As the Australian winter transitions into spring, bringing longer evenings and warmer mornings, it heralds renewed energy for neurodiversity inclusion. This shift unlocks fresh perspectives in inclusion, collaboration, and empowerment. As someone who discovered their ADHD later in life, I’ve witnessed how understanding one’s own neurodivergence can transform work, especially in environments where psychological safety and diversity are essential.
September is an ideal time to highlight how neurodiversity at work enriches workplace culture, safety, health, and innovation. Key observances like National Wattle Day (1 Sept), Women’s Health Week (1–5 Sept), World Suicide Prevention Day (10 Sept), R U OK? Day (11 Sept), and World Gratitude Day (21 Sept) emphasise resilience and inclusivity.
Understanding Nature, Neurodiversity, and Workplace Resilience
In his book “Neurodivergent, By Nature,” Joe Harkness reveals that around 30% of UK conservation workers are neurodivergent, compared to approximately 15% of the general population. He highlights strengths such as hyperfocus, sensory acuity, and creative problem-solving, which are rooted in lived experiences. This parallels biodiversity, essential for sustainable systems, showing how neurodiversity and biodiversity synergize to foster innovation, psychological safety, and systemic resilience.
Nursing as Leaders in Neuro Inclusive Practice
As a nursing professional and proud Royal College of Nursing (RCN) graduate, I am thrilled to see that nursing is leading in neuro inclusion in the UK. The RCN offers comprehensive guidance, including sensory-friendly clinical design and communication alternatives that support neurodivergent staff, students, and managers. This emphasises belonging and capability.
Innovation in Action – The Story of Focus Bear
Jeremy Nagel, an autism and ADHD advocate, created Focus Bear, a productivity app praised by over 7,000 users. It supports routine, distraction management, and mindful recharge, demonstrating how cognitive safety tools are integral to thriving workplaces.
Observing Key Health and Wellbeing Themes Through a Neuroinclusive Lens
Women’s Health Week (1–5 Sept) – Neurodivergent women often face unique challenges in the workplace, such as managing sensory overload, navigating social expectations, and balancing work-life responsibilities. During Women’s Health Week, organisations can champion flexible scheduling options, such as adjusted work hours or remote work arrangements, to accommodate these needs. Additionally, thoughtful shift design can include providing sensory-friendly workspaces and implementing clear communication protocols to support neurodivergent women. By respecting neurological diversity, organisations can create a more inclusive environment where all employees can thrive.
World Suicide Prevention Day (10 Sept) and R U OK? Day (11 Sept) – These observances underscore the critical importance of mental health, especially for those who experience anxiety and stress. Embedding trusted check-ins within the workplace can help identify individuals who may be struggling. This could involve regular, confidential conversations with managers or HR representatives trained in neuroaware practices. Neuroaware wellbeing supports, such as mindfulness sessions, stress management workshops, and access to mental health resources, can provide employees with the tools they need to maintain their well-being. Creating a safe disclosure environment ensures that employees feel comfortable seeking help without fear of stigma or repercussions, ultimately contributing to a healthier and more supportive workplace culture.
World Gratitude Day (21 Sept) – Gratitude is a powerful tool for fostering a sense of belonging and appreciation within a team. On World Gratitude Day, organisations can spotlight neurodiverse innovations and initiatives that have positively impacted teamwork, safety, and morale. For example, highlighting the success of a neurodiverse employee-led project or showcasing how a neurodiverse team member’s unique perspective led to a significant improvement in workplace processes can inspire others and promote a culture of inclusivity. By celebrating these contributions, organisations can reinforce the value of neurodiversity and encourage ongoing innovation and collaboration.
Building a Neuroinclusive Safe Workplace
To integrate neurodiversity inclusion into your organisation’s culture and management systems, consider the following steps:
- Complete a Neurodiverse Safe Work Self-Assessment – This comprehensive tool allows organisations to evaluate the maturity of their management systems and culture regarding neuroinclusion. By identifying barriers and gaps, organisations can develop a targeted improvement plan. Since its release, this tool has been accessed by over 2,000 companies and individuals across Australia. The updated version aligns with the latest research and ISO 30415:2021 standards, ensuring it provides current and relevant insights. Download it [here] to start your journey towards a more neuroinclusive workplace.
- Support Your Neurodiverse Workforce with Specialist Neurodiversity Coaching and the Neurodiversity Workplace Profiler.– Offering specialist coaching can help neurodiverse employees understand and leverage their unique strengths. The Neurodiversity Workplace Profiler is a valuable tool that identifies an individual’s neurotype, providing tailored strategies and support. This personalized approach ensures that employees feel supported and empowered to contribute their best.
- Invest in Awareness and Capacity Building Through Inhouse or Remote Neurodiversity Awareness sessions.– Building awareness is crucial for creating an inclusive workplace. Inhouse or remote Neurodiversity Awareness sessions can educate your team about the diverse range of neurotypes and how to support neurodiverse colleagues. These sessions can be tailored to your organisation’s specific needs, ensuring that the content is relevant and impactful. Book a webinar online [here] or contact us directly for a customised session. Additionally, explore our courses [here] to find the right fit for your team’s development.
- Elevate Leadership with Targeted Tools, Techniques, and Strategies – Equip your frontline leaders with the skills they need to manage and lead neurodiverse teams successfully. Our new course is specifically designed to provide leaders with targeted tools, techniques, and strategies. It focuses on strengths, effective communication, safe coaching, and team cohesion, all of which are essential for creating inclusive and psychologically safe workplaces. By investing in your leaders, you can foster a culture where neurodiversity is valued and leveraged for innovation and success. Enrol your leaders in this transformative course here.
Embrace Neurodiversity for a Thriving Workplace
As we celebrate the unique strengths and perspectives that neurodiversity brings, let’s commit to creating workplaces where every individual can flourish. Instead of asking “What’s wrong with you?” of your neurodivergent worker who may be struggling with an aspect of their role, ask “What is it about the environment or the organisational culture or systems that I need to adapt, so that you can perform at your best?”
Take the first step towards a more inclusive and innovative environment by completing our Neurodiverse Safe Work Self-Assessment today. Together, we can build a future where diversity is not just acknowledged but celebrated as a cornerstone of success.
Join us in this journey towards a neuroinclusive workplace. Download the Self-Assessment Tool today and start your organisation’s transformation now. Let’s make neurodiversity a strength, not a challenge.