Neurodiversity is often discussed but still widely misunderstood in workplaces.
Chloe Low, Social Media and Campaigns Coordinator at the Department of Human Services SA, notes that real inclusion starts with awareness of the barriers neurodiversity presents—not assumptions. She explores how misconceptions, inaccessible design and everyday workplace attitudes can exclude people, and why thoughtful communication is essential to building respect and trust.
1. Why is understanding neurodiversity in the workplace so important for organisations today?
Estimates suggest that 15–20% of the Australian population is neurodivergent (Australian Disability Network, 2024). In recent years, there has been a notable increase in autism and ADHD diagnoses, driven by greater awareness, reduced stigma, and improved understanding of neurodevelopmental conditions.
Our current generation has been extremely proactive in shifting how society views neurodiversity and changing the norm. We’ve worked hard to raise awareness and encourage inclusion, highlighting that neurodiverse brains are not “difficult” but simply function differently in how we think, learn, digest and process information.
For organisations, supporting neurodiversity means creating environments where employees can contribute freely without unnecessary anxiety. This might involve practical accommodations – such as reducing noise in open-plan offices or offering flexible work hours, which often benefit everyone. Acknowledging diverse needs and perspectives leads to happier, more engaged employees, which typically results in higher productivity and stronger outcomes.
2. What misconceptions about neurodiversity do you often encounter, and how can communications help address them?
This question really is a Pandora’s box, but a few examples stand out.
One common misconception comes from jokes or stereotypes. For instance, I once assumed, like many others, that colour blindness was simply “not seeing certain colours”, or someone once told me that they thought “colourblind people see the world in black and white” because of what they saw on a TV show.
My partner has colour blindness and experiencing life through his perspective highlights how misunderstood accessibility is in general. Unless people are directly impacted or close to someone living with disability, they often don’t realise how inaccessible our everyday world can be – whether it’s websites, graphics, or even documents. Please don’t get me started on PDFs!
In the marketing and digital industry, I had no idea how inaccessible everyday media is until my colleagues Stephanie Edwards (our “Accessibility Queen”) and Squiz Expert David Wallace made me aware. They really opened my eyes to the roadblocks that exist in graphics, websites, videos, and PDFs.
Too often, design prioritises what looks “aesthetic” rather than what is accessible, and that comes at the expense of people who deserve equal access. As Stephanie always says, “Oranges and lemons aren’t friends!”…. A simple but powerful reminder that something as small as a poor colour contrast (like orange text on a white background) is not visible to people living with a vision impairment.
Another misconception is the assumption that all neurodivergent people share the same traits or challenges. Just because two people have an autism or ADHD diagnosis, it doesn’t mean that their behaviours, strengths, or struggles are identical. Everyone’s upbringing, experiences, traumas and individual differences all shape how we process information.
A related example is when friends casually label themselves as “that was so ADHD of me” if they misplace their keys or arrive late to a dinner. While these are common experiences, they don’t reflect the deeper realities neurodivergent people face and unintentionally minimise our experience.
Misplacing your keys or running late is frustrating across the board for everyone, but nobody talks about the internal aftermath: the relentless negative self-talk, the Rejection Sensitive Dysphoria (RSD), the frustration of knowing you did just check your pocket, the anxiety of mentally rehearsing conversations, the fixation on “what if” scenarios, or the constant background noise of competing thoughts.
I’ve also had experiences in a previous workplace where my timekeeping was unfairly scrutinised. If I arrived just five or ten minutes late, it would be noted against me and even reflected in my pay. Yet the countless late nights working from home or the hours I stayed back in the office were never recognised or acknowledged.
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I would always receive comments or jokes about the time I arrived, but they were always failing to see the energy, focus, and commitment I bring when I was at work.
Whilst it may seem like harmless banter, the reality is, neurodivergent people often work harder behind the scenes to manage their time and responsibilities. It’s worth remembering: you wouldn’t laugh at a person in a wheelchair for using a ramp, so why should it be acceptable to laugh at someone for the ways they manage their neurodivergence? These kinds of jokes, however well-intentioned can be deeply discouraging. Communication plays a huge role in shifting that culture from judgement to empathy.
