Employer Tips and Resources

9 Steps to Cultivate Neuro-Inclusion in the Workplace

At least 1 in 5 people are neurodivergent, yet traditional workplace structures often don’t accommodate their needs. Universal design, creating environments that work for everyone, ensures neurodivergent employees can thrive without requiring individual accommodations. Here’s how employers can lead the way in fostering inclusion.
 

1. Recognise the Value of Neurodivergent Talent in your organisation
    

Neurodivergent employees bring innovation, attention to detail, creative problem-solving, and deep focus to their roles. They enhance business performance, improve workplace culture, and contribute to diverse ways of thinking. Employers should:
 

• Adopt a strengths-based approach to hiring and managing neurodivergent employees, focus on their capabilities rather than perceived deficits.

• Provide career development opportunities tailored to neurodivergent employees’ strengths and aspirations.

• Use this business case to gain leadership buy-in and drive commitment to neuro-inclusion initiatives.

• Anonymous feedback channels to encourage honest insights. Continuous feedback loops help create an environment that adapts to employees’ needs over time.
  
  2. Secure Leadership Buy-In
   

Neuro-inclusion starts at the top. Leaders set the tone for a workplace culture where neurodivergent employees feel valued and supported. To drive meaningful change:
 

• Appoint a senior champion to embed neuro-inclusion into policies and practices.

• Provide neurodiversity training for executives, managers, HR, and colleagues.

• Integrate neuro-inclusion into broader diversity, equity, and inclusion (DEI) strategies.
  
  3. Rethink Recruitment and Hiring
   

Conventional hiring processes can be major barriers for neurodivergent candidates. Instead of relying on resumes and interviews, consider:
 

• Skills-based hiring, such as practical work trials or portfolio assessments.

• Structured, clear interview questions provided in advance.

• Alternative ways for candidates to showcase their abilities, such as written or video responses.

• Leading organisations like Westpac, Microsoft, IBM, and the Australian Government have adopted neuro-inclusive hiring practices—your organisation can too.
  
  4. Challenge Traditional Work Practices
   

Many workplace norms unintentionally exclude neurodivergent talent. Rethink policies and procedures to support different ways of working:

• Adjust meeting formats to include written agendas, visual supports, and flexible participation.

• Recognise that productivity looks different for different people, focus on outcomes, not rigid processes.

• Ask neurodivergent employees what changes would help them work best, and be prepared to act on their insights.
  
  5, Universal Design and Workplace Adjustments
   

Inclusive environments don’t just benefit neurodivergent employees—they improve working conditions for everyone. Common adjustments include:
 

• Flexible work arrangements: Remote work, adjustable hours, varied start times, or compressed workweeks.

• Sensory-friendly environments: Quiet spaces, dimmable lighting, noise-canceling headphones.

• Clear, structured communication: Written instructions, visual aids, direct feedback.

• Many adjustments are low-cost or free—60% of workplace accommodations cost nothing. The key is to ask each individual what they need, as no one is the same.
  
  6. Build Internal Support Networks
   

Hiring neurodivergent employees is just the first step—retention and career growth require ongoing support. Best practices include:
 

• Assigning a buddy to help navigate workplace expectations.

• Creating internal support networks or employee resource groups for neurodivergent staff.

• Implementing mentorship programs where neurodivergent employees receive guidance from experienced colleagues.

• Engaging external specialists offering Neurodiversity Coaching from organisations like Specialisterne Australia to ensure long-term success for both employees and employers.
  
  7. Training and Awareness is Key:
   

Neurodivergence is not one-size-fits-all. Every neurodivergent person has unique strengths, challenges, and preferences. Scalable and sustainable neurodiversity awareness training is essential for fostering an inclusive and adaptable workplace. Training should:
 

• Be embedded at all levels of the organisation, with a strong emphasis on leadership training to drive systemic change.

• Equip managers with practical strategies to support neurodivergent employees in recruitment, onboarding, and career development.

• Address unconscious bias and common misconceptions that can lead to attitudinal barriers, such as:

  • “All autistic people are good at math or IT.”

  • “Neurodivergent employees struggle with teamwork.”

  • “They should disclose their diagnosis to access support.”

• Focus on individual strengths, encourage open conversations about workplace adjustments, and promote a culture of understanding that supports all employees to thrive.
  
  8. Seek Employee Feedback
   

To ensure neuro-inclusion efforts are effective and evolving, regularly gather input from your neurodiverse workforce by:
 

• Establish feedback channels for neurodivergent employees to share experiences and suggest improvements, such as engagement surveys focused on neurodiversity and one-on-one consultations to assess workplace experiences.

• Empower neurodivergent voices in decision-making processes.
  
  9. Partner with Neuro-Inclusion Specialists
   

No organisation can become neuro-inclusive overnight. Seek expert guidance to:
 

• Design and implement inclusive hiring processes.

• Train managers and teams in neurodiversity awareness.

• Provide ongoing support to neurodivergent employees and their managers. Specialisterne Australia specialises in helping businesses engage and support neurodivergent talent, offering expertise to embed sustainable neuro-inclusion practices.

​Partnering with neuro-inclusion specialists, such as Specialisterne Australia, can fast-track your organisation’s neuro-inclusion journey. Expert guidance ensures initiatives are evidence-based, scalable, and sustainable. helping you assess your maturity, build internal capability, embed best practices, and create lasting cultural change.  

​

By following these steps, employers can create a workplace where neurodivergent employees don’t just survive but thrive, unlocking potential, fostering innovation, and driving long-term business success.