How can employers better support their neurodivergent employees?
Lack of support in the workplace is driving higher turnover rates for neurodivergent employees, a new report has found.
The average neurodivergent Australian is able to remain in a role for just 4.4 years, much shorter compared to 9.1 years for neurotypical Australians.
This is a result of organisations failing to create a sustainable environment for neurodivergent individuals, according to a new report from DXC Technology.
The report, which polled 1,410 neurodivergent and neurotypical Australians, found that 61% of respondents don't feel comfortable disclosing their neurodivergence to a potential employer out of fears that it could affect their career opportunities.
It further found that only 41% of neurotypical Australians feel confident that they can effectively support their neurodivergent colleagues in the workplace.
Supporting neurodivergent employees
Amid these gaps, 91% of the respondents have agreed that their organisations can do more to ensure the long-term employment of neurodivergent employees.
In fact, 97% of neurodivergent individuals said small acts can make them feel appreciated at work.
Acts including the creation of a positive work environment, enabling of flexible work, or offering adapted workstations and sensory rooms would improve job satisfaction (68%) and overall wellbeing (68%), according to the respondents.
"While formal policies are important for organisations to create an equitable environment for neurodivergent individuals, the survey highlights that building a culture of peer-to-peer support is the key to developing a truly inclusive workplace," said Michael Fieldhouse, DXC Dandelion Programme Executive at DXC Technology, in a statement.
"Our findings further affirm that small acts or adjustments in the workplace can make all the difference to the long-term employment of a neurodivergent individual."
