The Neurodiversity Advantage

THE NEURODIVERSITY ADVANTAGE

1 THE NEURODIVERSITY ADVANTAGE : SUMMER 2019 CONTENTS

SETTING THE SCENE 03

BARRIERS TO EMPLOYMENT 06

BUSINESS CASE FOR NEURODIVERSITY 08

IMPROVING EMPLOYMENT OUTCOMES 10 RECRUITMENT STRATEGY ON A PAGE: QUICK TIPS TO GET STARTED 11 FURTHER INFORMATION AND SUPPORT 13

REFERENCES 14

2 THE NEURODIVERSITY ADVANTAGE : SUMMER 2019 SETTING THE SCENE

As the business case for building more diverse and inclusive Improving employment outcomes for people with disabilities workplaces moves beyond the moral imperative and gathers increases social capital, organisational agility and employee depth and momentum, employers are recognising that with engagement (Smith & Turner, 2015). Furthermore, taking DEFINITIONS diverse teams comes increased diversity of thought and a macro-economic view, if Australia were to achieve the Autism Spectrum Condition: is a lifelong developmental creative capacity, more meaningful customer relationships, promised reform under the National Disability Insurance condition that affects, among other things, the way an and access to previously overlooked or underutilised talent. Scheme (NDIS), an additional 320,000 people with a disability individual relates to his or her environment and their could be employed by 2050, adding $50 billion GDP In Australia, the drive for greater inclusivity is juxtaposed with interaction with other people. The effects of Autism are (PwC, 2011). a global environment of rapid technological innovation and different for each person. an ageing population, meaning that if we are to thrive socially As understanding around how to be more inclusive of people Asperger’s Syndrome: since 2013, people who used to and economically, employers need to accelerate opportunities with disabilities grows, so too has specific interest in how be described as having Asperger’s syndrome are now for those groups in society that remain under-represented in people with Autism and other neurological differences might described as having Autism Spectrum Condition. the workforce. help meet the growing number of jobs in science, technology, Neurodiversity: recognises and respects the neurological engineering and maths, as well as other roles that require differences labeled Attention Deficit Hyperactivity For many employers, improving opportunities for people creativity, innovative thinking and superior problem Condition, Autism Spectrum condition, Dyspraxia, with autism and other neurological differences could have solving capability. Dyslexia, Tourette Syndrome and other chronic a significant impact - often at no more cost than hiring a neurological Conditions, as natural and normal variations neurotypical person. This paper seeks to support increased understanding in the human genome. about autism and neurodiversity, examines the barriers to Autistic: is a term often used to describe someone that employment that organisations should be aware of, and sets has Autism. out strategies that businesses can implement to ensure that neurodiverse people are welcomed, understood and supported.

3 THE NEURODIVERSITY ADVANTAGE : SUMMER 2019 AUTISM IN AUSTRALIA

Autism is a lifelong developmental condition that affects, Australia has one of the among other things, the way an individual relates to his or her 1% Every 7 hours an of Australians Australian child lowest rates of employment environment and their interaction with other people. Each have autism is diagnosed with person with autism has unique strengths and differences, autism for people with a disability these often relate to communication, executive functioning, within OECD member memory, sensory processing, unique patterns of behaviour and attention to detail (Autism Spectrum, n.d.; Hendricks, 2010; countries (OECD, 2010). American Psychiatric Association, 2013). A growing number of people with autism and other neurological differences prefer the term neurodivergent, with the concept of neurodiversity being regarded as more The unemployment rate for people with inclusive due to its recognition of neurological differences as a autism was 31.6%,more than three times natural variation in how our brains work. the rate for people with disability (10.0%) and almost six times the rate of people There are approximately 157,000 adults with autism within without disability (5.3%). the working age population in Australia, a 42.1% increase from 2012, and an Australian child is diagnosed with autism every 7 hours (ABS, 2015; PwC, 2011). Due to diagnostic Common misconceptions include that improvements and greater understanding among parents, people with autism will also have an schools and workplaces, these numbers are likely to grow intellectual impairment, that they will (Leonard, et al., 2010). Australians living with have limited social reciprocity and a disability are therefore will not work well in teams. 50% as likely to be BOYS ARE FOUR employed compared TIMES MORE LIKELY to people without a disability, contributing TO BE DIAGNOSED to reduced income 157,000 WITH AUTISM and increased risk of adults with autism within the working THAN GIRLS. social exclusion and age population in Australia - a 42.1% disadvantage. increase from 2012