Finally, there’s the stereotype of what an “autistic person” should look like – nerdy, socially awkward, or with niche obsessions. In reality, neurodivergent people are as diverse as anyone else.
For example, I love video games but also ride motorbikes… proof that we don’t fit neatly into a single box! Communication can play a huge role here by challenging assumptions, sharing lived experiences, and fostering empathy instead of judgement or jokes.
3. How can leaders foster more inclusive and supportive environments for neurodiverse employees?
Leaders can make a significant difference by introducing supportive policies and practices, such as flexible working arrangements, sensory-friendly workspaces, and clear, consistent communication.
Equally important is education and awareness. It’s not about singling out neurodivergent employees as “special” but instead normalising accessibility and inclusion across the workplace. Some people are open about their diagnosis, while others prefer privacy. Leaders should respect both and avoid treating neurodivergent staff like outliers.
Trust is also critical. Neurodivergent employees, like anyone else, thrive when they are trusted to deliver without being micromanaged. Constant monitoring or second-guessing can undermine confidence and create unnecessary stress. Similarly, leaders should be mindful not to place blame on neurodivergent employees when challenges arise. Instead, the focus should be on problem-solving and understanding, recognising that mistakes and learning curves are part of every workplace.
It’s also essential to acknowledge the hidden labour involved in “masking”. The effort many neurodivergent people put into appearing “neurotypical” to avoid stigma. Leaders can ease this burden by offering assistive technology, workspace adjustments, training, and flexible schedules, as well as by showing empathy, trust, and genuine support.
4. What role does communication play in breaking down stigma and promoting understanding?
Communication is central to shifting perceptions. By sharing real experiences, promoting accurate information, and challenging stereotypes, communication helps reduce stigma.
It should be intentional, respectful, and inclusive. Whether that’s ensuring materials are accessible, training staff on inclusive language, or encouraging open dialogue. Clear communication also builds trust; it reassures neurodivergent employees that they won’t be unfairly judged, blamed, or micromanaged, but instead supported and valued for their contributions.
5. From your perspective, what practical steps can teams take to make workplaces more accessible and empowering for neurodiverse colleagues?
A few simple but powerful steps include:
- Avoiding constant interruptions and giving people time to prepare.
- Making accessibility a standard practice, not an afterthought. For example, designing documents, websites, and presentations with visibility in mind.
- Normalising flexible work practices that benefit everyone, not just neurodivergent employees.
- Building trust by allowing colleagues the autonomy to manage their workload in ways that work best for them, rather than over-monitoring or micromanaging. This also means ensuring accountability is shared fairly, and that neurodivergent colleagues aren’t unfairly singled out when challenges arise.
Small changes like these can remove big barriers, empower neurodivergent staff, and create a culture of mutual respect and inclusion.
6. What are the key takeaways attendees can expect to gain from your session during the event?
I hope attendees leave with practical insights to help them optimise their workflows, and a deeper understanding of how accessibility must be integral to that process.
Accessibility is a need to have, not a “nice-to-have” feature. It’s a fundamental requirement for equitable participation in society. With approximately 21.4% (5.5 million people) of Australians (Australian Bureau of Statistics, 2022), accessibility must be embedded in how we design, communicate, and deliver services. It’s not just good practice, it’s a human right. It’s essential for ensuring everyone can fully participate in society and access the digital and physical services they rightfully support as taxpayers.
My colleague, Ian Bissett, uses a great analogy: a ramp at a shopping centre benefits everyone, not just wheelchair users. It helps the older individual with reduced mobility or using a walking aid, the parent with the pram, the postman delivering a heavy parcel, someone recovering from an injury or even the able-bodied person who is experiencing sore legs post-gym workout.
Ultimately, being government, we have a responsibility to design a world that works better for everyone, and I hope people walk away inspired to embed accessibility into every stage of their process.
Adrianne Saplagio is a Content Producer at Comms Room, where she combines her passion for storytelling with her expertise in multimedia content creation. With a keen eye for detail and a knack for engaging audiences, Adrianne has been instrumental in crafting compelling narratives that resonate across various digital platforms.
