The recent Neurodivergent Advantage event, hosted by TechDiversity and proudly supported by Westpac, the Victorian Government, and ACS (Australian Computer Society), offered a powerful platform to explore how we can better embrace neurodiversity in our workplaces.
Bringing together industry leaders, researchers, and advocates, the event left attendees inspired with actionable insights for creating more inclusive and effective work environments.
The Reality: Neurodivergent Talent is an Untapped Resource
During the event, presenters shared eye-opening data on the employment landscape for neurodivergent individuals.
- 15% of the global population is neurodivergent.
- In Australia, 34.1% of Autistic people are unemployed — a rate that’s three times higher than the unemployment rate for people with disabilities.
This stark imbalance isn’t because neurodivergent individuals lack skills — rather, traditional hiring and workplace structures often exclude or disadvantage them. As one presenter stated:
“The problem is not with people; the problem is with hiring processes that define talent too narrowly.”
Why Neuro-Inclusion Matters
Neurodivergent individuals often possess exceptional strengths that can add significant value to organisations. These include:
- Attention to detail
- Creative thinking and innovation
- Strong pattern recognition and analytical skills
- Deep concentration and focus
- Reliability, consistency, and honest communication
The Cost of Inaction
Failing to embrace neurodivergent talent has serious consequences — both social and economic. Research shows disengagement and exclusion can contribute to:
- $450B – $550B in lost productivity annually (Gallup Poll)
- Increased employee turnover costs (average $4,000 per replacement)
- Greater healthcare costs due to workplace stress, burnout, and anxiety
“Building inclusive workplaces isn’t just the right thing to do — it’s a business imperative.” — Deirdre Diamante, Co-Founder, TechDiversity
Practical Tips for Building a Neuro-Inclusive Workplace
The event provided practical, actionable tips that organisations can adopt to better support neurodivergent staff:
- Provide clear, written interview questions in advance to ease anxiety and ensure candidates can confidently demonstrate their strengths.
- Implement a structured induction process that clearly documents expectations and processes to support new employees in their roles.
- Offer flexible work arrangements to accommodate sensory needs and cognitive differences.
- Adopt inclusive recruitment practices, such as skills-based assessments rather than relying on social cues in traditional interviews.
- Build neuro-inclusion around empathetic leaders who understand diverse needs and foster environments where all employees thrive.
Leadership is Key
A powerful takeaway from the event was the reminder that meaningful change starts at the top. Leaders who are open to learning, adaptable, and committed to inclusion are essential to fostering neurodivergent strengths.
“True leaders are those who embrace diverse thinking, lead with empathy, and empower their teams to thrive.” — Will Wheeler, Founder & Director, Neurodiversity Academy
What’s Next?
What’s Next?The Neurodivergent Advantage event was a powerful reminder that driving meaningful change requires more than just conversation — it demands action. By adopting inclusive practices, supporting diverse talent, and identifying empathetic leaders, organisations can unlock the potential of neurodivergent employees and foster a culture of belonging for all.
As TechDiversity continues its mission to amplify DE+I, this event has sparked a vital conversation that we must carry forward. Inclusion isn’t a one-day conversation — it’s a year-round commitment to shaping workplaces where everyone belongs and thrives.
Why not join TechDiversity at our next event or explore our other activities throughout the year, please visit our events page here in our website. To view the past TechDiversity Community Connect events, please check it here.
