Creating an inclusive workplace isn’t just a moral responsibility, it’s a smart business decision!
This Neurodiversity Awareness Training delivered in-person at Redcliffe, Queensland by the Neurodiverse Safe Work Initiative, offers a transformative learning experience for HR professionals, workplace leaders, and small business owners who want to better support neurodivergent employees.
This accredited, full-day event isn’t just theory, it’s grounded in real-world experience. Here, we introduce four compelling case studies featured in the course. Each story highlights common workplace challenges that arise when neurodivergent needs are misunderstood or ignored, and how a more inclusive approach can make all the difference.
1. The Story of Noelene: From Crisis to Confidence
How do you manage employees who take sick leave during a workplace bullying investigation?
Noelene, a senior payroll officer with 14 years tenure with a large health care provider, found herself engulfed by workplace conflict and personal stress, culminating in a public meltdown and extended sick leave.
The HR team was at a loss, preparing to follow standard procedures that would likely end in termination.
How would you handle this situation?
Everything changed when Noelene disclosed her autism diagnosis and suspected ADHD. Using the Neurodiversity Workplace Profiler to identify Noelene’s key strengths and challenges, education and advocacy with Noelene, her treating medical practitioner and employer enabled the development of a Neurodiverse Safe Work Plan which facilitated her return to work.
- Written investigation questions and responses replaced high-pressure face-to-face meetings.
- Complex tasks that she loved and was good at were provided for her to complete remotely and on flexible hours.
- Coaching calls ensured she avoided hyperfocus and burnout.
Noelene’s story illustrates how neurodiversity-aware HR practices can retain top talent and reduce organisational risk.
2. Kyle’s Wake-Up Call – A Fall That Sparked Change
When accidents happen, do you look deeper than the surface level, obvious causes?
Kyle, a 23-year-old production worker, suffered a workplace fall. The cause? He had recently stopped taking his ADHD medication out of fear it would show up in a random drug test, a fear based on a poorly designed and communicated policy.
What followed was a masterclass in integrated support:
- Policy revisions and education for staff about medication and drug screening.
- Collaboration between Kyle, his psychiatrist, and HR to build a Safe Work Plan.
- Role adjustments fo match his fluctuation concentration levels and minimise risk.
Kyle’s case reinforces the message that inclusive policy design and open communication save lives and jobs.
3. Joe’s Dilemma – Safety Equipment vs Sensory Sensitivity
Do your risk assessments consider the unique ways that all workers perceive and respond to risk and experience the physical environment?
Joe was assigned to a production task requiring full-face respirators. Despite training, he kept moving the mask, leading to safety breaches and warnings and increased anxiety.
How would this be managed in your organisation?
The real issue? Sensory perception differences caused by Joe’s Level 1 Autism. Joe found the mask unbearable on his skin and face and these feelings made him agitated.
Instead of punishing him, the employer:
- Opened space for Joe to disclose his autism.
- Reassessed the risks for Joe and identified controls using the hierarchy of controls.
- Reassigned Joe to a different shift to eliminate both the fume and psychological risks.
The outcome? Joe kept his job and was no longer exposed to either the fume or psychological risks. The employer avoided legal and safety fallout. This case demonstrates how including human factors in assessing and controlling risks, provides for more creative solutions, reduces risk and creates long-term success.
4. Annie’s Setback – When Policies Fail Neurodivergent Workers
How are your employees disadvantaged by policies and procedures that are inaccessible?
At 63, Annie was a beloved kitchen hand until declined annual leave and inaccessible policy documents caused her psychological distress. With undiagnosed dyslexia and ADHD, Annie couldn’t navigate the written appeals process, and no adjustments were made.
Her case raised critical questions:
- How can staff access information if it’s buried in hardcopy manuals?
- How can we design systems that don’t rely on disclosure to be fair?
Our training uses Annie’s story to highlight how communication practices and policy accessibility can either protect or exclude neurodivergent staff.
Every one of the case studies in our training could happen in your workplace tomorrow. But they don’t have to end in a crisis. This course gives you the tools, awareness, and confidence to handle situations better, before they escalate.
Why Attend?
- Discover practical strategies to build a neuroinclusive workplace.
- Learn how neurodiversity awareness can enhance productivity and employee engagement.
- Gain a nationally recognised accredited credential to boost your expertise.
- Equip yourself with tools to lead inclusivity efforts and support neurodivergent talent.
- Master strategies to support neurodivergent clients and employees.
- Broaden your skill set with actionable takeaways for a more inclusive approach.
- Incorporate neurodiversity into your occupational health and safety strategy.
- Improve employee well-being and foster a more resilient workplace culture.
What You’ll Gain:
- Accredited Credential: Add credibility to your professional profile with our nationally recognised certification from our accreditation partner Knowledge Access (#40961).
- Hands-On Learning: Practical, interactive sessions led by an industry expert with real-world experience in neurodiversity.
- Networking Opportunities: Connect with like-minded professionals from diverse industries and build relationships that last.
- A Mini Getaway: Stay the weekend to enjoy Redcliffe’s scenic attractions, making this both an educational and rejuvenating experience.
Who Should Attend?
This training is tailored for
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If you’re responsible for people, policies, or culture, this training will shift your perspective and sharpen your skills. This isn’t just another compliance course. It’s a powerful journey toward becoming a more capable, compassionate leader in your workplace.
FAQs
1. Is this course suitable for someone without prior knowledge of neurodiversity?
Absolutely. It’s designed to educate, not intimidate. You’ll leave with a deep understanding of the basics and beyond.
2. Will I receive a certification?
Yes. If you successfully complete the course and all the assessments, this training is accredited, and you’ll receive a certificate upon completion.
3. Can small business owners attend?
Yes, and they’re encouraged to! The course provides practical, budget-friendly solutions suitable for smaller teams.
4. What makes this course different from others?
Unlike generic courses, this training is based on real and relatable case studies, designed by specialists who work directly with neurodivergent individuals in the workplace.
5. Is the course only relevant for people managers?
Not at all. Anyone involved in workplace culture, health and safety, or employee wellbeing will benefit.
6. What support is available after the course?
Your instructor will stay in touch with you and support you in completing your assessments, Our job is to help you succeed! Students are encouraged to join the NDSW Academy Student Facebook Group for continued learning, networking, and access to resources.
Don’t Wait—Build a Safer, Smarter, More Inclusive Workplace
Register now for the Neurodiversity Awareness Training – Diversify your workforce for success.
Where – The Mon Komo Hotel, 99 Marine Parade, Redcliffe, Queensland
Date – 2 May 2025
Time – 8:30am – 5:00pm