How to make workplaces inclusive of neurodiversity

At this Diversity Leadership Program, we looked at how Australian employers can understand and include the talents and capabilities of neurodiverse people.

The concept of ‘neurodiversity’ has emerged to challenge the view that certain neurological conditions, such as autism, are a disability and instead recognise, respect and value these differences like any other human variation. These neurological differences include autism (ASD), Asperger’s syndrome, ADHD, dyslexia, dyspraxia, dyscalculia, dysgraphia and tics.

At this Diversity Leadership Program, we looked at how Australian employers can understand and include the talents and capabilities of neurodiverse people.

Andrew Maxwell, DCA’s Knowledge & Development Program Manager moderated a panel discussion on how organisations can adopt leading-practice approaches for neurodiverse employees such as:

• Recognising and harnessing untapped talent
• Removing barriers to attraction, retention and progression
• Using alternative pathways for recruitment
• Creating work environments that are inclusive
• Facilitating communication, interaction and self-expression
• Establishing systems of support.

Four guest speakers joined us to share their insights including:

1. John Craven, Chairman and Australian Co-founder of Specialisterne Australia, an organisation that helps employers understand, value, and include the unique skills and capabilities of people on the autism spectrum
2. Chris Varney, Founder and CEO of the I CAN Network that aims to create a world that benefits from embracing autism
3. Belinda Sheehan, Senior Managing Consultant wiht IMB Australia who is currently managing the Specialisterne program at IBM Ballarat, and
4. Arun Bharatula, Policy Officer at the Australian Goverment’s Department of Health, who was diagnosed with a non-verbal learning disability (visual-spatial learning disability) and will discuss his experience of both recruitment challenges and working in an inclusive workplace.