Embracing neurodiversity: 6 ways to support employees and colleagues

Being able to build, retain and develop a neurodiverse team is a particularly important skill and requires managers that have high levels of self-awareness, emotional intelligence, and effective communication skills. While work can cause challenges for those who are neurodivergent, and they may often require additional support, employers are becoming increasingly more aware of the value neurodivergent people can add to organisations. Some organisations actively target neurodivergent candidates, as they recognise the value that neurodiversity can bring to specific areas of work. The NDSW Initiative is a social enterprise focused on creating safer, more inclusive workplaces through training, resources, and advocacy for neurodivergent individuals.
Our team of highly qualified Occupational Psychologists, workplace coaches and HR experts understand what works; not only because 68% of us are neurodivergent/disabled ourselves, but also from decades of research and experience with clients. Other resources include CIPD, charities like the ADHD Foundation and the Autism Society, or employers’ own Occupational Health or employee assistance programmes. Typical effects of autism might include sensory differences (being particularly susceptible to background noise, harsh colours, or smells), more direct communication styles, and a good memory. A neurodivergent individual is someone whose brain works in different ways to what is considered more typical. Some well-known types of neurodivergence are ADHD, autism, dyslexia, dyspraxia, dyscalculia, and Tourette’s syndrome.

For example, they can learn how to handle situations  where a neurodiverse employee is overwhelmed by sensory inputs in an open-office environment. One crucial aspect of neurodiversity training is to avoid diagnosing or labeling individuals. No workplace wants “pseudo therapists” who might misinterpret behaviors and symptoms. We don’t want to go into too much detail about the psychological aspect because we don’t want to create red herrings.
Supports more accurate, personalised, and respectful understanding of each person’s experiences. Psychiatrists assess and manage symptoms pharmacologically, supporting stability that enables individuals to engage in therapy, daily activities, and goal-directed life more sustainably. Psychiatrists psychiatry care complements psychological interventions for holistic care. Psychologists and psychiatrists provide distinct but complementary expertise, and their collaboration can greatly enhance care for individuals with ADHD, autism, or AuDHD.

Cultural transformation becomes evident through positive changes in communication patterns, team dynamics, and inclusivity. These immediate performance indicators provide valuable insights into the training’s initial impact. At Diversity Australia, we offer these components through both online and face-to-face training options, ensuring organisations can choose the delivery method that best suits their needs. Case studies demonstrate successful implementation of inclusive practices across various industries. This evaluation examines how well teams currently function in terms of inclusion and collaboration. A thorough evaluation is important because unsuitable environments can significantly impact performance and well-being.
Simple adjustments in lighting, noise levels, or workspace layout can dramatically improve performance and job satisfaction for neurodivergent staff. This assessment examines both the physical environment and digital tools to ensure they accommodate various neurodivergent conditions. This awareness and understanding enables effective team leadership and promotes inclusive practices. A thorough understanding of neurodiversity delivers measurable business benefits. The key to meaningful support lies in understanding that neurodivergent people have diverse needs and preferences. Without a diagnosis it is difficult for employers to know what adjustments workers need to help them perform work safely.
If you would like to explore how making neurodiversity an intentional part of how your business works could strengthen your team and your outcomes, Matthew and the team are here to help you start that conversation. It is already part of your team and will continue to shape your capacity to innovate, retain talent, and create products that resonate in the real world. Investors increasingly view people practices as part of long term viability, particularly in early stage companies where execution capacity  is a key predictor of future growth. Evidence shows that teams with inclusion at their core make better decisions and outperform their peers in productivity and innovation. Research highlights that people who think differently often bring deep focus, pattern recognition, creative problem solving, and the ability to challenge assumptions in ways that strengthen teams and products. Yet even as this reality becomes clearer through research and practice, many startups still treat neurodiversity as a “nice to have” diversity topic rather than a strategic advantage that shapes how work is done and how teams succeed.

This assessment-related work is billed separately and isn't eligible for Medicare or third-party rebates. We do, however, offer discounted bundle pricing when multiple reports are completed together.Our reports translate the therapeutic assessment process into something practical you can use. They can provide formal confirmation of a diagnosis, a detailed profile for self-understanding and advocacy, evidence to support NDIS funding or workplace adjustments, and more. Explore the options below, use our pricing calculator to estimate costs, or contact us for guidance or questions. A WPA is a personalised approach that helps your employees to perform tasks more effectively, reducing stress and enhancing their overall wellbeing. By addressing individual requirements, the assessment promotes an inclusive work environment where neurodivergent employees can leverage their unique strengths, ultimately boosting their productivity and job satisfaction.
Included in the act’s protection is the obligation on employers to make reasonable adjustments to enable those with disabilities, including neurodivergent ones, to do their jobs effectively and comfortably. Any employee is eligible for a private workplace needs assessment and can get in contact with Exceptional Individuals if their employer agrees to fund it. Employees with a neurodivergent condition often get in touch in collaboration with their employer when they find they are facing barriers at work due to their neurodivergence. You do not have to prepare anything, but it is recommended that you are in a safe and quiet space.

Such initiatives can also be used to encourage open conversations about neurodivergent employees and the successes they have achieved. Practitioners can also explore the APS range of neurodiversity related education and training. Neurodiverse individuals tended to rank higher in Ideation (+3), Strategic (+2) and Command (+2) themes compared with neurotypical respondents. This suggests that neurodiverse employees have a Neurodiversity Assessment talent for innovative thinking, project management and problem-solving.
These discounted bundles provide both the formal diagnosis and the nuanced, personalised insights that are often left out of rigid diagnostic frameworks. Together, they create a meaningful, affirming, and strengths-informed understanding of your neurodivergence. It's important to understand the truth about personality tests with neurodivergent candidates.