to ensuring employees feel respected and supported.”
5. Be supportive
Some people may have emotional responses to feedback, others may not. Approach feedback with empathy and show that you are there to support them to understand.
Example: Say, “I know this task was challenging, but I’m here to help you work through it,” rather than, “You should have done better.”
6. Timeliness
Give feedback promptly to maintain relevance and provide the employee the opportunity to implement feedback.
Examples:
- Immediate review: After a specific task, provide feedback within 24 hours while details are still fresh.
- Time-stamped checklists: Use project management tools like Trello or Asana to assign tasks with deadlines and add real-time comments for quick feedback.
- Quick notes: Leave a brief, handwritten note or digital comment on completed work to acknowledge it immediately before offering more detailed feedback later.
A neurodivergent employee shared,
“Timely feedback is really important. When feedback is delayed, it can make me feel anxious about why it’s being brought up now, and I take it personally.”
7. Encourage dialogue
Allow employees to ask questions and offer suggestions, fostering a collaborative approach to improvement.
Example: After giving feedback, ask, “Does this make sense to you? Is there anything you’d like to discuss or clarify?”
8. Focus on behaviour, not personality
Address specific actions rather than making personal judgments.
Example: Instead of saying, ” You’re rude in meetings,” say, “When you interrupt others during meetings, it makes it hard for everyone to follow the discussion.”
9. Continue the dialogue to acknowledge improvements and ensure ongoing support.
Examples:
- Progress check-ins: Schedule a follow-up meeting a week or two after initial feedback to discuss how the employee is implementing changes.
- Written acknowledgements: Send a follow-up email summarising progress and acknowledging improvements.
- Supportive reminders: Offer reminders or resources, like templates or checklists, to help the employee stay on track.
10. Encouraging praise
While criticism may be necessary, praise should be given freely and often, either publicly or privately. Regularly acknowledging your team’s efforts contributes significantly to supporting employee engagement and a more inclusive workplace.
Examples:
- Public recognition: During team meetings, give a shout-out to employees for their achievements. For example, “I want to thank Jess for her detailed research, which helped us complete the project ahead of schedule.”
- Written notes: Leave handwritten notes or send emails acknowledging good work.
- Incentives and rewards: Offer small rewards or incentives, such as gift cards, certificates, or an “Employee of the Month” award, to recognise consistent effort.
A neurodivergent employee shared,
“Senior staff often have good intentions to praise their team, but over time, that motivation fades. As someone who benefits from positive feedback, I really appreciate a few kind words from my boss. It keeps me motivated and eager to perform well.”
In all feedback situations, whether giving or receiving, privacy, respect, and a focus on growth and improvement are key. By following these principles, feedback can become a powerful tool for personal and professional development, creating a more neuro-inclusive, and productive workplace.
Leadership support: Building a neuro-inclusive workplace
Leadership support encompasses several key practices that contribute to creating a supportive and inclusive workplace. These include:
Task assistance and goal setting
Supporting employees by assigning tasks and establishing clear, achievable goals ensures they understand their responsibilities and how they contribute to broader organisational objectives. This enables all employees, to thrive in their roles.
Examples:
- Step-by-step instructions: Break tasks into smaller, actionable steps with deadlines. For instance, “First, compile the research data by Tuesday. Then, draft the summary report by Thursday.”
- Goal-setting templates: Use templates like SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) to clarify expectations.
- Visual task boards: Tools like Trello, Asana, or physical visual boards can help employees track tasks visually and stay organised.
Clear reporting structures
Clearly written processes on who to report to and where to escalate issues create a more efficient and transparent workplace. This structure ensures that employees know where to seek support when needed.
Examples:
- Organisational flowcharts: Create a visual diagram showing the levels of authority and reporting lines, displayed in common areas or intranet platforms.
- Written guides: Provide a step-by-step guide outlining the escalation process, such as, “For project-related issues, contact your team lead. If unresolved, escalate to the department manager.”