4 THE NEURODIVERSITY ADVANTAGE : SUMMER 2019 You could call people with neurodiversity ‘specialists’as opposed to ‘generalists’ – masters of some things but not jacks of all trades”.

Dr Nancy Doyle, CEO – Genius Within (Doyle, 2019)

5 THE NEURODIVERSITY ADVANTAGE : SUMMER 2019 BARRIERS TO EMPLOYMENT

Adults with autism experience higher rates of unemployment stereotypes and fear of discrimination, such as being fired, and underemployment compared to adults with other looked over for promotions or being treated differently by disabilities (Ohla, et al., 2017). In Australia the unemployment colleagues (Johnson & Joshi, 2016). If neurological differences rate for people with autism is 31.6%, more than three times are hidden, opportunities for employers to offer support can Disability discrimination the rate for people with disability (10.0%) and almost six times be delayed or obstructed. (Jans, Kaye, & Jones, 2012; Weinberg the rate of people without disability (5.3%) (ABS, 2015). & Doyle, 2016; Pearson, et al., 2015). occurs when a person A key barrier to employment opportunity and advancement with disability is treated is employers’ having limited knowledge and understanding about autism and other neurological differences. Common unequally, less favourably, misconceptions include that people with autism will also Discrimination Claims by Act (2017-18) or not given the same have an intellectual impairment, that they will have limited social reciprocity and will not work well in teams, and that opportunities as other workplace adjustments required to support neurodiverse job 42% of AHRC complaints are people because of their seekers and employees will be difficult or expensive. In fact, about42 disability% of discriminationAHRC complaints (2017-18) are for many neurodivergent people, none of these things is true. about disability discrimination (2017-18) disability. It may be direct Disability Discrimination Act Another challenge in improving employment outcomes is Sex DiscriminationDisability Discrimination Act Act or indirect (Australian that neurological differences are often ‘hidden’. These hidden RacialSex Discrimination Discrimination Act Act differences may not be immediately observed, and the job Age DiscriminationRacial Discrimination Act Act Institute of Health Age Discrimination Act seeker or employee may choose not to disclose their diagnosis Australian Human Rights Commission Act Australian Human Rights Commission Act (Norstedt, 2019; Hedley, et al., 2017). For neurodiverse people and Welfare). already in the workforce or pursuing job opportunities, non-disclosure of a diagnosis is common due to anxiety 42% of AHRC complaints are about identity management, including the impact of negative about disability discrimination

6 THE NEURODIVERSITY ADVANTAGE : SUMMER 2019 BARRIERS TO EMPLOYMENT

Complicating matters further is that many adults with autism have not been diagnosed. Experts suggest that for every three people diagnosed with Autism , there are two who Autism and NDIS are undiagnosed (Baren-Cohen, et al., 2009). Autism was National Disability Insurance Scheme participants by disability not clinically recognised until 1980 and can be challenging to identify, particularly for those with milder difficulties or Autisim 29 adaptive capability. Of the many adults with autism who are Intellectual Disability 28 undiagnosed, a large percentage are female (Lewis, 2018), with Psychosocial Disability 8 gender bias in current diagnostic criteria increasingly criticised Cerebral Palsy 5 for leading to poor outcomes for women (Bargiela, Steward, & Development Delay 5 Mandy, 2016; Haney, 2016; Zener, 2019). Other Neurological 5 4 The Australian Human Rights Commission receives more Other Physical complaints about disability discrimination than about any Acquired Brain Injury 3 other form of discrimination. In 2015, 1 in 11 people of Hearing Impairment 3 working age living with a disability reported experiencing Visual Impairment 3 discrimination and the percentage of complaints rose 3% from Multiple Sclerosis 2 the previous year (Australian Institute of Health and Welfare, Other Sensory/Speech 2 2019). People with autism account for 29% of all people Global Development Delay 1 with disabilities registered on with the NDIS (NDIS, 2018), Stroke 1 so it is likely that discrimination contributes to the higher Spinal Cord Injury 1 unemployment, social isolation, lower income and overal disadvantage experienced by people with autsim. Numbers represent percentage of active participants with approved plans by disability at the end of 2017-18 Source: NDIS • Get the data

