Australian Senate Inquiry into ADHD

In November 2023, the Australian Senate released the report of its Inquiry into how Australians access ADHD diagnosis and support afterwards, the international evidence base, practitioner training and cost.

The Inquiry, which drew on over 700 submissions and evidence from 79 witnesses at three public hearings across Australia, identified several key barriers:

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  • Lack of services: Limited availability and long wait times for healthcare professionals to diagnose and provide medication and other support to people with ADHD, lack of services in the public health system, especially for adults with ADHD, and insufficient services in rural, regional, and remote areas.
  • High service costs: Including insufficient coverage under Medicare, the PBS, and the NDIS.
  • Poor consumer experiences: Caused by lack of reliable information about ADHD, overly bureaucratic processes, fragmented care, inconsistent prescribing regulations, and stigma and variable quality of healthcare associated with ADHD, as well as the use of stimulants.
  • Lack of support in schools, out-of-home care, and correctional facilities.
  • Specific challenges for key groupsincluding girls, women, and gender-diverse people, First Nations peoples, and people from culturally and linguistically diverse backgrounds.

The inquiry called for a more coordinated, national approach, affordable and accessible services, better quality of care, and improved awareness and stigma reduction. This inquiry underscores the importance of our work in promoting neurodiversity and inclusion in the workplace.

Accenture’s Disability Equality Index: Boosting Business Performance

A recent report from Accenture sheds light on the tangible benefits companies can reap by prioritising Disability Equality and Inclusion (DEI) initiatives. According to the Disability Equality Index, companies with designated Disability Champions and a strong commitment to key disability inclusion criteria experience.

  • 6 times more revenue
  • 6 times more net income
  • 2 time more economic impact


Read the full report here.

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Implementing inclusive recruitment practices involves:

  •  Adjusting Interview Processes – Tailoring interview formats to accommodate different communication styles and sensory sensitivities.
  •  Providing Clear Job Descriptions – Clearly articulating job expectations and requirements to minimise ambiguity.
  •  Offering Neurodivergent-Friendly Spaces – Creating welcoming environments for interviews, recognising the impact of sensory stimuli on neurodivergent individuals.

Explore the Neurodiversity Index here.

The Neurodiverse Safe Work Initiative in Australia

The Neurodiverse Safe Work Initiative is at the forefront of promoting neurodiversity at work in Australia by emphasising that apart from the tangible strategic advantages neurodiversity brings to the workplace, it is also essential if the employer is to discharge their Primary Duty of Care under the work health and safety legislation. 


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Supporting neurodivergent workers in the workplace is crucial, as an estimated 1 in 8 workers experience one or more neurodivergent traits. Unfortunately, the fear of discrimination and judgment often leads neurodivergent individuals to avoid disclosure, creating a “Vicious Cycle of Non-Disclosure”.

The Neurodiverse Safe Work Initiative provides education, resources and tools that assist employers in adapting their health and safety management systems to accommodate the different ways that all workers think, learn, process, and retain information, regulate emotions and attention, and perceive and respond to risk and experience the physical environment.

The Neurodiverse Safe Work Initiative includes:

Neurodiversity Workplace Profiler:  A tool designed to assess the workplace environment and identify areas for improvement in neurodiversity inclusion. It enables organisations to proactively address potential challenges and create an environment accommodating all employees. It is available in Australia here.

Neurodiverse Safe Work Foundations Course:  This educational resource trains employers and employees on creating a neuro-inclusive workplace culture. It covers communication strategies, understanding neurodivergent perspectives, and creating supportive work environments. Enroll in the Neurodiverse Safe Work Foundations Course here.

By combining the insights from the Neurodiversity Index with the practical tools provided by the Neurodiverse Safe Work Initiative, organisations can not only measure their progress in fostering neurodiversity but also take actionable steps to create an inclusive and safe work environment for all employees.

 As we strive for progress in neurodiversity inclusion, these initiatives empower organisations to go beyond token gestures, fostering genuine understanding and support for neurodivergent individuals throughout their employment journey.

 Let’s continue to strive for inclusivity and diversity in our workplaces, recognising the unique strengths and perspectives that neurodivergent individuals bring to the table.


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