People in the workplace want their organisations to both welcome and accommodate for neurodiverse employees according to a recent survey of Australian workers.
MiTraining, a leading provider of workplace mental health and neurodiversity training, found strong evidence in its Neurodiversity in Australian Workplaces survey that businesses increasingly value neurodiverse employees with 96% of participants agreeing on their importance in the workplace.
The results were informed by professionals from different business sectors including HR managers along with team leaders, business owners and executives.
MiTraining Chief Executive, David Hoey, said the survey showed a shift in perception at a time when some global organisations are stepping back from their Diversity, Equity and Inclusion (DEI) commitments.
“We’re seeing a positive shift in mindset across Australian workplaces. Employers increasingly recognise that supporting neurodivergent individuals is not only a matter of inclusion, but a strategic business decision,” Mr Hoey said.
“However, it seems the gap between organisational awareness and taking measurable action in this space is still glaringly wide,” he said.
Key Neurodiversity Survey Findings
- 87% believe their workplace would gain a commercial advantage from a workplace culture that understands neurodiversity
- 76% of respondents named flexible working hours as an essential workplace accommodation for neurodiverse individuals
- 19% stated their organisation has failed to provide resources or training about neurodiversity
- 81% advocated for neurodiversity training which they said should include mandatory training for managers m HR staff with full employee participation
The survey data indicated that Australian workplaces demonstrate readiness to take action but there are insufficient tools and cultural barriers that create blocks to support for neurodiverse employees.
“We know inclusion drives innovation, retention, personal satisfaction and wellbeing. Inclusion practices should never be just ‘ticking a box’ and are really about recognising that individuals have value no matter what their lived experience may be,” Mr Hoey said.
“Investing in training that is tailored to industry and addresses real workplace barriers makes a significant difference to organisational culture and workplace outputs - especially for the neurodivergent Australians who are often overlooked or under-supported in traditional work environments,” he said.
The survey findings also emphasised that workers need training on how to properly communicate about the legal rights of employees and what are considered reasonable adjustments to accommodate neurodivergent individuals at work.
In response, MiTraining is expanding its neurodiversity training programs, which include:
- Customised neurodiversity workshops for organisations
- Leadership training to support neurodivergent team members
- An extensive public training footprint offering accredited Mental Health First Aid courses
Read more survey insights below.
Survey Shows Gap Between Awareness and Action for Neurodiversity in the Workplace
Neurodiversity is no longer a niche topic in workplace inclusion and equity.
MiTraining’s latest survey of Australian workers reveals that while the importance of including neurodivergent individuals is widely acknowledged, many workplaces are still falling short in practice.
The Neurodiversity in Australian Workplaces Survey provides insight into the current state of neurodiversity inclusion in Australia. Here, we unpack the key findings and what they mean for leaders and HR professionals.
Awareness is High, Action is Low
Nearly 88% of respondents said they were somewhat or very familiar with the term "neurodiversity" and 96% said inclusion of neurodiverse individuals in the workplace is important.
Despite this, only 19% indicated their employer had provided any kind of training or strategies on the topic.
This response was similarly revealed in a 2023 Deloitte report on DEI in Australia, which showed that although 78% of leaders acknowledge the benefits of inclusion, only 35% had implemented related initiatives.
Australian Workplaces Aren’t as Inclusive as They Could Be
62% of respondents rated their workplace as very or somewhat inclusive, but 15% found their employer was somewhat exclusionary, while 6% felt sure.
Practical Support is Wanted and Needed
Respondents identified flexible working hours (76%), sensory-friendly environments (74%), assistive technology (67%), and clear communication (87%) as essential workplace adjustments that are valued and useful to neurodivergent workers.
These practices reflect those recommended by organisations like Amaze and the Australian Disability Network.
Career Equity Remains an Issue
Just 45% of respondents agreed neurodivergent people have equal access to career advancement.
Personal stories shared in the survey revealed stigma, misunderstanding, and inflexible performance frameworks as major hurdles.
This is consistent with international research from Harvard Business Review, which found neurodivergent employees are underrepresented and often excluded from leadership roles.
Training is in Demand
An overwhelming 83% of respondents said they were interested or very interested in receiving neurodiversity training. The most requested topics included:
- Understanding neurodivergent conditions
- Best practices for inclusion
- Communication strategies
- Legal rights and accommodations/workplace adjustments
- Real-world case studies
Explore MiTraining’s neurodiversity and leadership training options or contact us to discuss tailored training at your workplace.
