As the Neurodiverse Safe Work Initiative celebrates its fourth anniversary, I find myself reflecting not just on how far we’ve come, but on how much the conversation around neurodiversity at work has matured, in awareness, practice, policy, and opportunity. It’s been an honour to lead, learn, and partner with many of you along this journey. In this article I want to share some milestones, observations, and what I believe are the next frontiers for neuroinclusion in Australian workplaces.
What We’ve Achieved
Here are some highlights from the past four years key moments, strategic partnerships, and what they’ve helped us achieve:
1. First presentation to the Attention Deficit Disorder Association – Our initial presentation to the Attention Deficit Disorder Association (ADDA), recommended by Jonathan and Monica Hassall, provided an international platform to share a neuroaffirming, safety-informed approach to ADHD at work. The response reinforced that this work was timely and necessary ADHD & Safe Work Webinar.
2. WorkSafe Queensland livestream during Mental Health Week 2022 – Delivered a keynote session on diversity and inclusion for mentally healthy workplaces, helping embed neurodiversity into mainstream mental health frameworks WorkSafe QLD Video.
3. Global webinar on Neurodiversity and Workplace Investigations – Hosted a panel discussion with Prof. Amanda Kirby and Melanie Francis of the UK’s Do-IT Solutions and Harriet Witchell, CEO of MyKludo attended by over 100 participants from 17 countries, exploring how trauma and the executive functioning and communication differences often experienced by neurodivergent workers intersect with investigation processes Panel Recording.
4. Launch of the Neurodiversity Workplace Profiler – A first-of-its-kind tool in Australia, now embedded in our coaching programs. Over 50 individuals have used it to understand their functional profile and build strategies for performance, wellbeing and communication More on the Profiler.
5. Inclusee Partnership – Organisation-wide Neurodiversity Strategy – In 2024, we were engaged by Inclusee Inc to support their neurodiversity strategy offering the Neurodiversity Workplace Profiler and Neurodiversity Coaching to their entire staff. 50% of the team participated, leading to strong reported outcomes around insight, confidence, communication and team function Inclusee Outcomes Webinar.
6. Queensland CourtLink Training and Toolkit Development – Delivered training for all supervisors and frontline case workers across CourtLink on ND awareness and support. Developed a tailored toolkit to help staff engage ND participants respectfully and effectively, improving access and equity in justice settings.
7. Launch of the NDSW Academy – What began as one course is now five, and more in development. We’re building not only content but capacity for neurodivergent workers, their managers, safety professionals, and HR teams to be better equipped NDSW Academy.
8. Micro-Credential Partnership with Knowledge Access (RTO #40961) – Partnering with Knowledge Access to offer the micro-credentials BSBWHS411-Implement and monitor WHS policies, procedures and programs has extended impact. It means we’re not just talking, we’re enabling capability in safety, WHS policy, and inclusion across workplaces.
9. Social Enterprise Recognition – Endorsed by Qld Social Enterprise Commission, People and Planet First, and Good Market as a values-aligned, impact-driven organisation QSEC Recognition.
10. National and International Speaking Engagements – 38 speaking engagements across conferences, webinars, podcasts, training days and private briefings with diverse audiences domestically and internationally helping keep neurodiversity on the safety, inclusion, HR and policy agenda. More people are listening. More people are asking better questions.
11. Recognition
- Recognised by the Queensland Social Enterprise Commission, and internationally through People + Planet First and Good Market.
- Finalist in Moreton Bay Business & Innovation Awards 2024.
- Named in Australian Business Journal as one of “10 Australian Speakers to Keep an Eye on in 2025.” The ABJ Article.
Thank You to the Listeners, Mentors and Believers
This journey hasn’t been walked alone. I want to especially acknowledge those who have believed in me, challenged my thinking, mentored me, opened doors and championed neurodiverse safety and inclusion, especially in those early days, when I was still getting my thinking straight and crystalising our mission.
It’s been a collaborative, incremental, sometimes hard journey, but profoundly worth it.