- Role-specific briefings: During onboarding, walk employees through who they report to and the appropriate escalation path
Niki Welz, a dyslexic manager shared,
“In my experience, it’s valuable to create a visual diagram clearly outlining the levels of authority within an organisation. Autistic employees don’t always intuitively know authority based on job titles alone. I’ve noticed that when these processes aren’t made explicit, people can take it personally if an employee bypasses certain authority levels. However, it’s usually not intentional—just a lack of understanding about the approval process rather than deliberately going over someone’s head.”
Open information sharing
Providing accessible and clear information fosters an environment where all team members stay informed and engaged. This open communication is key to an inclusive culture where employees feel valued.
Examples:
- Regular updates: Share project updates through weekly emails, team meetings, or a shared digital workspace (e.g., Slack, Microsoft Teams).
- Knowledge repositories: Maintain a centralised location (like a company wiki or shared drive) where employees can easily access important documents, procedures, and announcements.
Training and development opportunities
Ongoing training and development enable employees to grow their skills and advance their careers. This is particularly beneficial for neurodivergent employees, who may require tailored learning formats or content.
A neurodivergent employee shared,
“I benefit immensely from formal workplace training. The more I learn in a job, the more equipped I feel to tackle workplace challenges. It boosts my self-confidence.”
Constructive feedback
Providing regular, constructive feedback during performance reviews helps employees understand their strengths and areas for improvement in a supportive context.
Examples:
- Balanced feedback sessions: Use the “Feedback Sandwich” approach: Start with a positive comment, address areas for improvement, and end with encouragement.
- Written summaries: After feedback meetings, provide a written summary to reinforce key points.
- Action plans: Create a plan outlining clear steps for improvement, such as, “To improve your presentation skills, let’s practice presenting to smaller groups first.”
A neurodivergent employee commented,
“Constructive feedback is key! If it’s balanced with positive feedback and offers an alternative approach, I’m more than happy to adjust my work practices. I’m always open to improving and appreciate feedback that helps me grow.”
Support for challenging tasks
Leadership should offer extra support for challenging tasks or when employees transition into new roles. This support ensures employees feel secure and empowered, especially during periods of change or increased demand.
Examples:
- Task buddies: Assign a colleague to collaborate on a challenging task for additional support.
- Regular check-ins: Schedule brief daily or weekly check-ins to provide guidance and answer questions.
- Resource lists: Offer resources like guides, templates, or examples to help employees complete complex tasks more effectively.
Workload management
Adequate workload management is crucial in preventing burnout, especially for neurodivergent employees. Leaders should ensure proper coverage and adjust workloads when needed to maintain a balanced, sustainable environment.
Examples:
- Workload reviews: Regularly review team members’ workloads and redistribute tasks if someone appears overwhelmed.
- Flexible deadlines: When possible, allow for deadline adjustments to accommodate varying work paces.
- Task prioritisation tools: Use tools like Eisenhower Matrix or priority lists to help employees focus on high-impact tasks first.
A neurodivergent employee shared,
“Burnout is a real risk, particularly in workplaces that are either too mundane or too high-pressured. Regular check-ins with staff can help prevent burnout, as workers who feel supported are more productive and happier.”
Supporting employees through workplace changes
As organisations evolve, changes such as restructuring, leadership shifts, or relocations can significantly affect employee morale and productivity. Supporting employees during these transitions is crucial for maintaining a positive work environment, fostering resilience, and ensuring business continuity. Effective change management plays a key role in this process.
Tara an employer highlighted, “Bring people on the journey with you. Allow them to be part of the changes.”
Supporting neurodivergent employees during times of change is particularly important, as they may process and adapt to these shifts differently.
A neurodivergent employee shared,
“Being a neurodivergent person, responding to change is always a challenge for me. But if I can be given as much information as possible ahead of time, that helps me feel less anxious about change in the workplace.”
