Glossary

    Accessibility
    Making everything usable for everyone, including people with disabilities and neurodivergences. It covers designing things like products and services so they can be used directly by people without help, or with accessibility tools like screen readers.

    Accommodations
    Modifications or changes provided to the work environment or job duties to enable employees to perform their jobs effectively. Examples include flexible working locations, ergonomic office equipment, or software that aids in accessibility.

    Adjustments
    Refer to alterations in work policies, practices, or the physical environment to suit the needs of employees. Adjustments aim to enhance inclusivity and productivity, such as modifying work hours, using lamps or noise cancelling headphones, or restructuring tasks.

    Attention Deficit Hyperactivity Disorder (ADHD)
    Characterised by patterns of inattention, hyperactivity, and impulsivity.

    Autism Spectrum Disorder (ASD)
    A diagnosis based on assessing the areas of communication, social interaction, and behaviour.

    Bias-Free Recruitment
    Recruitment processes that are structured to minimise bias and provide equal opportunity for all candidates. This includes practices like blind recruitment, where identifying information is removed from applications, or where evaluation checklists are used to ensure that skills are being assessed that are needed for the job.

    Bipolar Disorder
    A disorder associated with episodes of mood swings ranging from depressive lows to manic highs.

    Communication
    Communication is the process of exchanging information, ideas, thoughts, feelings, and messages between individuals or groups through various methods, including spoken words, written text, body language, and other non-verbal cues. Effective communication involves a sender, who conveys the message, and a receiver, who interprets and understands the message.

    Continuous Feedback
    Regular, constructive feedback that helps employees understand their performance and areas for improvement. This is particularly important for neurodivergent individuals who may benefit from clear, consistent communication.

    Disability Access Inclusion Plans
    Strategic plans developed by organisations to improve access and inclusion for people with disabilities, and those that are neurodivergent. These plans outline specific actions and policies to ensure that people with disabilities can fully participate in all aspects of business or organisation.

    Disability Discrimination Act (1992)
    (DDA) is an Australian law that aims to eliminate discrimination against people with disabilities in various areas of public life, including employment, education, access to premises, provision of goods and services, and more

    Diversity
    Everything that makes you unique, like your skills, background, culture, experiences, and abilities. This includes having a disability or being neurodivergent.

    Diversity, Equality and Inclusion (DEI)

    • Diversity: Valuing and embracing differences in people’s backgrounds, identities, and experiences.
    • Equality: Ensuring everyone has equal access, opportunities, and fair treatment.
    • Inclusion: Creating an environment where everyone feels respected, supported, and able to contribute fully.

    DEI fosters fairness, representation, and a sense of belonging for all.

    Double Empathy Theory
    A theory suggesting that difficulties in social interactions between neurotypical and neurodivergent individuals arise from a mutual lack of understanding and differences in communication styles, rather than a deficiency in empathy on the part of neurodivergent individuals alone.

    Dyscalculia
    A learning disability in math, affecting the ability to understand numbers and learn math facts.

    Dyslexia
    A learning disorder that involves difficulty reading due to problems identifying speech sounds and learning how they relate to letters and words.

    Dyspraxia (Developmental Coordination Disorder)
    A neurological disorder that affects physical coordination and movement.

    Employee Resource Groups (ERGs)
    Voluntary, employee-led groups that aim to foster a diverse, inclusive workplace aligned with the organisation’s mission and values.

    Exclusion
    Not being included or listened to. It’s a culture where not everyone is equally valued or involved. Sometimes this is done on purpose, like when certain groups are treated unfairly. Other times, it’s by accident, like when someone feels left out because of what someone else does or says without meaning to.

    Identity-first Language
    Saying “disabled person” or “autistic person” instead of “person with a disability” or “person with autism.” It puts the disability or condition before the person, emphasising the identity.

    Inclusion
    Being part of the group and having your voice heard. It’s a culture where everyone is valued and involved fairly and genuinely.

    Inclusive Recruitment
    Recruitment processes designed to be accessible and fair to all candidates, regardless of their neurodivergence or other differences. This often involves adapting traditional hiring practices to be more inclusive.

