In today’s evolving business landscape, the call for inclusivity and support in the workplace has never been louder. Companies are realising the benefits of having diverse teams – beyond just gender and ethnicity. This broader approach to inclusion extends to neurodivergent individuals, such as those with autism, ADHD or dyslexia.

A recent survey by DXC Technology has found that 91% of Australians believe organisations can do more to support long-term employment for neurodivergent individuals in the workplace. Creating an inclusive environment for neurodivergent employees starts with awareness and understanding. So how can organisations be more supportive, and why is it now more important than ever to be inclusive?

The current state of neurodivergent employment

According to the survey, many organisations are not doing enough to provide a stable environment for people who are neurodivergent. 61% of respondents said they were not comfortable disclosing their neurodivergence to a potential employer due to concerns it would impact their career opportunities.

The Australian Bureau of Statistics estimates that 30-40% of the Australian population today is neurodivergent, and while many organisations have policies in place to support neurodivergent individuals, DXC’s survey found only 41% of neurotypical Australians feel confident they know how to effectively support their neurodivergent colleagues in the workplace.

This lack of support within Australian organisations is driving a higher turnover, with the average neurodivergent Australian spending less than half the time in a role (on average 4.4 years) compared to neurotypical Australians who spend 9.1 years in a role.

Benefits of having neurodivergent employees in the team

One of the main advantages of having neurodivergent workers in a team is the variety of perspectives and ideas they bring to the table. People who are neurodivergent often have special strengths that can prompt creativity. For example, people with autism may be very good at pattern recognition and attention to detail, and people with ADHD may be highly motivated and creative problem solvers.

When employees with different cognitive talents collaborate, their diverse viewpoints can lead to more creative solutions and a deeper understanding of challenging issues.

Additionally, creating an environment where neurodivergent employees feel appreciated and encouraged, improves not only job satisfaction but also the culture of the organisation, making it more inclusive and dynamic.

Creating an inclusive workplace

Knowledge and awareness are the first steps in creating an inclusive workplace for people who are neurodivergent. Employers need to debunk myths and stereotypes around neurodiversity and educate themselves as well as their teams through training programs on how to better interact with and support neurodivergent people.

Making appropriate accommodations is an essential part of providing support. These could include (but are not limited to) adjusted communication techniques, quiet workspaces, noise-cancelling headphones, or flexible work hours.

It is essential to cultivate a supportive work environment where all employees feel respected and safe. Encouragement of neurodivergent employees to express their wants and concerns without fear of stigma or retaliation is essential to open communication. Peer support groups and mentorship initiatives can also be helpful in ensuring neurodivergent employees feel a sense of belonging. Leaders can set an example by actively encouraging inclusive behaviours and integrating diversity and support as top priorities into the organisational culture. 

An inclusive and supportive workplace is not just about meeting diversity quotas or ticking boxes; it is about creating an environment where every employee can thrive. By embracing neurodiversity and providing the necessary support, companies can unlock the full potential of their workforce. This approach encourages creativity, increases employee satisfaction, and ultimately drives organisational success.

Michael Fieldhouse is DXC Dandelion Program Executive at DXC Technology.