Celebrating Neurodiversity Promoting Inclusion and Safety in the Workplace

Neurodiversity Celebration Week 2024 has concluded for another year. It has drawn attention to the rich tapestry of human cognition and showcased the unique talents and perspectives of neurodivergent individuals. From community gatherings to educational workshops and artistic showcases, the week has been marked by a myriad of events aimed at fostering understanding, acceptance, and celebration of neurodiversity.

As we reflect on the significance of this celebration, it’s timely to acknowledge that

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April 2 is observed as World Autism Awareness Day. This day serves as a poignant reminder of the challenges faced by individuals who are Autistic, particularly in gaining and retaining employment.

 Many enlightened employers report the benefits of actively recruiting Autistic and neurodivergent talent including:

Microsoft has been a leader in neurodiversity inclusion, launching the Autism Hiring Program in 2015. Through this initiative, they actively recruit individuals with Autism for full-time positions in areas such as software engineering and data science. Microsoft provides tailored support and mentorship to ensure the success of neurodivergent employees.

SAP has implemented the Autism at Work program, aiming to integrate individuals with Autism into their workforce. They provide specialized training and support, including job coaches and mentors, to help neurodivergent employees thrive in their roles. SAP has seen positive outcomes in productivity and innovation through this initiative.

IBM’s Neurodiversity Program focuses on harnessing the unique strengths of neurodivergent individuals. They offer employment opportunities in areas such as software testing, cybersecurity, and data analysis. IBM provides comprehensive support, including training, mentorship, and accommodations, to ensure the success of neurodivergent employees.


EY (Ernst & Young) has embraced neurodiversity inclusion through their Neurodiversity Centres of Excellence. These centres provide support for neurodivergent employees, including job coaching, mentorship, and workplace accommodations. EY has seen positive results in employee retention and job satisfaction through their neurodiversity initiatives.


JPMorgan Chase launched the Autism at Work program to recruit individuals with Autism for roles in technology and operations. They provide specialised training and support, including workplace accommodations and ongoing mentorship, to help neurodivergent employees succeed. JPMorgan Chase has seen increased diversity and innovation as a result of this program.

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Regrettably Autistic individuals often encounter barriers in the workplace, ranging from difficulties with social interaction and communication to sensory sensitivities and executive function challenges. Despite their unique strengths and capabilities, many neurodivergent individuals struggle to secure and maintain meaningful employment opportunities.

To address these challenges and realise the tangible benefits diversity of thought brings to the workforce, employers must strive to create neuro-friendly workplaces that accommodate the diverse needs of all employees. Simple adjustments, such as providing clear communication channels through various media, offering sensory-friendly work environments, and implementing flexible work arrangements, can make a significant difference in fostering inclusivity and supporting neurodivergent employees.


Further, as we approach April 28, designated as World Day for Safety and Health at Work, it’s important to recognise that neurodiversity inclusion is not just a moral imperative, or something to be viewed and dealt with through a Disability Discrimination lens. It is also a work health and safety concern.

It is estimated that 15 -20% of the global population has one or more neurodivergent (specialist) thinking skill and 65% of these are of working age. We can therefore conservatively estimate that about 1:10 people in every workplace is neurodivergent, and has different thinking, learning, sensory and information processing, risk perception, emotional and attention regulation.

Ensuring the health and safety of all workers, including those who think, and function differently can only be achieved by designing workplaces, systems, processes, and cultures that recognise the different ways that all workers think and function. A one-size-fits-all approach to managing safety will fail to reduce risk and may even increase risk for a substantial minority of the workforce.


The Neurodiverse Safe Work Initiative supports employers in their efforts to promote neurodiversity awareness and create safer workplaces for all employees. One of the key tools offered by this initiative is the Neurodiversity Workplace Profiler, a unique assessment tool that takes a person-centred approach to analyse an individual’s strengths, challenges, and cognitive characteristics.

Unlike traditional personality profiling tools, such as Myers Briggs or DiSC, the Neurodiversity Workplace Profiler considers each person’s unique neurocognitive profile, whether or not they have a formal diagnosis. This evidence-based tool helps employers understand how neurodivergent employees think and function, enabling them to make informed decisions about workplace adjustments and safety measures. Combine this with our Neurodiversity Coaching Packages and you have a powerful tool to bring about sustainable personal growth, performance improvement, job satisfaction and safety. 

But don’t just take my word for it!

Here is what some of our happy clients say:

  • The Profiler was generally easy to work through and the accessibility options to read or listen to each question was a great touch.
  • Thank you again for a wonderful session, I don’t think I have ever expressed just how much having your support means while going through this challenging period. 
  • It is user friendly and has some really useful insights personally and professionally.
  • The reports are great!
  • I feel opening up to social interaction after such a long period of being driven by a need to shy myself from it. It feels good.
  • Catherine really understands Work Safety and Neurodiversity.
  • I especially like the tips that come with the Spiky Profile. The additional resources are good too – enough detail to be informative, but not overwhelming.
  • Inspired by our chat I’ve been doing some deep diving into my own purpose and values to be better placed to project a vision of where I want my path to head from here
  • So many AHA moments I don’t know where to start. The Profiler is so much more than a basic online screening tool.
  • I can feel a real shift in how I feel about others and react to others – somehow, it’s making me feel safer in the current moment, knowing this has an end date.
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Book in a call with me to discuss how the Neurodiversity Workplace Profiler can add value to you and your workplace or sign up today on our website

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