Autistic employees often rely on predictable routines and may have unique communication needs, sensory preferences, and ways of processing information. For example, a sudden change in desks or rooms may disrupt someone’s week.
Providing tailored support not only helps minimise stress and anxiety during transitions but can also ensure that an individual’s unique skills and perspectives continue to enrich the workplace.
A neurodivergent employee added,
“Many neurodivergent individuals benefit significantly from structure and routine in the workplace. More so than other employees, we may struggle with task-switching in the moment, so it may take us longer to adapt to newer challenges. Similarly, it may take us a little longer to embrace new schedules or routines, but if you can afford us a little extra patience, it can go a long way towards helping your staff members feel supported and included.”
Supporting employees through workplace changes ensures a smoother transition and helps maintain morale across the team.
Steps for supporting employees through workplace changes
1. Early and clear communication
Start conversations early and provide detailed information about the changes, including key dates and expectations. This helps employees feel prepared and reduces anxiety.
Example: Provide an access guide or information pack with key dates, visuals, and FAQs before introducing changes.
2. Collaborative planning
Work closely with each employee to create personalised plans that address their specific needs, such as adjusting workspaces, schedules, or duties.
Example: Ask, “How can we support you through this change?” and adjust plans based on their feedback.
3. Continuous support and training
Keep communication open through regular check-ins. Offer training tailored to different learning styles and consider providing mentors or buddies for additional guidance.
Example: Assign a “transition buddy” for support and offer short, weekly training sessions.
4. Familiarisation and flexibility
Neurodivergent employees often rely on predictable routines. Allow time for familiarisation with new settings or team members and ensure flexible work arrangements to meet individual needs.
Example: Offer pre-move tours of a new office to help employees adjust gradually.
5. Feedback and professional support
Encourage employees to provide feedback on the support they receive. Maintain stability by highlighting unchanged aspects of their roles and offering access to professional support services, such as counselling.
Example: Provide a feedback form and offer counselling sessions for additional support.
6. Recognition and inclusion
Recognise the unique skills of each employee, provide the tools they need to succeed, and involve the entire team in the transition to foster a sense of inclusion.
Example: Hold a team meeting to celebrate employee contributions and ensure everyone feels included.
Case Study: Supporting a neurodivergent employee through an office relocation
When Autism SA planned to relocate, they took proactive steps to support neurodivergent employees, ensuring a smooth transition and reducing anxiety. Strategies were tailored for specific individuals, and included.
- Early and clear communication: The CEO held one-on-one meetings with employees well in advance. They provided an access guide with photos of the new building, directions, and key information about accessibility features such as parking.
- Collaborative planning: For some employees, together a personalised plan was developed that included schedule adjustments, a designated quiet space, and options for remote work during the initial transition period.
- Continuous support: Managers scheduled regular check-ins before, during, and after the move with neurodivergent employees. A transition person accompanied the employee on visits to the new site to help them get familiar with the environment.
- Familiarisation and flexibility: Employees had multiple opportunities to visit the new office and practise their new commute. Flexible start times were offered to accommodate any challenges.
- Feedback and professional support: The organisation sought continuous feedback and provided access to counselling services to help manage stress related to the move.
- Recognition and inclusion: The team was briefed on the relocation process and encouraged to support one another. The employee’s strengths were recognised, and their contributions were celebrated after the move.
Outcome:
Neurodivergent employees reported feeling well-prepared and supported, which reduced anxiety and strengthened trust within the team. This approach ensured a successful and inclusive transition for everyone involved.
Promoting good mental health
Neurodivergent employees can contribute valuable perspectives and strengths to the workplace. To harness these benefits and create neuro-inclusive workplaces, organisations need to focus on supporting the mental health and well-being of all of their team members.
A neurodivergent employee shared,
“I have learned through my own struggles with mental health the importance of having an environment that promotes well-being.”
