Individuals should discuss this with their line managers to review available support and to assign funding. Employers can consider contacting an occupational therapist who specialises in Dyspraxia (also known as Developmental Coordination Disorder) to help staff with this condition. Dyspraxia often affects movement and physical coordination but can also impact organisational skills and work processes. Assessors with specialist knowledge of dyspraxia can provide recommendations for the most appropriate technology and in-person support to address these challenges.
“If an individual has an issue staying still for more than 45 minutes at a time… [they should] go for a walk and come back. As long as you’re productive when you come back, we’re okay with it,” said Hiren. “Interpersonal difficulties are no barriers to a high-performing team,” said Michael. These agencies were trying to find meaningful work for individuals on the spectrum, and EY needed help finding those individuals. Managers now avoid abstract language, use shorter words, and give more specific instructions — clarity that has benefited everyone. “All of these jobs are fine, but if you have spent years getting degrees … it’s a shame and a waste they weren’t able to use them,” he said.
I recommend this book to anybody seeking to understand the experience of sensory processing sensitivity and how small accommodations can make a huge difference. The author describes her own struggles and joys as she gradually clarifies what it is that makes her different and the blessing of her SPS as she learns to play to its strengths. One of those is a heightened sensitivity to positive stimuli from the environment, which enhances gratitude, appreciation, joy, and wellbeing. When SPS is poorly understood, it can interfere with relationships of all kinds and the capacity to learn and work. This book is packed with insights, tips, real-life stories, and references to research that speak to the specific experiences of neurodivergent and highly sensitive women. This is essential reading if you want to understand the sociological and historical origins of the neurodiversity movement.
Beyond legal compliance, making these adjustments is key to fostering an inclusive, productive, and mentally healthy workplace. By shifting away from one-size-fits-all expectations and embracing individual strengths and working styles, organisations can build truly inclusive cultures. When employers actively support neurodivergent staff, they don’t just improve wellbeing – they unlock new levels of creativity, productivity, and potential across their teams. Today, more and more employers are making space for this diversity through a concept known as Neuroinclusion – creating environments that welcome and support neurodivergent employees. With around 1 in 7 people in the UK estimated to be neurodivergent, it’s not just good practice – it’s essential. A workplace needs assessment is a process that reviews the working patterns of employees who may need extra support to carry out their roles.
To find out more about how PAM Wellness can support your organisation and to get started, please contact us. We can arrange a call to discuss further and introduce you to our team of experts. At PAM Group we can supply ergonomic equipment such as keyboard, desks and mice alongside software to support specific tasks at work such as speech recognition software, mind mapping software and meeting capture software. Neurodivergent employees, just like all employees, want to build skills and advance in their careers. A neurodivergent person may misinterpret or take more time to work out the meaning of non-literal language.
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.
Instead, let candidates know, both clearly and repeatedly, that they can safely share information regarding their requirements, and that every attempt will be made to offer reasonable accommodations. Many feel their chances would be better if they just keep quiet and forgo any adjustments, opting for implicit discrimination instead of explicit discrimination. "This would make the organisation more neurodiverse, not less, as you are doubling the number of different neurotypes within the organisation itself." Neurodiversity is an umbrella term referring to the idea that all humans have diverse cognitive profiles, neurological abilities and strengths and weaknesses. Steven leads the Diversity Australia Consulting business in Australia and New Zealand and is an active Leader in the Asia Pacific region. Gain access to proven methodologies, comprehensive resources, and strategic guidance for long-term success.
Our ADHD psychologists can assist with skill development, self-advocacy, and sustainable coping strategies, while our psychiatrists can adjust medical supports as needs evolve, promoting continuity of care over reactive or fragmented intervention. We are a team of experienced Consultant Psychiatrists, Psychologists and ADHD Behavioural Coaches. Many people tell us there is a single moment where everything starts to make sense. Young mums juggling work, childcare, mental load, and household responsibilities often describe constant overwhelm. ADHD traits may have been manageable before children, but anxiety escalates when there is no downtime and no margin for error.
Multinational companies such as Dell and JP Morgan have recognised the skills that neurodivergent employees bring to a team and have developed strategic initiatives to attract this talent pool. A study by Deloitte found that diverse teams make better decisions, are 30% more productive, and six times more likely to be innovative and agile. Creating a truly inclusive workplace isn’t just about accommodations—it’s about building a culture where every employee feels valued, understood, and supported. That starts with listening, learning, and taking action to help all workers reach their full potential.
The workplace needs assessment will make recommendations for reasonable adjustments to support these employees at work, which you are required to make under The Equality Act 2010. If you or someone Neurodiversity Workplace Assessment you care about suspects they might be neurodivergent, understanding this can be life-changing. Getting a thorough assessment, following trusted guidelines like those from NICE, can provide clarity and support. This blog will explore how workplaces can become more inclusive and supportive for neurodivergent individuals, offering practical advice and encouragement. In Australia, neurodivergent employees may be protected under disability discrimination laws, even if they do not identify as having a “disability” in everyday language.
But employers must also understand the barriers their employees with ASC face and tailor their working practices. Recommendations for reasonable adjustments may include the use of assistive technology software such as mind mapping software. And this may come from someone with specialist experience supporting people with autism. At NeuroDiverse Online, we offer comprehensive workplace needs assessments tailored to individual employees and employers. With a focus on inclusion and evidence-based practices, we aim to create actionable strategies that work. We offer flexible assessments delivered by experienced assessors who specialise in autism, ADHD, dyslexia, and other neurodiverse conditions.