Fostering a neuro-inclusive workplace

Creating a neuro-inclusive workplace is not about adding extra support for a few people, it’s about creating a space and the culture where everyone can thrive.

Adelaide Fringe is an annual arts festival in South Australia that runs each February and March. It
brings together thousands of artists from around the world, performing comedy, theatre, music, circus
and visual arts across venues throughout the city.

In this video, the Adelaide Fringe team shares how they are embedding neuro-inclusion across their
organisation. Their approach reflects a clear understanding that “bringing neurodivergent employees
into a workplace benefits absolutely everyone, including the organisation”, as shared by Audrey Menz
(HoneyPot and Artists & Venue Administrator).

The team described how Neuro-inclusive Recruiting has created a shift in how they think about
recruitment, communication and workplace culture. Tools designed to support neuro-inclusion are being
used across the organisation, with Tara McLeod (Acting CEO) noting that “this tool has helped not only
the HR team in recruitment but all areas of the organisation”.

At Adelaide Fringe there is a strong focus on recognising the strengths of neurodiversity. Audrey
reflects on her own experience, sharing that “I think alot of those neurodivergent qualities I have are
real strengths in the workplace”. This perspective reinforces the value of creating workplaces where
people can contribute in ways that work best for them.

A key message from the video is that change begins with conversation. Tara challenges organisations
to take that first step: “My challenge is to people is to actually start having the conversation, start talking
to people, look at the neurodivergent resources and tools that are there.” She continues, “It creates that
difference and that ability to understand society, because we are so different and that is the beauty of
society”.

This commitment is reflected in the organisation’s culture, with Tara sharing, “We do embrace it here at
Adelaide Fringe”.

For the HR team, the process has not only introduced new tools, but new ways of thinking. Courtney
shares that “I dont think weve ever had anything like this that has really broken it down for us and given
us a perspective from a neurodivergent staff member”, highlighting the value of lived experience in
shaping inclusive practice. She also notes how this has influenced their approach to recruitment: “I also
really enjoyed learning about different interview techniques. I found that helpful to think outside the box of how you could potentially run an interview”.

Some of the team’s favourite resources include the Adjustments and Accommodations tool, supporting
more inclusive recruitment and workplace practices.

This case study shows that embracing neurodiversity creates more vibrant workplaces. By starting
conversations, valuing different perspectives and embedding practical tools, organisations can create
workplaces where everyone can thrive.

Watch the full video to hear directly from the Adelaide Fringe team about they embrace
neurodivergence in the workplace.

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“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.”