Mental health and neurodivergence
Addressing the mental well-being of neurodivergent employees is essential, given the higher rates of co-existing mental health conditions. Studies indicate that autistic individuals are more likely to experience mental health challenges such as anxiety, depression, and stress than their neurotypical counterparts. The Autism CRC reported that approximately 38% of autistic individuals experience anxiety, a significantly higher rate than seen in the general population
Neurodivergence and mental health conditions
It is important to address the misconception that being neurodivergent is synonymous with having a mental health disorder. Neurodivergence, which includes neurological differences like autism, ADHD, and dyslexia, is distinct from mental health disorders, although neurodivergent individuals may be more likely to experience mental health challenges. Understanding this distinction is crucial for fostering a truly neuro-inclusive workplace.
Benefits of a supportive workplace
Supporting mental health in the workplace can be transformative, particularly for neurodivergent employees. According to the Committee for Economic Development of Australia (CEDA), when workplaces actively provide mental health support—including accommodations, access to resources, and fostering a supportive work culture—employee outcomes improve substantially.
Benefits include:
- Increased job satisfaction
- Higher engagement levels
- Reduced work-related stress
- Improved mental health outcomes
- Reduced turnover rates
- Lower absenteeism
- Enhanced productivity, especially among neurodivergent employees
Creating an environment of understanding and support benefits both the employees and the overall organisational performance.
Steps for supporting workplace wellbeing
Implementing specific practices can significantly improve workplace mental health support for neurodivergent employees.
1. Encouraging open conversations
Encourage employees to share work-related stress without fear of judgment or consequences. Establishing a culture where employees feel safe to express concerns helps in addressing issues early.
Example: Hold regular “Wellbeing Check-Ins” where employees can express concerns openly or anonymously.
2. Flexible work arrangements
Recognise that neurodivergent employees may face unique stressors both in and out of work. Offering flexible work options can better support employees to work to their full potential.
Example: Niki Welz, a manager at Autism SA who is dyslexic shares,
“Due to my dyslexia, I experience cognitive fatigue in the afternoons. I’m clearer and more productive in the mornings. My workplace allows me to start my day early, which helps me perform at my best and supports my overall well-being.”
3. Cultivate a supportive team atmosphere
Foster a team culture that values mutual support. Making reasonable adjustments for neurodivergent employees ensures everyone feels included and valued.
Example: Offer peer-led workshops on neurodivergent awareness and inclusion.
4. Maintain accessible communication
Maintain open-door policies and ensure employees know who they can approach for support.
Example: Create a contact list with specific support roles and responsibilities.
A neurodivergent employee shared,
“The more specific the information given, particularly for autistic folks, the better. It helps us know who to go to if we experience workplace challenges and the best approach for addressing them.”
5. Handle concerns with sensitivity
Address employee concerns with empathy, ensuring responses are tailored to individual needs and that privacy is respected. Providing a private, safe space for discussions can further promote trust and openness.
6. Observant leadership
Managers should be vigilant to signs that employees may be struggling. An early intervention approach can prevent misunderstandings and lead to better outcomes.
A neurodivergent employee shared,
“Managers are often too busy to routinely check in with their staff, leading to delayed support. This can unfortunately lead to misunderstandings and worse outcomes for everyone.”
7. Inclusive team building
Design team activities with individual needs, such as communication and sensory preferences in mind. Inclusive events help build team cohesion while respecting individual differences.
Examples:
- Offer quiet team lunches for low-stimulation interaction, virtual team-building games for flexible participation, and low-sensory events with reduced noise and quiet zones.
8. Peer support and mentoring
Establish a mentoring system where employees can seek guidance from colleagues.
Example:
- Create a confidential, opt-out mentorship program where employees are paired with mentors who have lived experience or training in neurodivergence. This provides a safe space for support and growth.
A neurodivergent employee noted,
“Offering the option for mentorship can greatly increase workplace confidence.”
9. Employee Assistance Programs (EAP)
Provide access to confidential EAPs that respect employees’ privacy and accommodate unique communication needs.
