Occupational Neurodiversity Screening

Use these 17 Strength-Finding Exercises [PDF] to help others discover and leverage their unique strengths in life, promoting enhanced performance and flourishing. The author focuses on the four most common neurodivergent identities that I’ve also covered above. However, this diagnostic label is a poor description of the neurotype and is currently regarded as a placeholder label by many in the neurodiversity movement (Carr-Fanning, 2020).
Yet many thrive in structured environments, often showing exceptional attention to detail, consistency, and strong pattern recognition. Employers must ensure they are confident in managing neurodiverse employees, and are able to create a working environment that is free from unlawful discrimination. Of course, there are always nuances in what conduct is appropriate, and, legally compliant. This can be dependent on individual circumstances, and involves an assessment of what forms the inherent requirements of a role to be safely and successfully performed, and, where relevant, what reasonable adjustments may need to be introduced.

This can increase churn in roles that are already hard to fill and place extra strain on small teams. Neurodiversity refers to natural variations in how people think, process information, and interact with the world. Neurodivergent diagnoses include autism, ADHD, dyslexia, dyspraxia and dyscalculia, as well as other types of neurodivergence. They are part of the fabric of the workforce, bringing strengths that align with the demands of software development, systems thinking, product design, data science, cybersecurity, and other core tech functions. There is a striking insight emerging from workforce data in technology companies. When asked directly around half of people working in the tech sector identify as neurodivergent, a proportion far higher than most employers estimate and far above the general population average.
Supports more accurate, personalised, and respectful understanding of each person’s experiences. Psychiatrists assess and manage symptoms pharmacologically, supporting stability that enables individuals to engage in therapy, daily activities, and goal-directed life more sustainably. Psychiatrists psychiatry care complements psychological interventions for holistic care. Psychologists and psychiatrists provide distinct but complementary expertise, and their collaboration can greatly enhance care for individuals with ADHD, autism, or AuDHD.

Our sincere thanks to all those who contributed their time, expertise and content to help us create this toolkit. Or imagine having to read everything reversed as in mirror-writing, but without the mirror. Here's what Gallup learned about strengths when we looked at the aggregate data. Both groups found activities such as understanding and following written instructions, understanding and following verbal instructions, and working from home or working remotely relatively easy.
These accommodations, while particularly beneficial for neurodivergent employees, often improve working conditions for all staff members, creating a more productive and harmonious workplace environment. Understanding an individual’s unique neurological thinking and functioning profile can help both the worker and the employer manage the worker’s performance and safety at work. Not only can the employer identify and manage the activities that challenge the worker but also the unique talents and abilities that neurodivergent workers bring to the workplace. Our bespoke Neurodiversity in the Workplace Training complements this assessment by equipping managers, HR teams, and colleagues with the understanding and tools to create inclusive environments. Companies like EY, SAP, and Hewlett Packard Enterprise have led the way in neurodiversity employment programs, witnessing firsthand the benefits of such initiatives.
People with autism may also have differences in attention, interests, and how they learn. This can include being very focused on what are often called “special interests” (Aherne, 2023). Following the assessment, these will be supplied in a report that will be shared with both the employer and employee.

The Index will examine ways that employers are creating supportive environments for their employees with neurodiverse conditions through various means, such as recruitment processes, adjustments to the workplace, and ongoing support mechanisms. It does this, but most importantly, it informs  about the way in which enterprises are offering an enabling environment for acceptance and inclusion where employees with neurodiverse conditions can thrive. Neurodiversity in the workplace is increasingly recognised as a global imperative, and Australia does not lag behind in this respect. Yet despite these gains, the test of truly inclusive workplaces that support and accommodate neurodivergent employees remains an ongoing challenge. Neurodiversity Workplace Needs (NWN) Assessors are professionals trained to evaluate and support the specific needs of neurodivergent individuals in the workplace. Their role involves conducting comprehensive assessments to identify challenges and recommend reasonable adjustments to help neurodivergent employees thrive.
This research reinforces the article’s practical warning about behavioural issues and interactions. (Mondaq) Many conflicts labelled “behavioural” are often preventable misunderstandings caused by unclear expectations, inconsistent feedback, and environments that overload people. For example, autistic withdrawal, meltdowns, and ADHD over-explaining and oversharing may be self-regulation strategies that aim to make an unsafe environment safer. These behaviors are likely to lessen or disappear in neuroinclusive environments. Autism exists on a spectrum from what is often termed high-functioning autism (previously termed Asperger’s syndrome) to more marked differences in communication, sensory processing, and attention and learning skills (Aherne,  2023).

Foster a supportive environment that reduces stress, increases engagement, and retains top neurodiverse talent. It sounds like a convincing point, but in reality, an employee does not need a diagnosis to be considered disabled under the Equality Act 2010. The test is to show that the employer should have reasonably known that an individual is disabled. In one case, we acted for an employee who was diagnosed with Neurodiversity Assessment autism and ADHD after her dismissal.
These include inclusive hiring and recruitment processes, onboarding, daily work practices, communication norms, and career progression systems. Tech startups are built on solving complex problems, innovating quickly, and adapting to change. For many neurodivergent employees, these are not just professional tasks but areas of strength. Integrated care ensures individuals receive clear information, collaborative guidance, and opportunities to evaluate what supports them best.