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A recent survey has found that 91 per cent of Australians believe organisations can do more to support long-term employment for neurodivergent individuals in the workplace.
The neurodivergent community in Australia is staunch about the fact that organisations are failing to create sustainable environments throughout workplaces for their community.
Over 60 per cent of respondents to a survey undertaken by DXC Technology (NYSE: DXC) reported that they would not feel comfortable disclosing their neurodivergence to a potential employer due to the concerns that it would impact their career progression.
Considering that a large demographic of the Australian population is a part of the neurodiverse community, this mindset is extremely disheartening. According to the Australian Bureau of Statistics, 30 to 40 per cent of the Australian population today is neurodivergent.
While attempted awareness and policies have slowly been implemented by organisations for neurodivergent workers, the survey revealed that only 41 per cent of neurotypical Australians feel confident they know how to effectively support their neurodivergent colleagues in the workplace.
“Neurodivergent individuals bring a lot of value to the workplace, with strengths such as great attention to detail, focused concentration, pattern recognition, spotting anomalies in data and out-of-the-box thinking,” said Seelan Nayagam, president Asia Pacific, Middle East and Africa, DXC Technology.
“These are valuable skills, especially in areas of technology such as data analytics, software automation, and cybersecurity.”
Despite the value they bring to the workforce, this lack of support throughout Australian organisations is driving high turnover, as the average neurodiverse Australian spends less than half of the time in a role (4.4 years) compared to a neurotypical Australian.
The survey, however, wasn’t all doom and gloom. It showed that an overwhelming 97 per cent of neurodivergent individuals said that small acts made them feel appreciated at work and improved their experience tenfold. These supportive acts created a positive work environment, enabled flexible working, or offered adapted workstations and sensory rooms.
These acts directly improved their job satisfaction (68 per cent) and overall wellbeing (68 per cent).
“Small acts can transform lives, infuse purpose and give neurodivergent individuals a chance to thrive in a world that often overlooks their unique strengths and capabilities. It can have a big impact on the overall employment experience and the length of time we stay in an organisation,” said Matt Crowley, a trainee with the Australian Federal Police’s covert and technical operations, involved with DXC’s Dandelion Program.
It comes down to setting that inclusive culture that is spurred on by these small yet incredibly supportive acts. The gestures alluded to above are well within the range that the majority of Australian organisations implement to mitigate employee turnover; it should be the standard.
“It is important to create a culture of support and inclusion at every level of an organisation. While formal policies are important for organisations to create an equitable environment for neurodivergent individuals, the survey highlights that building a culture of peer-to-peer support is the key to developing a truly inclusive workplace,” said Michael Fieldhouse, DXC Dandelion Program executive at DXC Technology.
Kace O'Neill
Kace O'Neill is a Graduate Journalist for HR Leader. Kace studied Media Communications and Maori studies at the University of Otago, he has a passion for sports and storytelling.