    Job Carving
    The process of breaking down job roles into smaller tasks that can be customised to match the strengths and abilities of neurodivergent individuals.

    Mental Health Support
    Services and programs offered by an employer to support the mental well-being of employees. This can include counselling services, stress management programs, and access to mental health professionals.

    Mentorship Programs
    Programs that pair new employees with colleagues who can provide guidance, support, and knowledge about the organisation.

    Neurodiversity
    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.

    Neurodivergent
    Neurodivergent refers to individuals whose brain functions, learning styles, or ways of processing information differ from the “neurotypical” standard. This term includes conditions such as autism, ADHD, dyslexia, dyspraxia, and more.

    Neuro-Inclusive
    Refers to an environment, culture, or practice that actively supports, respects, and accommodates people of all neurotypes, including both neurodivergent and neurotypical individuals. A neuro-inclusive approach recognises and values different ways of thinking, learning, and processing information.

    Neurotypical
    Refers to individuals whose neurological development and functioning are typical or expected in the general population.

    Non-Verbal Learning Disorder
    Affects the ability to understand non-verbal cues like facial expressions or tone of voice.

    Obsessive-Compulsive Disorder (OCD)
    Characterised by recurrent, unwanted thoughts (obsessions) and/or repetitive behaviours (compulsions).

    Onboarding
    The process of including a new employee into an organisation, helping them to understand their role, the company values, and the tools they will need to succeed.

    Partial Disclosure
    Sharing only some aspects of one’s diagnosis, disability or condition with others, often to maintain privacy while still requesting necessary accommodations or understanding.

    Person-first Language
    Saying “person with a disability” or “person with autism” instead of “disabled person” or “autistic person.” It puts the person before the disability.

    Persons with Disabilities
    People who have long-term physical, mental, intellectual, or sensory challenges. Some neurodivergent people identify as having a disability, while others do not.

    Psychologically Safe Environment
    A workplace where employees feel safe to express their ideas, ask questions, and admit mistakes without fear of negative consequences.

    Recruitment
    The process of finding and hiring the best- candidates for a job, focusing on skills, experience, and qualifications.

    Schizophrenia
    A condition that significantly affects perception, thought processes, and behaviour.

    Self-disclosure
    Choosing to tell someone about your own diagnosis or disability.

    Sensory Issues
    Differences which can cause challenges with processing things like touch, taste, or sight. It can make the senses too sensitive or not sensitive enough. Common in many, but not all, neurodivergent people, especially autistic people.

    Sensory-Friendly
    Environments or products designed to be comfortable for people with sensory sensitivities, such as those often experienced by neurodivergent individuals.

    Sensory Processing Disorder
    A condition in which the brain has differences in receiving and responding to information that comes in through the senses.

    Spectrum
    Often refers to the autism spectrum. When people say they’re ‘on the spectrum’, they’re usually talking about autism. This can be a way for them to tell others about their neurodivergence.

    Stimming
    Repetitive actions or movements often seen in autistic people. Examples include nail biting and tapping.

    Synaesthesia
    A condition in which one sense is simultaneously perceived as if by one or more additional senses (e.g., seeing colours when one hears music).

    Tourette Syndrome
    A condition of the nervous system that causes people to have “tics” — sudden twitches, movements, or sounds that people do repeatedly.

    Universal Design
    The design of buildings, products, or environments to be usable by all people, to the greatest extent possible, without the need for adaptation or specialised design.

    Visual Schedules
    Tools used to help neurodivergent individuals understand and follow their daily routines and job responsibilities. These can include visual aids like charts, diagrams, or apps.

    Workplace Accommodations
    Adjustments made in the workplace to support employees with disabilities, including neurodivergent individuals. Examples include flexible working hours, noise-cancelling headphones, clear agendas for meetings, tasks broken down or the option to work from home.

    Workplace Inclusivity Training
    Training programs aimed at educating employees and managers about diversity, equity, and inclusion, with a focus on creating an inclusive work environment for all employees.

    “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.”