The University of Adelaide is undertaking an evaluation of the Neuro-inclusive Recruiting resources. For this evaluation we are seeking employer representatives who are enthusiastic about using the resources to engage with the Neuro-inclusive Recruiting website and provide feedback using online surveys.
In today’s diverse workplaces, understanding and supporting the needs of neurodivergent employees is not just a matter of inclusivity—it’s a practical approach that can lead to a happier, more productive team.
In today’s diverse workplaces, understanding and supporting the needs of neurodivergent employees is not just a matter of inclusivity—it’s a practical approach that can lead to a happier, more productive team.
In today’s diverse workplaces, understanding and supporting the needs of neurodivergent employees is not just a matter of inclusivity—it’s a practical approach that can lead to a happier, more productive team.
In the journey toward creating an inclusive workplace, one factor stands out as particularly critical: leadership buy-in. While collaboration and input from all levels of the organisation are essential, the true power of positive change often comes from the commitment and support of leadership.
Neurodiversity encompasses a wide range of cognitive variations, including autism, ADHD, dyslexia, and more. For businesses, recognising and accommodating these differences isn’t just about inclusivity—it’s a critical factor in reducing staff turnover and building a motivated, content workforce.
My name is Pen. I’m 36 years old, and was diagnosed with autism in my early teens, and then later with obsessive compulsive disorder and depression.
