Resource topics

    Neuro-inclusive workplaces

    Download this resource to reflect and evaluate how you support neurodivergent employees in the workplace.

    Neuro-inclusive Workplace Self Assessment Tool

    Complete this tool to identify strengths and areas for growth.

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    Accommodations and Adjustments Template

    Use this template to support conversations around accommodations and adjustments.

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    The benefits of neuro-inclusive workplaces

    Discover the benefits of neurodivergence in your workplace

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    Neuro-inclusive Recruitment

    Download these resources to learn how to make your recruitment process neuro-inclusive.

    Assessment Methods Matrix

    A matrix to help decide which assessment method is right for the role.

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    Interviews

    Download these resources to learn how to create and implement neuro-inclusive interviews.

    Face to Face Interviews

    How to create and implement neuro-inclusive Face to Face 1:1 interviews

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    Face to Face Panel Interviews

    How to create and implement neuro-inclusive Face to Face Panel Interviews

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    Face to Face Group Interviews

    How to create and implement neuro-inclusive Face to Face Group Interviews

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    Virtual Interviews

    How to create and implement neuro-inclusive Virtual Interviews

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    Phone Interviews

    How to create and implement neuro-inclusive Phone Interviews

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    Digitally Recorded Interviews

    How to create and implement neuro-inclusive Digitally Recorded Interviews

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    Informal Interviews

    How to create and implement neuro-inclusive Informal Interviews

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    Mealtime Interviews

    How to create and implement neuro-inclusive Mealtime Interviews

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    Stress Interviews

    How to create and implement neuro-inclusive Stress Interviews

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    Skills assessments

    Download these resources to learn how to create and implement neuro-inclusive skills assessments.

    Puzzles, Games and Exercise Tests

    How to create and implement neuro-inclusive Puzzles, Games and Exercise Tests

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    Role Play Scenarios

    How to create and implement neuro-inclusive Role Play Scenarios

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    Test Interviews

    How to create and implement neuro-inclusive Test Interviews

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    Chat Interviews

    How to create and implement neuro-inclusive Chat Interviews

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    Skills demonstrations

    Download these resources to learn how to create and implement neuro-inclusive skills demonstrations.

    Job, Work Trials and Internships

    How to create and implement neuro-inclusive Job, Work Trials and Internships

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    Simulated Work Tasks

    How to create and implement neuro-inclusive Simulated Work Tasks

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    Take-Home Assignments

    How to create and implement neuro-inclusive Take-Home Assignments

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    On-the-job Interviews

    How to create and implement neuro-inclusive On-the-job Interviews

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    Samples of work

    Download these resources to learn how to create and implement neuro-inclusive samples of work strategies.

    Portfolios

    How to create and implement neuro-inclusive Portfolios.

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    Work Samples

    How to create and implement neuro-inclusive Work Samples.

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    Combination of methods

    Download these resources to learn how to create and implement neuro-inclusive Assessment Events.

    Assessment Events

    How to create and implement neuro-inclusive Assessment Events

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    Onboarding

    Download these resources to support a neuro-inclusive onboarding process. 

    Accessibility Guide

    A template for creating your company Accessibility Guide

     

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    Employee One Page Profile

    A template for creating Employee One Page Profiles

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    Ongoing support

    Download these resources to support you to provide neuro-inclusive ongoing support in your workplace.

    A guide to Ongoing Support

    Download this guide to support you to provide effective ongoing support…

    “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.”