As workplaces continue to evolve, forward-thinking organisations are embracing cognitive diversity to foster more inclusive cultures and tap into under-utilised talent. In a recent session from our Future of Work series, leaders from Westpac, Understanding Zoe, and Xceptional Academy shared how their organisations are reshaping policies and practices to better support neurodivergent employees.
Supporting neurodivergent employees: practical approaches
Organisations are moving beyond traditional inclusion models to ensure neurodivergent individuals are supported throughout their employment journey. Karlie Neale, Senior Manager of Diversity, Equity & Inclusion at Westpac, described their shift from focusing solely on tailored hiring programs to implementing support across the entire employee lifecycle.
“We had to rethink our approach to make sure we were supporting not just new hires, but also our existing employees.”
Key initiatives include disability confidence training for recruiters, tailored onboarding, and reducing interview-related anxiety by sharing questions in advance.
Aron Mercer, Chief Growth Officer at Xceptional Academy, emphasised that meaningful adjustments don’t need to be complex or expensive. Whether it’s allowing a break during meetings or offering multiple formats for participation, small changes can create a more inclusive environment.
He also highlighted how Gen AI tools such as ChatGPT can support neurodivergent staff in communication and task management.
“I’d love to see managers using these tools to work on their direct communication skills.”
Creating inclusive work environments through flexibility
Flexibility, both in work arrangements and environments, emerged as a central theme. Westpac’s efforts include quiet spaces, noise-cancelling headphones, and hybrid work options.
“For some, working from home is ideal. For others, the social dynamics of the office matter. We’re trying to balance both,” shared Karlie Neale.
Laetitia Andrac, CEO of Understanding Zoe, added that flexibility must also extend to task structure and physical workspace customisation. Even simple changes like dimmable lighting can enhance focus and comfort.
Aron Mercer advocated for inclusive meeting practices, such as offering written formats or live chat participation for those less comfortable with speaking up.
Rethinking hiring practices
Traditional recruitment methods often unintentionally disadvantage neurodivergent candidates. Westpac’s inclusive approach now includes sending interview questions in advance, offering adjustments, and avoiding large panel interviews.
Karlie Neale also discussed how Westpac’s updated internal survey, now separating neurodiversity from general disability, has helped them gather targeted data to inform their neuro-inclusion strategy.
“Our survey now has over an 80% response rate, providing us with invaluable data for designing our neuro-inclusion plan.”
Aron Mercer warned of the risks in adopting AI recruitment tools without proper oversight.
“We need to be intentional about how we implement AI, ensuring it is inclusive by design.”
He added that support must continue beyond hiring, with clear communication, role models, and safe spaces for disclosure all contributing to better retention.
Recognising and rewarding unique strengths
Inclusive performance reviews are another area seeing transformation. Westpac now focuses on individual strengths and outcomes, rather than conventional behaviours.
“It’s not about treating everyone the same,” said Karlie. “It’s about recognising unique strengths and ensuring everyone has the opportunity to succeed.”
Encouraging leaders to ask employees how they learn and what support they need helps foster individual growth, especially for those who may not actively seek out traditional development opportunities.
Unlocking the power of diverse thinking
Neurodivergent individuals often excel in areas like problem-solving, attention to detail, and systems thinking, yet remain underrepresented in leadership.
Emma Walsh pointed to the employment gap, citing only 32% of Australian adults on the autism spectrum are employed compared to 84% of those without disability.
“Despite the challenges, embracing neurodiversity can drive measurable benefits to performance, team dynamics, and culture.”
Laetitia Andrac reinforced that viewing adjustments as investments rather than costs is key to unlocking innovation.
Evolving policies for long-term inclusion
Embedding neurodiversity into workplace policies from the outset is essential. Rather than reacting with individual accommodations, leading organisations like Westpac are integrating neurodivergence into their broader DEI strategies.
As workforce demographics shift, the ability to harness diverse perspectives will become central to organisational success.
This session was part of our Future of Work education series for employer members. To learn more about our upcoming events, please contact us at info@parentsatwork.com.au.