One employee commented,
“Neurodivergent employees need reassurance that EAPs will protect their privacy.”
By implementing these strategies, organisations demonstrate their commitment to neurodivergent employees’ mental well-being, promoting a supportive, respectful, and inclusive workplace culture.
Addressing bullying and harassment in the workplace
Workplace bullying is defined as persistent unfair treatment of an individual or group, which can jeopardise health and safety.
Addressing bullying, harassment, and other negative behaviours is essential to building a diverse, inclusive workplace where everyone, including neurodivergent employees, feels supported and safe.
The impact of bullying on neurodivergent employees
Neurodivergent employees might be more vulnerable to bullying due to misunderstandings or unawareness of their ways of processing and responding to situations. The consequences can be profound, potentially leading to stress, anxiety, depression, and in extreme cases, even suicide. Additionally, bullying harms team cohesion and impedes organisational goals, creating an environment that is toxic for all employees.
It’s essential to differentiate between bullying and standard management actions, such as performance feedback or task delegation. These actions, when conducted respectfully, are not classified as bullying. However, even single incidents that cause distress should be promptly addressed to prevent escalation.
Recognising sexual harassment and victimisation
Sexual harassment can occur as isolated or repeated incidents and has harmful effects on both the target and witnesses. Similarly, victimisation—treating someone unfairly because they have advocated for their rights or supported others in doing so—can affect neurodivergent employees who report bullying. Thet may also be more vulnerable to victimisation if their complaints are not taken seriously or if they face backlash for speaking up.
A neurodivergent employee shared,
“In the past, when I disclosed that I was feeling bullied or harassed, I would have appreciated if someone could have believed me about my distress. It would have been nice for my manager to ask how I would like to proceed, or what I would like to be done on my behalf. Just having someone listen to me and discuss how I felt and how it was affecting me would have made me feel much more supported.”
Addressing cultural and systemic causes of negative behaviours
Bullying and other negative behaviours, such as discrimination, harassment, and victimisation, often reflect broader issues within workplace culture. Recognising and addressing these behaviours as part of the organisation’s culture—not merely as isolated incidents—is especially important for supporting neurodivergent employees, who may perceive and interpret workplace dynamics differently.
Legal and ethical obligations for employers
Protecting against bullying and harassment also fulfils ethical and legal responsibilities. With legislation, such as those in Victoria, requiring proactive steps from employers to eliminate bullying and harassment, adhering to these standards can decrease future legal liabilities and reduce the risk of claims to the Fair Work Commission.
Steps for fostering a neuro-inclusive and respectful workplace
Creating a safe, supportive environment requires organisations to actively implement policies and practices that prevent and address bullying and harassment. The following actions can help ensure that neurodivergent employees, along with their colleagues, feel secure, respected, and valued:
1. Preventative strategies
Implement proactive measures to prevent bullying and harassment before it occurs.
Example: Hold frequent neurodiversity and inclusion training for all employees, combined with awareness campaigns and leadership workshops on recognising early signs of exclusionary behaviour.
2. Immediate and effective responses
Act promptly and effectively when negative behaviours are reported.
Example: Establish a clear, step-by-step complaint process that includes immediate acknowledgment of the report, investigation timelines, and regular updates to the employee who raised the concern.
3. Positive and respectful workplace culture
Develop a culture that universally values respect and positivity, where negative behaviours are clearly understood to be unacceptable.
Example: Reinforce cultural values through a strong code of conduct, policies, and regular workplace education.
4. Supportive reporting systems
Create safe, accessible channels for reporting and resolving issues, with assurances of confidentiality where possible. This approach empowers neurodivergent employees to voice concerns without fear of victimisation.
Example: Offer a confidential online reporting tool and provide the option to meet with a designated support officer who understands neurodivergent needs.
