Understanding Workplace Needs Assessments for Neurodivergent Employees

Waiting too long can result in decreased productivity, lower job satisfaction, and even contribute to a negative workplace atmosphere. Free Access to our Neurodiversity Specialists All assessments are conducted by our occupational health clinicians experienced in neurodiversity. We also provide free access to follow-up clinician advice when additional clarification or support is needed. Due to a lack of inclusion and support, employment turnover rates for neurodivergent people are historically higher than for neurotypical people.
It is designed to screen candidates’ qualifications, experience and professional references against the requirements of the position. If workers who are struggling at work because they think and function differently, then screening for neurodivergence can give both the employer and the workers the answers they need to be able to move forward. Detailed Analysis of Attention, Sensory and Social Factors We assess how concentration, communication style, information processing, and sensory sensitivities influence work performance and comfort. She has published numerous academic and practitioner articles, including book chapters on a range of topics related to her expertise. Dr Moeller is the recipient of the 2023  Endeavour Foundation  Disability Research Fund grant examining the barriers and enablers of autistic job seekers accessing Disability Employment Services in Southeast Queensland. Dr Miriam Moeller is a Senior Lecturer in International Business at The University of Queensland (UQ) Business School.

Employers should listen to the worker when discussing reasonable adjustments and make suggestions where appropriate. This means that adjustments that suit one neurodivergent person might not help someone else with the same  condition. Even if they do not have a diagnosis, workers might have neurodivergent characteristics. The environments within which individuals with these neurovariations learn, work and live can either facilitate or inhibit their growth and development. Discover webinars, guides, and real stories to help you build a more neuroinclusive workplace.
Consider offering flexible seating arrangements, quiet places for breaks or noise cancelling headphones. Be prepared to adjust lighting or make adaptations to a neurodiverse employee’s workstation. Even changing a uniform to have a softer fabric can make all the difference for a neurodiverse worker. For employees with learning disabilities, assistive technologies, like screen readers, or video trainings can help them complete onboarding modules and job tasks. Often, we see that organizations don’t think through how a person with a disability might perform their duties. When organizations define a talent persona for each job type, and target those individuals from the outset, employees are much more successful.

Getting an assessment is a powerful first step, but building confidence and self-advocacy skills is just as vital. Issues include potential misunderstandings, lack of awareness, and inadequate accommodations, which can lead to exclusion or underutilization of neurodivergent talent. When offering neurodiversity awareness training at work, it is best to approach the topic as analogous to biodiversity in nature.  The wider our variety of human neurotypes in the workplace, the better off the organization (Aherne, 2023; Armstrong, 2010; Doyle, 2020; Silberman, 2013).
This baseline assessment helps identify specific knowledge gaps across different organisational levels, enabling targeted training solutions. These elements work together to create an integrated approach that benefits both neurotypical and neurodivergent colleagues. Companies that properly support neurodiversity report enhanced innovation rates and improved problem-solving capabilities. Despite research indicating that 15-20% of the population is neurodivergent, this talented pool often faces disproportionate unemployment rates, representing a significant missed opportunity for employers. Effective support extends beyond physical adaptations to encompass communication styles and work processes.
A one-size-fits-all neurodiversity screening process is never going to be effective in achieving this goal. In other words, screening is a process of methodically examining individuals to separate them into defined groups. But in fact, the entire recruitment and selection process is a screening process.

It explores  how employers can attract, retain and progress the careers of neurodivergent people at work. You might hear the phrase executive function – this refers to the brain’s built-in management system, helping us stay organised, manage time, and make decisions. When this system isn’t working as smoothly, it’s called executive dysfunction, and it can make planning and focusing feel like climbing a mountain. Conditions like Tourette’s Syndrome, which involves involuntary tics, can be accommodated through understanding and inclusive environments. Many with Tourette’s are emotionally expressive, articulate, and insightful communicators. Dyspraxia (Developmental Coordination Disorder) impacts physical coordination, but it often goes hand-in-hand with determination and inventive ways of approaching tasks.
When personality tests are thoughtfully constructed and their results interpreted with an understanding of neurodiversity, they can effectively highlight unique strengths and talents that might otherwise remain unnoticed. Adopting this inclusive approach not only enhances fairness but also significantly enriches organisational diversity by recognising the valuable contributions of neurodivergent individuals. The Neurodiversity Index is a huge opportunity for an Australian lead to create more inclusive work environments. In this respect, businesses can participate in the Index and understand their current practices, benchmark progress against others, and feed into a global dataset that will help shape the future of neurodiverse workplace inclusion. The Neurodiverse Safe Work Initiative comes with a variety of programs and resources that will help employers take the next step on their journey toward inclusivity.

Design processes and environments that work for everyone and build in accessibility and from the start. Help employees channel focus and energy where it counts with strategies and tools. Executive functioning skills are a crucial part of the workplace, for example, working memory is used to retain information and emotional control is used to Neurodiversity Assessment navigate our feelings in a healthy way. Neurodiversity is the natural range of how people think and process information. The presenter came from a lived experience coupled with their extensive health background and experience in WHS, Workers’ Compensation and employee/case relations. By fostering an environment of openness, collaboration, inclusivity and support, employers can prevent issues from escalating to legal disputes.
Providing managers with training on how to support neurodivergent employees ensures inclusion is consistent and effective. Leaders must understand the realities of neurodivergent employees’ experiences and take proactive steps to support them. Our talented consultants have a range of experience in supporting charities and values-driven organisations to develop focused, high-impact inclusion strategies that lead to all individuals feeling supported and engaged at work. Get in touch if you’d like to talk about how we might able to help you do the same. It is helpful to have resources and signposting information available to employees about neurodiversity and specific conditions where possible.