JobAccess launches employer guide to bridge the neurodivergence gap
14 November 2024
14 November 2024, Sydney: JobAccess has launched a new, comprehensive guide to help employers build neuroinclusive workplaces and bridge the neurodivergence gap.
Neurodivergence refers to people whose brains are significantly different from what is expected in the typical population. It covers a range of conditions, such as autism, attention deficit hyperactivity disorder (ADHD), dyslexia, and dyspraxia, among many others.
Research spotlights the clear benefits of employing neurodivergent individuals. Their unique strengths and perspectives bring diversity of thinking and foster innovation. According to Harvard Business Review, companies with neurodivergent professionals in some roles can be 30 percent more productive than teams without neurodivergent individuals.
Yet they are underrepresented in the Australian workforce.
Australian Bureau of Statistics (ABS) data reveals that the unemployment rate for people with autism is more than double the rate for people with disability, and almost six times that of people without disability.
Lack of awareness about neurodivergence, combined with unconscious bias, prevents employers from confidently hiring and supporting neurodivergent employees.
JobAccess’ latest guide, titled “How to support a neurodivergent workforce,” aims to change that.
The resource is designed for all organisations – big or small. It includes practical tips, case studies and business scenarios to help employers attract, hire, retain and progress the careers of people with neurodivergence.
JobAccess General Manager Daniel Valiente-Riedl says, “Many employers struggle with the understanding of neurodivergence. They are unsure what it means, and how to support neurodivergent candidates and employees at work. But putting the topic in the ‘too hard’ basket and overlooking their talent is a missed opportunity for organisations.”
Australian employers are gradually realising the benefits of neuroinclusion. They are tailoring their employment practices to support neurodivergent individuals and seeing positive results.
Daniel adds, “Australian organisations who have changed their recruitment framework to attract and support neurodivergent talent have benefitted from high productivity, quality and innovation. This is a great start, and greater opportunities lie ahead for neuroinclusive employers.”
JobAccess’ employer guide offers practical tips to implement inclusive workplace policies and practices. It helps support neurodivergent individuals throughout their employment journey, from recruitment to retention and career progression.
Daniel concludes, “By embracing neurodivergence, employers can foster an inclusive culture where employees feel supported, recognised and empowered to contribute their best.”
Download the ‘How to support a neurodivergent workforce’ Employer Guide from the JobAccess website.
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