About Neurodiversity
The best source is the neurodivergent person themselves. Fostering an inclusive, supportive culture promotes mutual respect and growth. Resources from neurodiversity advocates, organisations and peak bodies can also provide valuable insights. Learn more by visiting Autism SA.
Neurodivergent people may have different behaviours or communication styles, but this varies widely among individuals.
No, everyone is different. Neurodivergent refers to a range of conditions, including autism, ADHD, dyslexia, dyspraxia, Tourette’s, sensory processing disorder, OCD, and certain mental health disorders. Each of these conditions impacts how a person processes the world in unique ways, resulting in individual strengths, challenges, and needs.
No, everyone is different. Neurodivergent refers to a range of conditions, including autism, ADHD, dyslexia, dyspraxia, Tourette’s, sensory processing disorder, OCD, and certain mental health disorders. Each of these conditions impacts how a person processes the world in unique ways, resulting in individual strengths, challenges, and needs.
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. Individuals who are neurodivergent may experience unique patterns of thought, learning, processing, and interacting with the world around them.
Neurodiversity is 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.
Neurodiversity at work
There are many ways you can support neurodivergent staff in the workplace. Visit our Ongoing Support section for more information.
Yes. Workplaces that support and understand neurodivergent employees are more likely to retain them, reducing turnover and associated costs. Learn more in our Ongoing Support section.
Yes, Neuro-inclusive Recruitment supports diversity, equity and inclusion initiatives across the workplace. Creating an inclusive workplace goes beyond simply hiring a diverse workforce; it involves:
- Creating policies and practices that actively support and include all employees.
- Making everyone feel valued, respected, and empowered to contribute to their fullest potential.
- Fostering a culture where people feel safer and more comfortable being their authentic selves
Traditional recruitment methods often do not resonate with neurodivergent individuals, unintentionally limiting the candidate pool. Embracing a neuro-inclusive recruitment strategy can significantly expand this pool, allowing employers to access the unique skills and perspectives neurodivergent candidates bring, which leads to more diverse and effective hiring outcomes.
Yes, neurodivergent people work across many sectors. Some industries value specific strengths linked to neurodivergence, such as attention to detail in tech roles for autistic people, or creativity in marketing for those with dyslexia or bipolar disorder. However, many prefer not to be defined by a diagnosis. Skills and interests should guide employment opportunities, not assumptions.
Yes, you should hire neurodivergent people. You can learn and grow together, leveraging their strengths while creating a more neuro-inclusive workplace.
Supporting a neurodivergent employee often requires minimal time and cost, with adjustments like flexible scheduling or tailored communication.
Neurodivergent staff can boost productivity by offering unique problem-solving skills, attention to detail, and innovative ideas.
Neurodivergent staff can enrich workplace culture by bringing diverse perspectives, fostering creativity, and promoting a more inclusive environment.
Support neurodivergent employees by providing clear communication, reasonable accommodations and adjustments, regular check-ins, and fostering an inclusive environment.
If you can’t meet a neurodivergent person’s needs, it’s important to have an open dialogue to find workable solutions or seek external support from specialist organisations.
There are many resources, including online courses, workshops, and guides from organisations specialising in neurodiversity. Visit our Neurodiversity section to learn more.
To make interviews accessible and inclusive, provide clear and detailed job descriptions, share interview questions in advance, offer alternative interview formats (such as video or chat interviews), ensure the interview environment is sensory considered, avoid making negative judgments based on body language, allow extra time for responses, and consider allowing a support person or mentor for the candidate. Additionally, training interviewers on neurodiversity awareness can help create a more welcoming and understanding process.
You can make your recruiting strategies more inclusive by providing clear job descriptions, using a variety of assessment methods based on the skills needed, providing a supportive onboarding process, and offering ongoing support.
Employers need to comply with anti-discrimination laws, providing reasonable accommodations and ensuring an inclusive workplace.
It does not need to be a large cost to hire a neurodiverse workforce. Accommodations for neurodivergent employees are often simple and low-cost, like including agendas for meetings, allowing for headphones or hats to be worn, flexible work hours or a quiet workspace.
