Neuro-inclusive Recruiting: An exciting new resource

Autism SA is thrilled to announce the launch of its latest innovative project, Neuro-inclusive recruiting. This free online resource is designed to provide tips, insights, and guidance to help employers build their confidence in creating neuro-inclusive workplaces.

Funded by the Australian Government’s Department of Social Services and developed over three years, Neuro-inclusive Recruiting aims to enhance neurodiversity in Australian workplaces. By building the confidence of employers to adopt more inclusive recruitment practices, this resource seeks to break down the barriers that traditional hiring processes often create for neurodivergent job seekers.

Recognising the barriers

Traditional hiring methods can present numerous obstacles for neurodivergent individuals, often leaving them overlooked in the recruitment process. In response, Autism SA developed this resource in close collaboration with neurodivergent people and employers. Neuro-inclusive Recruiting shines a light on the specific challenges neurodivergent candidates may face during traditional recruitment and offers practical solutions to create a more inclusive process.

Unlocking the benefits of neurodiversity

This resource emphasises the immense benefits of neurodiverse workplaces. Employers can gain access to a wealth of untapped talent by making their recruitment processes more inclusive. neurodiverse teams bring unique perspectives, innovative problem-solving skills, and a richer company culture that can drive success.

Comprehensive support for employers

Whether you are just beginning your inclusivity journey or looking to refine your current practices, Neuro-inclusive recruiting offers a wide range of information, insights, and resources to support you. From practical tips on improving job descriptions and interview processes to strategies for creating a supportive work environment, this resource is designed to be your go-to guide for building a neuro-inclusive workplace.

This relevant and practical resource is sure to become a staple in your bookmarks. Start exploring today and take the first step toward a more inclusive and diverse workforce.

Explore the new resource

We invite you to dive into this valuable resource and discover how you can make a meaningful impact on your recruitment practices and, ultimately, your workplace culture. Get started with building on your understanding of neurodiversity.

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A neurodivergent experience

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.

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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.”