Understanding Workplace Needs Assessments for Neurodivergent Employees

Additionally, state and territory anti-discrimination laws, such as the Equal Opportunity Act 2010 (Vic) and the Anti-Discrimination Act 1977 (NSW), impose further obligations on employers to eliminate discrimination and promote equal opportunity. Companies have an obligation to do all they reasonably can to find out whether a person has a disability. They argued that they couldn’t have possibly been aware of her conditions, when she didn’t know herself. Building on our Get Britain Working White Paper, the government will bring forward proposals in the spring to reform the welfare system to help people who can work secure employment. This panel follows the launch of the Keep Britain Working review, led by Sir Charlie Mayfield, to explore how businesses and government can collaborate to unlock disabled talent. Rich has a passion for healthcare and assistive technology and has been innovating in this space for the last decade, developing market leading assistive technology that’s changing the lives of clients around the globe.
Contact us today to take the first step towards a more inclusive, confident, and productive workplace. If you are unsure whether this assessment is right for your situation, speak to one of our friendly team members for a free consultation — we’re here to help you decide. Learn how you can create real change in your organisation with UQ’s MBA program. Austin’s search has shown the importance of staying rooted in the language of business performance and the bottom line. “Individual companies have differences in their support systems, but almost all of them have external and internal support,” Austin says.

We deliver the key findings and recommendations in various formats (written report, presentation, videos, screen recordings). Reporting will identify areas of good practice, areas for development, and key strategic priorities. It will provide recommendations and approaches to enhance current policy and practice.
Conversations about workplace diversity often focus on visible traits like race, gender, and physical abilities. If your organisation seeks specialised support for a neurodivergent, there are options available for both the employee and employer. Neurodivergence in the workplace can bring an abundance of cognitive strengths to the organizational table.  Regardless of whether candidates have requested adjustments or not, should always clearly communicate with candidates the steps of the recruitment process, what’s expected of the candidate at each stage and what’s coming up next.

Top management must champion this culture for it to permeate the entire organization. Diversity in leadership sets the tone from the top down, making it easier for an open and trusting environment to thrive throughout the company. As a leading outsourced HR company, E.L Blue is here to provide hands-on support in designing and rolling out a tailored program, such  as recruitment redesign, manager training, adjustment policy, and EAF/NDIS navigation. Neuroinclusion enriches team dynamics by bringing together diverse perspectives and cognitive styles.
As a result, individuals may mask their true selves to help navigate overstimulating, stress-inducing environments that prevent them from reaching their full potential. To mark Neurodiversity Celebration Week (17th – 23rd March 2025), a global initiative that challenges misconceptions about neurological differences, this HR guide examines key considerations for driving neuroinclusion in the workplace. We at Test Partnership have extensive experience, knowledge, and technical expertise regarding neurodivergence and psychometric testing in the workplace. We ensure that our clients' neurodiversity goals are made a top priority, and share any and all information available to us with our clients. Moreover, as a matter of principle, we strive to remove unnecessary barriers to success for all people, giving everyone a fair chance to thrive.
E-Learning solutions created by psychologists and neurodivergent individuals for individuals, line managers and organisations wanting to better understand neurodiversity. It’s also important to critically review all people management policies and processes to make them neuroinclusive, from hiring to training and development and the way people progress in the organisation. Formal policies and processes shape and help set the tone of the informal interactions. However, in reality there is a long way to go in this respect as only 19% of employers say that their organisation has reviewed formal people management policies to make them neuroinclusive. Progress on any aspect of EDI requires people to feel comfortable talking about it.

For the most robust and cost-effective outcome, many clients choose our Comprehensive Bundle which combines the NDIS Needs Report with both a Diagnostic Report and a Personalised Neurodivergence Profile. Together, this trio provides the formal diagnosis, the detailed personal insights, and the structured evidence for NDIS, covering every angle of understanding and support. This option is recommended when a complete diagnostic picture is needed, whether for healthcare providers, funding applications, personal understanding, workplaces and schools, or adjustments and accommodations. In most cases, the Diagnostic Report also serves as the baseline document required to access our other reports, such as the NDIS Needs Report or a combined report bundle for a more comprehensive outcome.
Continuing our Building an ED&I Ecosystem blog series, we share how to empower neurodiversity within your business and provide targeted support to your neurodivergent colleagues – from offer to onboarding and beyond. We are internationally recognised leaders in providing neurodiversity screening and training across a wide range of different sectors, delivering contexualised solutions to improve individual and organisational outcomes. We help organisations and individuals to be inclusive and each person to achieve their best self. Putting in place effective support for neurodiverse employees can yield fantastic results, both for the employee and the business.

These sessions can break down stereotypes, reduce stigma, and build a foundation of empathy and understanding. Understanding and meeting the needs of neurodivergent employees often requires a formal assessment, such as a Workplace Needs Assessment or an Occupational Health Assessment. These assessments are tools that identify specific accommodations or supports that can help neurodivergent employees thrive. Workplace needs assessments provide a Neurodiversity Workplace Assessment structured way to understand how an employee experiences their role, where pressure points sit, and what practical adjustments will make work more sustainable. Rather than relying on assumptions or ad-hoc solutions, they offer clear, tailored insight into how neurodivergence interacts with day-to-day work demands. Neurodivergent employees who feel misunderstood or unsupported are more likely to disengage or leave, especially when they must constantly adapt to processes that work against their cognitive strengths.
This simple glossary can help you feel more informed when navigating conversations about neurodiversity in the workplace. Every neurodivergent person is different, but many face similar challenges in the workplace. These challenges aren’t about weakness or incompetence - they’re often the result of a mismatch between the person and their environment. A report by the ONS suggests the recent increase in home working has improved staff wellbeing by 60% and their productivity by over 40%. Assistive technology facilitates this working, optimising communication and task management through a range of technologies. The cost to the employer will depend on a few factors, but any assessments applied for within 6 weeks of starting employment shouldn’t incur any cost.