Supporting Neurodivergent Employees to Thrive: Data-Driven Insights on Neurodivergence and Mental Health in the Workplace
- vickylittle6
- May 7
- 2 min read
Updated: 6 days ago
By Vicky Little, Chief Operating Officer, Specialisterne Australia
I’m proud to have co-authored SuperFriend’s groundbreaking whitepaper that explores the important intersection of neurodivergence and mental health at work, and unpacks how Australian employers can better support neurodivergent employees to thrive.
In 2024, for the first time, SuperFriend’s Indicators of a Thriving Workplace survey collected data on neurodivergent workers, a group that makes up 12% of the Australian workforce.
The findings were both revealing and urgent. Neurodivergent employees reported significantly higher levels of burnout, psychological distress, and experiences of bullying and discrimination than their neurotypical peers. Nearly half had experienced a harmful workplace event in the past year, highlighting just how far we have to go in creating environments where neurodivergent employees feel safe and supported.
And yet, the data also tells a powerful story of potential.
When given the right support, such as empathetic leadership, sensory-friendly workspaces, structured tasks, and clear communication, neurodivergent workers not only perform better, but contribute to stronger retention, productivity, and innovation. Neurodiverse teams have been shown to boost productivity by up to 30%, and companies that embrace neurodiversity see higher revenue and stronger ROI.
Supporting your neurodiverse workforce to thrive is not just a moral imperative, it’s a strategic advantage.
Key insights from the whitepaper include:
Burnout is endemic. 43% of neurodivergent workers are already burnt out, and another 20% are at high risk, which is a direct result of inadequate support and the pressure to “mask” neurodivergent traits in a neurotypical workplace.
Clarity and structure matter. Regular, direct feedback and role clarity are crucial. Many neurodivergent employees will avoid asking for help or clarification due to stigma or fear of judgment.
An empathetic leader is critical. The most impactful workplace adjustment identified by neurodivergent workers was having a supportive and empathetic manager. Human-centred leadership is critical, and an investment in leadership capability building is imperative.
Sensory-friendly environments improve outcomes. Simple adjustments like access to quiet rooms or noise-cancelling headphones can help reduce overwhelm and unlock productivity.
Open conversations foster inclusion. Managers should initiate respectful, curious discussions about needs and preferences, never assume, always ask.
Stigma remains the largest barrier. Education and awareness are essential. Neurodivergence must be recognised as a strength that needs to be understood and fostered.
At Specialisterne, we’ve long championed neurodiversity as a driver of innovation. This whitepaper validates what we’ve seen in practice: neurodivergent individuals thrive when supported through tailored, strengths-based strategies. Investing in this support doesn’t just benefit neurodivergent employees, it elevates everyone. Inclusive, human-centred teams are stronger, more resilient, and better equipped for the future of work.
📘 You can read the full whitepaper here.
Together, let’s build environments where all minds are valued, and everyone has the opportunity to thrive.
References:
To learn more about SuperFriend, check out their website here
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