Prof Amanda Kirby – a global leader in neurodiversity research, education and advocacy, whose wisdom and generosity continue to shape the field and inspire me daily through her Neurodiversity 101 articles on LinkedIn.
Monica Hassall – One of Australia leading ADHD Coaches and Director of Connect ADHD&EF whose coaching, advocacy and unwavering belief in me helped bring the message of the Neurodiverse Safe Work Initiative to international audiences.
Paul Johnstone – My former lecturer on the OHS Graduate Diploma program and subsequently Director of Occupational Health, Hygiene and Asbestos Management at WorkSafe Queensland who had the misfortune of being the first person I “off-loaded” to when my head was exploding with ideas. He listened and assured me that I wasn’t crazy, that I was in fact on to something very profound. He gave me advise that still echoes in my head every day – “You need to slow down to speed up”.
Lisa Moore – For generously sharing her deep understanding, wisdom and lived experience of disability inclusion and advocacy, as well as helping me drill down into the implications of neurodiversity on work health and safety and injury management as traditional managed by employers.
Harriet Witchell – One of the first people to contact me when I tentatively posted my first article on LinkedIn Do We Have an ADHD Blind Spot in our Occupational Health and Safety Management Systems? For her thoughtful collaboration and dedication to fairness in workplace investigations and for opening my eyes to the many ways that neurodivergent workers can be disadvantaged by “one-size-fits-all” approaches to workplace investigations management and standard investigative interviewing.
Campbell Elton – Founder of Knowledge Access and my accreditation partner for the NDSW Foundations Course. Campbell kept an open mind and took a considered risk in evaluating our course, identifying gaps, and providing the guidance we needed to bring it up to a nationally recognised standard. His foresight in accrediting a first-of-its-kind course in Australia reflects both leadership and commitment to meaningful inclusion.
Immanuel Marwa – who has been with me for over two years as my assistant, marketing and social media manager. Immanuel brings creativity, innovation, and tenacity to everything he does for the Neurodiverse Safe Work Initiative from SEO and email marketing to online campaigns and analytics. He continually steps up to meet challenges (many of which, admittedly, I create myself!) and he keeps showing up with calm, clarity, and commitment. His work is often behind the scenes, but it is absolutely integral to the visibility and growth of this initiative.
Each of you has contributed in ways that have helped shape and strengthen this work. Thank you.
Shifts in the Australian Landscape
Over the past four years, the national conversation about neurodiversity has matured significantly. Some of the most notable developments include:
Senate Inquiry into ADHD (2023) -The Australian Senate’s inquiry into ADHD brought national attention to the systemic barriers in diagnosis, treatment, and support. The final report called for a national framework, improved consistency in prescribing practices, and greater community awareness. For employers, it highlighted the importance of recognising ADHD as a legitimate, often invisible disability that requires thoughtful workplace adjustments.
Senate Inquiry into Autism (2022) – This inquiry led to the development of a National Autism Strategy, with recommendations aimed at improving whole-of-life outcomes across employment, education, and healthcare. The resulting strategy, currently under development, sets the stage for more coordinated, consistent, and evidence-informed supports for Autistic Australians, including in the workplace.
Psychosocial Hazards Code of Practice – The introduction of the national model Code of Practice on Managing Psychosocial Hazards, along with state-specific versions (such as Queensland’s 2022 Code), has formalised the expectation that psychological safety is a WHS issue. Employers now have clearer guidance and accountability for identifying and managing risks that include sensory overload, poor change management, social exclusion, and unreasonable work demands.
Increased Employer Awareness and Engagement – Anecdotally and practically, more employers are seeking training, reviewing recruitment practices, and embedding neurodiversity into their wellbeing and D&I frameworks. This has translated into better outcomes for many neurodivergent workers, including improved access to adjustments and safer disclosure environments.
Public Sector Leadership – The Australian Public Service (APS) Neurodiversity Community of Practice has emerged as a leader in modelling neuroinclusive practices. Their work demonstrates the benefits of collaborative policy development, peer networks, and systemic commitment to accessibility.
