Supporting neurodivergent employees is a key part of creating strong mental wellbeing in the workplace, helping reduce psychosocial risks and improve performance for all employees.
With current estimates suggesting that 15–20% of Australians are neurodivergent, it is important to consider how workplaces support neurodiversity to ensure employees are supported to perform at their best. There are many ingredients that can help build a healthy and safe neurodiverse workforce. Below are five key areas to focus on.
Inclusion
Not everyone wants a diagnosis or feels comfortable sharing one. Workplaces should include everyone in discussions around challenges and workplace improvements, rather than relying on disclosure to trigger support.
Accommodation requests should be open, judgement-free discussions. Employees should feel safe asking for support. Where accommodations are not possible, communication should be respectful and transparent, with periodic reviews in case circumstances change.
Individualised Accommodations
Support needs vary from person to person. The best way to understand what someone needs is to ask, without judgement. While not all accommodations will be achievable, many are low-cost and practical to implement.
Clear Communication
Use plain language and avoid ambiguous or implied instructions. Clear expectations reduce confusion and support consistent performance.
Strength-Based Approach
Supporting employees is not only about reducing barriers. It is also about identifying strengths and creating opportunities for employees to use them. Aligning tasks to strengths can improve engagement, confidence, and performance.
Manager Training
Strong workplace strategies rely on capable managers. Leaders should be trained to recognise when support may be needed and feel confident taking appropriate action.
Get Proactive
Do not wait until challenges occur. Create regular opportunities for employees to provide feedback on what helps them perform at their best. Listen, consider, act, communicate, and review regularly.
Examples of Workplace Accommodations
Many of these workplace adjustments also align with best-practice occupational health strategies, supporting safer systems of work and proactive risk management.
Inclusive Technologies
- Noise cancelling headphones
- Task management apps and tools
- Assistive technologies
- Fidget devices
- Timers
- Colour screen filters
Flexible Working
- Adjustable start and finish times
- Flexible work hours or locations
- Scheduling considerations
- Regular breaks
- Protected uninterrupted work time
Communication Supports
- Clear expectations
- Written instructions
- Checklists
- Regular check-ins
- Written meeting summaries
- Allowing recording of meetings
Job Design
- Single-task focus instead of multi-tasking
- Aligning tasks to strengths
- Managing stress factors
- Adequate time allocation
- Clear notice of deadlines or changes
Environmental Adjustments
- Designated quiet spaces
- Adjustable lighting
- Personalised workspaces
- Managing high foot traffic areas