Implementing these measures fosters a workplace that is not only neuro-inclusive but also enhances overall productivity and employee well-being. A workplace culture that prioritises respect and inclusivity, strengthens both individual and organisational resilience, supporting a healthier, more engaged workforce.
Funding to support neurodivergence
In Australia, workplaces that employ individuals with neurodivergence and or disabilities may be able to access funding supports and incentives designed to help create inclusive and accessible environments. These funding programs can assist employers and employees, covering essential needs like workplace adjustments, specialised training, and more.
Key funding supports
Here are some of the main funding options available to foster inclusivity in Australian workplaces
JobAccess
This program offers comprehensive support for eligible individuals with disability and mental health conditions who are entering the workforce, changing jobs, or requiring workplace adjustments. JobAccess connects individuals with Disability Employment Services (DES) providers and assists with necessary workplace modifications, helping employees with disabilities to find and maintain employment.
For more details, visit JobAccess’s Support for Employers page.
Employment Assistance Fund (EAF)
The EAF provides financial assistance for workplace modifications and services tailored to employees with disabilities. This includes support for those preparing for employment, starting a new job, or currently employed. The EAF covers expenses such as physical work environment adjustments, adaptive equipment, Auslan interpreter services, and training on disability, deafness, and mental health awareness. Recruitment agencies may also be reimbursed for providing Auslan interpreters during job interviews.
For more details, visit Job Access, JobAccess website.
Work Assist
This program helps retain employees who may be at risk of losing their job due to illness, injury, or disability by providing support to help them stay employed.
For more details, visit Work Assist.
Disability Employment Services (DES)
This federally funded service connects employers with potential employees who have a disability, illness, or injury. DES providers offer services such as workplace assessments, modifications, and ongoing support to help employers find and retain employees with disabilities. Employers can refer employees to DES providers or work with DES-supported individuals who come with additional resources.
For more details, visit Job Access.
National Disability Insurance Scheme (NDIS)
The NDIS is a federal government scheme that funds employment-related support for individuals with disabilities, helping them gain and retain meaningful employment.
For more details, visit the National Disability Insurance Scheme.
Wage Subsidy Scheme and Supported Wage System (SWS)
These programs offer financial incentives and productivity-based wages to employers who hire individuals with disabilities through DES providers. The Wage Subsidy Scheme helps people with disabilities gain skills and experience through employment, while SWS provides employers with wage adjustments based on the employee’s productivity level.
For more details, visit Job Access.
Australian Disability Enterprises (ADE)
ADEs are not-for-profit organisations that employ individuals with disabilities, offering the same working conditions as other employers. They provide job opportunities in diverse sectors, from small-scale nurseries to large assembly lines, allowing disabled people to contribute meaningfully to their communities. Employers can partner with ADEs for specific projects, supporting disability inclusion.
For more details, visit Everyone Can Work.
Comcare
As the national work health and safety authority, Comcare supports employees with disabilities or injuries in their return-to-work process under the Commonwealth workers’ compensation scheme.
For more details, visit Comcare.
Steps for employers to access funding
Employers interested in creating more inclusive workplaces can explore these funding supports to enhance their organisational environment. It is essential to understand each program’s eligibility criteria and application processes.
Collaborating with disability employment specialists can provide valuable guidance on navigating these resources, helping to establish a supportive, inclusive, and productive work environment for all employees.
By utilising these funding opportunities, organisations can not only support their employees with disabilities but also strengthen their commitment to inclusivity and accessibility, fostering a workplace that values diversity and inclusion.
Support during probation and exit processes
Probation periods allow employers to assess an employee’s fit for the role. It is particularly important to support neurodivergent employees during this phase, considering their unique contributions and needs to foster a fair and inclusive experience.
Key considerations to support making probation periods inclusive
To ensure neurodivergent employees have a positive experience during probation, employers should focus on the following:
Duration and flexibility
The length of the probation period, typically up to 12 months for small businesses and 6 months for others, is determined by the employer. Flexibility during this period is essential for neurodivergent employees, who may require additional time to adjust to new roles and environments.