Service Delivery Reforms – Notably, New South Wales introduced reforms allowing general practitioners to diagnose and prescribe ADHD medication. This shift is aimed at reducing the burden on specialists and making diagnosis more accessible, particularly for adults and those in regional areas.
These changes reflect a broader cultural and policy shift in which neurodiversity is now on the agenda not just as a personal characteristic, but as a workplace and societal consideration.
Gaps and Next Steps
Despite these gains, several gaps remain:
Implementation Lag – While the Senate inquiries into ADHD and Autism have resulted in strong recommendations, there remains a considerable delay in translating those findings into action. Key measures such as national frameworks, workforce education, and consistent access to supports are still in early or uneven stages of development. This creates uncertainty for both neurodivergent individuals and the organisations aiming to support them.
Access to Diagnosis and Supports – Access to diagnosis remains inequitable. Long waitlists, out-of-pocket costs, and regional shortages continue to create significant barriers. Adults often face additional challenges, particularly those seeking late diagnosis or support for co-occurring conditions. These barriers can delay or prevent reasonable adjustments at work and may contribute to underemployment or psychological distress.
Employer Capability – While awareness has improved, practical capability remains a challenge. Many employers still lack the skills to implement tailored adjustments, support sensory needs, or respond to emotional regulation difficulties in a constructive way. Managers often report feeling unsure or unqualified to navigate these conversations or decisions—particularly where trauma or masking are involved.
Data and Accountability – There is limited transparency around how many employees identify as neurodivergent, the uptake and success of workplace adjustments, or the outcomes for ND workers. Without this data, it’s difficult to measure progress or hold organisations accountable for inclusion beyond policy statements. Metrics related to psychological safety, wellbeing, and retention need to be prioritised.
Inclusive Design – Many workplaces continue to be designed physically, socially, and procedurally around neurotypical functioning. From open-plan offices and unstructured meetings to communication expectations and performance frameworks, default norms often exclude or disadvantage neurodivergent people. Inclusion requires intentional rethinking of work environments, not just accommodations layered on top.
Intersectional Barriers – Neurodivergent individuals from culturally diverse backgrounds, First Nations communities, or with co-occurring disabilities often face compounded discrimination. Language, stigma, lack of culturally appropriate services, and marginalisation within systems can all contribute to greater exclusion. Strategies that fail to account for this risk reinforcing existing inequities.
Looking Ahead
The next phase of work in this space must move beyond pilot programs and policy intention. It’s time to embed neuroinclusion into the foundational structures of how organisations operate. This means:
Building capability across WHS, HR, and leadership roles – Neuroinclusive practice should not be siloed in diversity teams, it must become part of safety, wellbeing, and people management. Leaders at all levels need training and tools to recognise neurodivergent needs and respond constructively.
Establishing clear and psychologically safe pathways for disclosure and support – Many ND workers are reluctant to disclose their needs due to fear of stigma or retaliation. Employers must create environments of trust where disclosure leads to understanding and support, not risk.
Using data to inform decision-making and track outcomes – Collecting meaningful data about adjustments, accessibility, employee wellbeing, and psychological safety enables better resourcing and accountability. Insights should guide improvement, not just compliance.
Securing timely, affordable access to diagnosis and supports – Barriers to diagnosis remain a significant workplace equity issue. Advocacy for funded pathways, particularly for adults and those in regional or disadvantaged areas, remains critical.
Ensuring national strategies are delivered with integrity and co-design – The National Autism Strategy and recommended ADHD framework must not remain aspirational. They must be grounded in lived experience, supported by investment, and delivered through partnerships with neurodivergent communities.
Final Thoughts
Four years feels both long and short. Long enough to see real shifts; short enough that many of the deep work still lies ahead. I’m grateful for everyone who has believed in this, for the partners, clients, participants, mentors.
And I’m optimistic. I believe workplaces can become not just safer, not just more compliant, but places where neurodivergent people are empowered, supported, celebrated.
The Neurodiverse Safe Work Initiative will continue to support these goals through coaching, consulting, tools, education, and collaboration. We look forward to working alongside others who are committed to creating safe, inclusive, and productive environments for all.