Leading practice

A neuroinclusive workplace is one where organisational culture, policies and practices support, value and include people of all neurotypes. Because traditional workplace norms were not designed with neurodiversity in mind, organisations may need to rethink and redesign their approaches to recruitment, management and workplace environments.

In a neuroinclusive workplace, neurodivergent staff:

  • feel welcome and supported through inclusive behaviours and practices
  • are not pressured to share diagnoses or categorise themselves
  • have access to flexible working arrangements and workplace adjustments
  • experience inclusion, connection, belonging and respect at work
  • are valued for their strengths and contributions, and are supported in professional growth
  • are supported to fully participate and succeed in their roles.

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The content of this page was last updated in March 2026.

The case for action
Neuroinclusion

References

  1. Smith et al., “Preferences for Person-First Language and Identity-First Language in Autistic Communities.”
  2. Creative Differences handbook on neurodiversity, Universal Music UK, 2020, p.39.
  3. Ott et al., “Neurodiversity, Equity, and Inclusion in MNCs”; Ernst & Young Global Ltd, EY Global Neuroinclusion at Work Study 2025, Professional Services Survey Report (2025).
  4. S. Darcy, T. Taylor, and J. Green, “‘But I Can Do the Job’: Examining Disability Employment Practice Through Human Rights Complaint Cases”, Disability & Society, vol. 31, no. 9, 2016:1242-1274
  5. Job Access Australian Government, Understanding Workplace Attitudes toward Disability (Australian Government, 2023).
  6. Tiffany D. Johnson and Aparna Joshi, “Disclosure on the Spectrum: Understanding Disclosure Among Employees on the Autism Spectrum,” Industrial and Organizational Psychology 7, no. 2 (2014): 278–81, https://doi.org/10.1111/iops.12149; Tiffany D. Johnson and Aparna Joshi, “Dark Clouds or Silver Linings? A Stigma Threat Perspective on the Implications of an Autism Diagnosis for Workplace Well-Being.” Journal of Applied Psychology 101, no. 3 (2016): 430–49; Hanna Kalmanovich-Cohen and Steven J. Stanton, “Moving beyond Disclosure: Rethinking Universal Support for Neurodivergent Employees,” Frontiers in Psychology 16 (May 2025): 1547877.
  7. Deloitte Insights, “A Rising Tide Lifts All Boats. Creating a Better Work Environment for All by Embracing Neurodiversity,” 2022.
  8. Diversity Council Australia, Out at Work: From Prejudice to Pride, Sydney, with Cathy Brown et al. (Diversity Council Australia, 2018).
  9. A. Pulrang, “Plain Language Writing – An Essential Part of Accessibility”, Forbes, 22 October 2020.
  10. Nancy Doyle, “Neurodiversity at Work: A Biopsychosocial Model and the Impact on Working Adults,” British Medical Bulletin 135, no. 1 (2020).
  11. Universal Music UK, Creative Differences: A Handbook for Embracing Neurodiversity in the Creative Industries, Industry survey 2nd edition (Universal Music UK, 2020).