Respectful termination practices
If termination becomes necessary during probation, approach the process with respect and adhere to legal standards. Neurodivergent employees may benefit from additional support, such as clear, written communication and, where possible, extending the probation period to allow for further adjustment and support.
Rights and entitlements
It’s crucial that all employees, including those on probation, receive the same entitlements from when they commence employment. This establishes a foundation of equity and ensures neurodivergent employees feel valued from the beginning of their employment.
Performance management for neurodivergent employees during probation
Regular performance reviews are vital to support employees during probation, especially for neurodivergent employees who may benefit from additional, tailored feedback. This period should be used to:
Provide transition support
Identify and address specific needs to facilitate a smooth transition into the workforce and foster positive performance outcomes.
Clear communication
Ensure that expectations and feedback are delivered in ways that are accessible and understandable. Clear, explicit instructions benefit all employees but are particularly valuable for neurodivergent individuals, ensuring they understand their roles and responsibilities fully.
Encourage open dialogue
Create a workplace environment where neurodivergent employees feel comfortable discussing their challenges and needs. This can help them overcome obstacles and contribute positively to overall team morale.
Concluding the probation period inclusively
When the probation period ends, consider the following inclusive practices to ensure a supportive conclusion:
Informed discussions
Conduct a supportive, open-ended meeting to discuss the neurodivergent employee’s progress, considering their unique experiences.
Thoughtful decision-making
Decisions about extending probation or permanent employment should be made with sensitivity and an understanding of the employee’s specific circumstances, always aiming to support their success.
Legal and ethical adherence
Employers have legal and ethical obligations to all employees, and it’s particularly important to uphold these standards to create a supportive environment.
Preventing discrimination
Employers should proactively prevent discrimination through their recruitment and retention processes. By making unbiased decisions regarding workforce retention, organisations can truly foster an inclusive and supportive workplace culture.
Implementing a probation period with a focus on inclusivity and support not only enhances the success of neurodivergent employees but also contributes positively to the overall workplace culture. It reinforces an organisation’s commitment to diversity and inclusion, setting a strong foundation for a neuro-inclusive work environment.
Conducting a supportive and respectful exit process
If an employee exits the organisation, it’s essential to approach this process with respect and sensitivity, especially for neurodivergent employees.
Following these best practices can ensure a positive experience:
Exit interview
Conduct a private, respectful interview to gather feedback on the employee’s onboarding experience and any specific challenges they encountered. This can provide insights into potential improvements in the onboarding and support processes for future neurodivergent employees.
Constructive feedback
Provide feedback on areas for growth while recognising the employee’s strengths. Focus on constructive feedback that highlights their potential and contributions.
Resource provision
Offer resources on neurodiversity and workplace accommodations, demonstrating an ongoing commitment to maintaining a neuro-inclusive workplace. Additionally, ensure relevant managers receive these resources to improve future interactions with neurodivergent employees.
Positive references
Consider providing a neutral or positive reference that emphasises the employee’s strengths, especially if their skills may be better suited to a different work environment.
Buddy program evaluation
Use feedback from the exit interview to assess the effectiveness of the buddy program, if applicable, identifying areas for improvement to support neurodivergent employees during their onboarding and integration.
Exploring future opportunities and resources
Employers can maintain a positive connection with former neurodivergent employees by considering the following:
Stay in touch
If the employee demonstrated potential but was not the best fit for the role, consider adding them to a talent pool for future opportunities that may align better with their strengths.
Community resources
Provide information on community resources or support networks for neurodivergent individuals to offer ongoing support after employment.
Maintaining a professional and respectful tone
Throughout the probation and exit processes, it’s essential to uphold a respectful, professional tone, focusing on constructive feedback and the employee’s potential. Viewing these interactions as learning opportunities helps organisations improve their approach for future neurodivergent employees, ultimately creating a more neuro-inclusive workplace culture.
