Learn about Deloitte’s offerings, people, and culture as a global provider of audit, assurance, consulting, financial advisory, risk advisory, tax, and related services. Additionally, communicating in the virtual or hybrid environments could be a challenge to some. Individuals consume and process information differently, so miscommunication is always a risk.
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.
By incorporating these best practices, you can create a workplace that not only supports neurodiverse employees but also thrives on the unique perspectives and strengths they bring to the table. It’s a win-win for everyone involved, fostering a culture of inclusion and innovation. Regularly updating your training programs ensures that all employees are equipped with the latest research and insights. This keeps your strategies fresh and effective in supporting neurodiverse colleagues. Predictable performance feedback is another critical element in creating an inclusive environment for neurodiverse employees. Neurodiverse individuals may find sudden and infrequent feedback disorienting or stressful, as it can conflict with their perception of their performance.
During this time, she has worked with individuals from all walks of life and a wide variety of organisations from SMEs through to international corporations. A workplace needs assessment is focused on one employee, and how their workplace can adjust to accommodate their neurodiversity. Through us, employees can also pursue a diagnosis with our trusted partners, and seek training and mentoring, but a workplace needs assessment can be pursued independently of these services.
The guidance provides a lot of useful information about whether there is a requirement to have a diagnosis of a neurodiverse condition and our Employment team have advised a number of clients recently on this very issue. The government will work closely with charities, disabled people and people with health conditions to ensure their voices are at the centre of any policy changes which affect them and to move beyond a binary system of fit or not fit to work. For too long disabled people and those with a neurodiversity condition have been left behind, ignored, and not given the support they need to get into work. The latest employment figures demonstrate the stark reality for many, with the employment rate for disabled people with autism at 31% compared to 54.7% for all disabled people – highlighting a significant gap for some neurodiverse people. If you're new to the topic of neurodiversity, it’s completely normal to come across unfamiliar terms.
Training programs should equip all staff with practical tools for effective collaboration. From communication protocols to project management approaches, these requirements ensure teams can work together successfully while respecting individual needs and strengths. Essential training modules must address the spectrum of neurodivergent conditions, such as autism spectrum, ADHD, and dyslexia, along with their workplace implications. Beyond operational benefits, embracing neurodiversity creates a workplace culture that values different perspectives and thinking styles. Many experts highlight that a neurodiverse workforce brings unique strengths, including greater information processing abilities and creative thinking approaches.
A range of recognised tests to determine if an individual has (a diagnostic) or is displaying tendencies (a screening) for a neurodivergent condition. A worldwide initiative that challenges stereotypes and misconceptions about neurological differences. Neurodiversity refers to different ways our brains are wired and process information. It is used to describe alternative thinking styles such as Dyslexia, Dyspraxia, Dyscalculia, Autism and ADHD. (2017) Neurodiversity as a competitive advantage, Harvard Business Review, accessed 6 October 2017. Recognise that regardless of your organisation’s commitment to EDI, there may be some way to go to be truly neuroinclusive.
Employee Assistance Programmes, user-friendly health and wellbeing platforms, and dedicated safe spaces such as Neurodiversity Networks can be vital in helping ND staff succeed in their roles, making them far more likely to stay within an organisation. Neurodiversity recognises and celebrates individuals’ neurological differences – particularly those with conditions like Attention Deficit Disorder (ADD), Autism, Dyslexia, and Dyspraxia who think, learn, behave, and process information in unique ways. Employers have reshaped recruitment processes to remove traditional hurdles and triggers, such as restrictive language within job ads and anxiety-inducing interview scenarios. But these adjustments often stop short once non-neurotypical workers join the team.
If an employee feels that their rights or entitlements have been breached, or feels aggrieved by an employment situation, they can take legal action through the Australian Human Rights Commission, the Fair Work Commission, or the Federal Court. These processes can be of significant reputational and financial risk for an employer when required to defend employment claims. For example, under the Fair Work Act 2009 (Cth) (FW Act), an employer cannot take adverse action against an employee, for a reason that is against the law (prohibited). If for example, an employer adversely treated an employee because of their disability, or for another discriminatory reason, such as having a neurodivergent condition, then an employer could be found to have breached the employee’s general protections.
Organizations are better prepared for legal considerations and a clear process for intervention can be established as part of the organization policies. As the hiring process is the first interface of potential employees with the employer, it is important to minimize both recruiter and algorithmic bias. The Neurodiverse Safe Neurodiversity Workplace Assessment Work Initiative will help businesses new to the concept of neurodiversity or unsure of where to start by offering a range of support services designed to guide them through the process.
Organisations should develop clear protocols whilst maintaining flexibility in their approach. Studies demonstrate that companies implementing comprehensive training programs experience significant improvements in employee experiences and overall engagement. No amount of being told to try harder or masking our differences to try and conform to the neurotypical world makes neurodivergent brains work differently. Trying to fit in to a world that is designed to work for the neurotypical population often comes at an enormous cost to the mental and physical health of the minority who are not neurotypical. Not all people with ADHD find it difficult to maintain concentration when there is background noise.