Building Neuro-inclusive Workplaces: A Strategic Advantage for Employers

In today’s diverse workforce, neurodivergent individuals—those with autism, ADHD, dyslexia, and other neurological differences—bring invaluable skills and perspectives. However, they often face barriers to inclusion, impacting not only their mental wellbeing but also organisational performance. SuperFriend’s recent whitepaper, Supporting Neurodivergent Workers (2025) reveals actionable insights and five key recommendations to help employers create more neuro-inclusive workplaces.

Why Neuro-inclusion Matters

Neurodivergent Australians experience significantly poorer mental health than their neurotypical peers. According to SuperFriend’s whitepaper, these individuals report higher rates of workplace discrimination and much lower inclusion scores. Despite this, neurodivergent employees offer unique strengths—such as creativity, pattern recognition, and innovative thinking—that can drive an organisation’s success when their needs are supported. 

Investing in neuro-inclusion isn’t just legal and ethical—it’s strategic.

What are the Key Recommendations to Build a Neuroinclusive Workplace?

1. Build Awareness and Understanding of Neurodiversity

Many workplaces lack foundational knowledge about neurodiversity. Awareness-building initiatives are crucial for reducing stigma. 

Tips for employers:

• Offer neurodiversity training for all staff.
• Promote internal storytelling or lived-experience sharing.
• Partner with neurodiversity consultants or advocacy organisations.

2. Design Inclusive Workplaces 

The physical and social environments significantly affect neurodivergent individuals’ ability to thrive. Neuroinclusive design benefits everyone.

Strategies include:

• Create quiet zones and/or allow noise-cancelling headphones.
• Offer flexible work arrangements, including hybrid or remote options.
• Use clear, direct communication and avoid unnecessary jargon.

3. Embed Inclusion in Policies and Practices

True inclusion goes beyond culture—it must be reflected in policies, systems, and leadership behaviours. 

Actionable steps:

• Review hiring practices to reduce bias (e.g., offer interview alternatives like work trials).
• Embed inclusive language in all documentation.
• Ensure neurodiversity is considered in diversity, equity, and inclusion (DEI) frameworks.

4. Prioritise Mental Health

Neurodivergent individuals are more likely to experience mental health challenges. A proactive approach to wellbeing is essential. 

Recommendations:

• Provide access to mental health support tailored to neurodivergent needs.
• Foster Create psychological safety through inclusive leadership and open dialogue.
• Normalise flexible work routines that support self-regulation and wellbeing.

5. Co-Design Solutions with Neurodivergent People

To ensure a more diverse and thriving workforce, including neurodivergent voices in decision-making can lead to better, more inclusive outcomes.  

Best practices:

• Involve neurodivergent employees in workplace design, policy reviews, and communication planning.
• Provide multiple ways to give feedback (written, visual, or verbal).
• Offer paid consultation opportunities to value expertise.
• Take Action: Your Path to a Neuro-inclusive Culture Starts Now

So, how can you take action?

Creating a neuro-inclusive workplace is a journey that requires commitment, listening, and action. By implementing the recommendations in SuperFriend’s whitepaper, your organisation can support neurodivergent talent, foster psychological safety, and gain a competitive advantage. 

Explore the full whitepaper and discover how small changes can lead to big impacts—for individuals and for businesses. 

Want to understand more about the mental health needs of your workforce ad gain actionable insights to drive positive change? Discover our workplace diagnostic tool, the Thriving Workplace Index!