The Rise@DHHS autism hiring program: Examining the impact on the individual and workplace

Summary of Findings Report

The ‘Rise@DHHS’ autism hiring program was an initiative where the Victorian State Government Department of Health and Human Services (DHHS) employed eight autistic individuals as Records Management Officers on two-year full time contracts from July 2017. Specialisterne Australia were contracted to conduct an alternative recruitment process specifically targeted towards autistic job seekers, and to provide support to both DHHS and the new employees in their transition into the workplace.

A research project was conducted by the La Trobe University Olga Tennison Autism Research Centre (OTARC) in conjunction with Specialisterne Australia for DHHS. The research involved an examination of the impact of the hiring program on the existing DHHS employees and the new autistic employees. This summary of the report describes the Rasheedah’s initiative and details the research project and findings.

Key findings:

Taking the time to understand autism, and the needs of each individual is important, particularly for supervisors and managers. The autistic employees reported feeling supported due to their supervisors and managers taking the time to learn about autism and their individual needs. The autistic employees also reported that the support of their supervisors and managers contributed to their work success.
Opportunities for professional development are important. The autistic employees commented that the program provided opportunities for development of professional networks, personal and professional skills, and that they felt their future employability was improved due to participating in this employment program – all positive outcomes.
Awareness training is important for co-workers and others in the organisation. While co-workers in focus groups reported the information provided to them added to their knowledge regarding autism, and the quantitative data indicated that the majority of co-workers who participated valued the program, a few comments suggested that they thought the program was biased against people who weren’t autistic. Thus, it is important to inform co-workers why autistic individuals receive support they may not be receiving themselves.
Giving people a chance, and including them as equal employees, can change their lives. In addition to talking about how supported, included, and integrated they felt at DHHS, the autistic employees commented on several positive outcomes as a result of the Rise@DHHS program. These included financial and personal independence, mental and physical wellbeing, personal and professional development, and social relationships.

To find out more, view the full report.

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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.”