Before you continue, we thought you might like to download our five positive psychology tools for free. These detailed, science-based exercises will help your clients realize their unique potential and create a life that feels energizing and authentic. Fairness and inclusion in the workplace also provide a sense of psychological safety for all employees, which helps them thrive at work. Neurodiversity diagnostic assessments can help to provide a foundation for workplace accommodations.
Contact us today to take the first step towards a more inclusive, confident, and productive workplace. If you are unsure whether this assessment is right for your situation, speak to one of our friendly team members for a free consultation — we’re here to help you decide. Learn how you can create real change in your organisation with UQ’s MBA program. Austin’s search has shown the importance of staying rooted in the language of business performance and the bottom line. “Individual companies have differences in their support systems, but almost all of them have external and internal support,” Austin says.
However, workplaces are often designed with the neurotypical brain in mind, with little thought given to brain diversity and the barriers that hinder neurodivergent minds. Under the Equality Act 2010, employers are legally required to make reasonable adjustments for employees with disabilities, including those with neurodivergent conditions. Failure to do so can result in legal consequences and damage to the company’s reputation.
Neuroinclusion isn’t just a policy – it’s a commitment to ensuring no one is left behind. With the right tools and support, your organisation can unlock the full potential of a truly diverse workforce. Download The Employer’s Guide to Neurodiversity today and discover ways to support and empower your neurodivergent staff. That’s why we’ve produced The Employer’s Guide to Neurodiversity, a comprehensive resource designed to help businesses build neuroinclusive work environments.
Each assessment produces a comprehensive and high-quality report that provides actionable insights for both the employee and the employer. Employing a buddy system or other inter-organisational support can also deliver a smooth onboarding process and reduce social anxiety by openly communicating the organisation’s culture and expectations. “The key to neurodiversity in the workplace is ensuring people are seen and heard,” Dr Moeller said.
In Australia, under the DDA, individuals with neurological conditions are protected against unlawful discrimination. Section 5 of the Disability Discrimination Act 1992 (Cth) (DDA), requires in effect employers to provide reasonable adjustments to accommodate a person’s disability. An adjustment will likely be considered reasonable unless making the adjustment would impose an unjustifiable hardship or the employee is not able to perform the inherent requirements of the work even if reasonable adjustments are made. Some of the by-products of these conditions such as hyperfocus, creativity, innovative thinking, visual reasoning and strength in processing detail and recognising patterns, can be hugely valuable for organisations. However, there are other aspects of these conditions that some employers find harder to understand and manage. ACAS (the Advisory, Conciliation and Arbitration Service), have recently published advice to help employers understand their obligations and create inclusive, supportive organisations where differences are celebrated and can be used to benefit business.
Whether you’re looking to support an individual employee or embed neurodiversity awareness into your organisation, we’re here to help. Our team of specialists carry out a range of assessments to support individuals at work. Working with the employee the assessor will investigate areas of challenge and make recommendations for ways the employee can support themselves as well as how the organisation can support. This was created guide to support and empower employers to be more inclusive and forward-thinking about employing neurodivergent staff.
Whether diagnosed or not, the estimated prevalence of all neurodiversities is 15-20%, so chances are you know and work with someone who is neurodiverse (perhaps without even realising it). Our team can support you with Access to Work grant and funding to support your employees. Access to Work (ATW) is a publicly funded employment support grant scheme that aims to support disabled people start or stay in work. It can provide practical and financial support for people who have a disability or physical or mental health condition. Support can be provided where someone needs support or adaptations beyond reasonable adjustments. Employers have a legal duty under the Equality Act 2010 to make reasonable adjustments for disabled employees, which includes many neurodivergent individuals.
Embracing neurodiversity isn’t just about doing the right thing—it’s also a smart business decision. Diverse teams drive innovation, solve problems from unique perspectives, and enhance productivity. For example, Alysia Steinmann, Managing Partner at EY, told the audience at the 2024 Catalyst Awards that one neurodivergent employee developed an algorithm that saved the company millions by streamlining a process that previously took four weeks. Traditional hiring processes often create barriers for neurodivergent candidates. Organizations should consider adopting skills-based hiring, shifting away from rigid interview formats that may disadvantage neurodivergent candidates. Training interviewers on neurodiversity helps ensure recruiters understand how to differentiate between nervousness and lack of preparation.
Neurodivergent individuals can bring new talent and innovation to the workplace. The world’s first quality mark on neurodiversity in the workplace, the accreditation is based on Lexxic’s ND Smart maturity model, supporting organisations to take co-ordinated action to embed and sustain neuro-inclusion across the whole business. We consult with relevant stakeholders and develop an action plan to manage the required change, ensuring your organisation is an inclusive workplace for neurodivergent and disabled colleagues. We will provide consultancy to help the personnel implement the recommendations. Our detailed knowledge of the organisation, gained from the audit process, will Neurodiversity Assessment ensure that our consultancy is tailored to the organisation’s culture and systems. By taking in the full picture of your approach, we can situate our assessments within the wider context of your inclusivity journey.
Investing in neurodiversity, it states, will unleash the potential of Australian businesses and ensure all employees can contribute to full potential. Similarly, creating an inclusive organisation that embraces diversity is integral to fostering a positive workplace culture for neurodivergent employees. Businesses can collaborate with a neurodiversity consultant to develop tailored training for all staff that helps raise awareness and support neurodivergent employees.