We use these skills to do lots of things in our daily lives, like following instructions, solving puzzles, staying calm, and achieving our goals. I wouldn’t want the attendee list to be any longer, as this group was a nice size to still have wider discussions and ask questions freely. Goods and packaging must be in their original condition and returned within business hours, carriage paid with the returns note enclosed. We use evidence, data and qualitative information to lead the way in neurodiversity screening.
This can include regular hearing tests for workers where noise levels are above the minimum acceptable threshold and lung function tests for those exposed to respiratory hazards as well as general health check-ups. A new guide Evaluating and supporting Neurodifferences at work is now available from The Society of Occupational Medicine (SOM). It is a product of the SOM Occupational Health Psychology Special Interest Group (SIG) and has been launched during Neurodiversity Celebration Week. If you're a small organisation with limited resources, you might not be able to do all of these.
As a result, these assessments can be very accommodating, far more than many organisations realise. Traditional face-to-face interviews can be extremely challenging for neurodivergent candidates, particularly those with autism, but also for other neurotypes. Additionally, CV sifting has historically been a major barrier for candidates with dyslexia, as spelling errors often result in candidates being screened out. At the current time, an adult in Australia who suspects they have one or more type of neurodivergence, will have difficulty even getting an appointment to be assessed and diagnosis can take many months or years. The purpose of this pre-employment or fitness for duty assessments, which are usually undertaken by Occupational Physicians, is to ensure the prospective worker is able to perform the essential requirements of the role safely.
This perspective underscores the importance of steady, incremental progress in achieving substantial and lasting organisational transformation. According to Great Place To Work® research, when employees decline to share disability status or other parts of their identity in an employee survey, that’s an indicator of lower overall trust in the organisation. For every 10% of employees who chose not to respond to questions about their identity, there was a six-point decrease in overall levels of trust, pride, and camaraderie. Companies lose more than morale when employees withhold their talents, creativity, energy and passion — they lose productivity, profitability, innovation, their competitive edge, and more. Research also reveals that disengagement costs Australian companies an estimated $211 billion every year[4]. For people to be fully engaged, they need to be in an environment where they can be vulnerable and open.
Startups that struggle to retain talent because they are not inclusive may signal organisational instability to external stakeholders, lowering confidence and slowing fundraising or partner commitments. Individuals with ADHD, autism, or AuDHD may benefit from support across life stages, including education, career transitions, parenting, or periods of high demand. Ensures treatment team of both Psychologists and Psychiatrists are neurodiversity-affirming to foster confidence and growth. “I was delighted to get an assessment done here within 24 hours, having spent several months seeing NHS doctors and then referrals to local private clinics, only to meet a dead end each time.
Employees can then implement these recommendations through the government’s Access to Work scheme. A workplace needs assessment may recommend breaking tasks into smaller, manageable chunks, providing noise-cancelling headphones for better focus, or implementing digital tools to improve task tracking. Flexible work arrangements are essential for meeting the varied needs of all employees, including those who are neurodivergent.
Perhaps this could be in part due to a lack of manager training on neuroinclusion. Therefore, HR upskilling in this area is important to deliver on neuroinclusion and improve outcomes. For some neurodivergent individuals, the practical demands of conventional management –from unpredictable social interactions to the need to organise not just oneself but others – may not fit with their own skills and strengths.
Workplace neurodiversity inclusion means creating a professional environment where people with different neurological profiles feel valued and supported. It’s about recognising that neurodivergent individuals bring unique strengths and perspectives that can benefit teams and organisations. Lexxic's workplace needs assessments focus on identifying practical strategies to support success in the work environment. These neurodiversity assessments consider the individuals’ specific job role, daily tasks, and workplace challenges. For those hiring managers who do not yet have experience recruiting and working with neurodivergent individuals, challenging these perceptions may require a change to normal recruitment processes and personal upskilling. Making reasonable adjustments for neurodiverse employees isn’t just good practice—it’s smart business.
Embracing neurodiversity isn’t just about doing the right thing—it’s also a smart business decision. Diverse teams drive innovation, solve problems from unique perspectives, and enhance productivity. For example, Alysia Steinmann, Managing Partner at EY, told the audience at the 2024 Catalyst Awards that one neurodivergent employee developed an algorithm that saved the company millions by streamlining a process that previously took four weeks. Traditional hiring processes often create barriers for neurodivergent candidates. Organizations should consider adopting skills-based hiring, shifting away from rigid interview formats that may disadvantage neurodivergent candidates. Training interviewers on neurodiversity helps ensure recruiters understand how to differentiate between nervousness and lack of preparation.
He is an excellent listener and demonstrated that he understood me, even when I was struggling to understand myself. He was like an expert friend who will challenge you when needed, offer support and identify your positive traits, assisting you to establish strategies, set and meet goals and develop areas of difficulty. I feel I have developed and improved immensely over the course of the sessions and would recommend to anyone Neurodiversity Assessment looking for neurodiversity coaching.
As a neurodivergent person myself, it brings me great joy to see this topic being spoken about more. It’s quite shocking that there is a lack of information on this topic, so it’s great to see how dedicated you are. I have never had to consider that I may need help in the way I worked until recently, and so this was a difficult thing for me to have to do. She is a credit to her employer and has really considered what would work best for me and my wellbeing. I have never spoken with anyone that has understood my situation like she did and it really made such a difference to me being able to be open about it.