Employers should also comply with all relevant labour laws and regulations regarding termination procedures and severance packages. By following these steps, organisations can ensure a respectful exit process that supports neurodivergent employees and lays the groundwork for a more inclusive and supportive workplace in the future.
Retention of neurodivergent employees
Prominent companies such as Deloitte, Hewlett Packard Enterprise, Microsoft, Ernst & Young, JPMorgan Chase, and SAP have recognised the immense value of neurodiversity in the workplace. By embracing neurodiversity programs, these organisations have not only enhanced their reputations but also boosted innovation, employee engagement, and overall performance.
SAP’s neurodiversity initiative, for example, has been transformative, enhancing the company’s status as a top employer and fostering innovation. A remarkable success story outlined in Neurodiversity, Equality, and Inclusion in MNCs articles by Ott, Russo and Moeller (2022) includes a neurodivergent team member solving a technical issue that saved SAP an impressive $40 million on a project. Additionally, the article shares that JPMorgan Chase has observed that neurodivergent employees tend to complete tasks more efficiently and have higher productivity than their neurotypical counterparts. Similarly, Ernst & Young highlights the exceptional innovation skills of neurodivergent employees, who have been crucial in automating processes and halving the time required for technical training.
These success stories demonstrate the vast potential of neurodivergent talent in the workplace, underscoring how embracing neurodiversity can lead to substantial corporate benefits like operational savings, productivity gains, and innovative breakthroughs.
A neurodivergent employee expressed in the Project National Survey, 2023, “We’re not aliens. It’s not contagious. It’s a superpower they should embrace and feel privileged we chose them as an employer.”
Another neurodivergent employee shared,
“Being neurodivergent is a blessing, as I have many strengths I can bring to workplaces, but it also brings its fair share of challenges which others in the workplace don’t always see or recognise.”
Strategies for retaining neurodivergent employees
Retaining neurodivergent employees requires a supportive, inclusive environment that acknowledges the unique needs and values individual contributions. Research indicates that neurodivergent employees who feel valued and supported often stay with employers longer than their neurotypical colleagues.
Inclusive workplace culture
- Foster a culture of acceptance and diversity, supporting employees feel valued and respected.
- Encourage open communication and provide neurodivergent employees with opportunities to contribute and feel heard.
Accommodations and support
- Offer reasonable accommodations tailored to the specific needs of neurodivergent employees. This may include flexible work arrangements, sensory-friendly spaces, or assistive technologies.
Training and awareness
- Educate managers and colleagues about neurodiversity through training sessions, equipping them with the knowledge to support neurodivergent team members effectively.
Career development opportunities
- Ensure that career advancement is accessible to neurodivergent employees by providing mentorship, training, and progression opportunities tailored to their strengths.
Feedback and recognition
- Regular feedback and recognition for neurodivergent employees’ contributions are essential for boosting morale and motivation. Routine acknowledgments help reinforce their value within the organisation.
Work-life balance
- Support a healthy work-life balance by offering flexible scheduling. This reduces stress and enhances job satisfaction for all employees.
Community and support networks
- Connect neurodivergent employees with support networks within and outside the organisation, fostering a sense of belonging and support.
A neurodivergent employee shared,
In my experience, I have had to work in many roles in the past where my employment opportunities were limited by my disability, which precluded longer-term stable employment. If employers can see the value their neurodivergent employees bring to their workplaces and businesses, and then convert our employment conditions from temporary to more permanent contracts, or at least convert us from casual to permanent part-time or full-time roles, then we are much more likely to thrive within a workplace and stay there in the longer term. Providing us with opportunities to convert from casual to more permanent roles may go some way in helping us feel supported and included in the workplace, as well as improving the contribution we can make for our employers overall.
By implementing these strategies, organisations can create a supportive and inclusive environment that not only retains neurodivergent employees but also benefits from their unique perspectives and talents, fostering a culture of diversity, innovation, and long-term engagement.