7 THETHE NEURODIVERSITYNEURODIVERSITY ADVANTAGEADVANTAGE :: SUMMERSUMMER 20192019 THE BUSINESS CASE FOR NEURODIVERSITY

COMPANIES WITH MORE DIVERSE LEADERSHIP TEAMS The Future of Work is here. Rapid technological exceptional skills in pattern recognition, positive REPORT HIGHER INNOVATION REVENUE change and innovation, artificial intelligence and impacts on innovation and, in Australia, Hewlett automation are changing how we think, communicate Packard Enterprises reported a 30% increase in and create, and how we manage work. Research productivity from their software testing team at shows that diversity gives organisations the agility the Department of Human Services by increasing to navigate this complex environment and a growing neurodiversity (Austin & Pisano, 2017; body of evidence suggests that neurodiversity brings Gaudiano, 2017). COMPANIES WITH significant benefits, particularly in roles and teams BELOW-AVERAGE In addition to increased innovation, quality and % DIVERSITY SCORES 26average innovation where people with novel approaches, creativity and productivity, by creating an inclusive culture that revenue reported advanced problem-solving capabilities are critical supports, respects and values all people, organisations by companies to success. will be more attractive to job seekers and enjoy In a recent study conducted by the Bankwest Curtin greater employee engagement. The latter is is Economics Centre (BCEC), employers reported particularly true for millenials, who by 2025 will make that the performance of employees with autism up 75% of the workforce. Driven by a strong sense significantly exceeds neurotypical employees in work of purpose and desire for positive social impact, ethic, attention to detail and quality of work (Hendrie, millennials are themselves the most diverse group to et al., 2016). While some accommodation and support ever enter the workforce, and they believe that COMPANIES WITH were required, the BCEC found that employer for a business to be innovative it must have an ABOVE-AVERAGE % experiences were overwhelmingly positive. inclusive culture and diverse employee mix 45average innovation DIVERSITY SCORES revenue reported (Smith & Turner, 2015). BCEC research is consistent with widely published by companies feedback from successful Autism at Work programs If sustainable growth in the new world of work relies implemented by US employers such as SAP, Microsoft on greater innovative capacity and attracting the best and EY. While still relatively new initiatives, benefits talent, then neurodiversity should be a central pillar of described include impressive academic credentials, diversity and inclusion strategies.

Source: BCG diversity and innovation survey 2017 (n=1.681). Note: Average diversity score calculated using the Blau index, a statistical means of combining individual indices into overall aggregate index.

8 THE NEURODIVERSITY ADVANTAGE : SUMMER 2019 The way tasks are commonly organised, together with how the physical work environment is arranged, can unintentionally make things harder for individuals with autism to work effectively. However, simple accommodations and informing colleagues to increase understanding go a long way in breaking down these barriers.”

Louise Sheehy, CEO, Autism West

9 THE NEURODIVERSITY ADVANTAGE : SUMMER 2019 IMPROVING EMPLOYMENT OUTCOMES

To improve employment outcomes for people Before embarking on the journey to develop and with autism and other neurological differences it is implement a neurodiversity strategy or program imperative that organisations take steps to shift the however, it is essential to have an informed view on DYSCALCULIA PROBLEM SOLVER narrative from a focus on disability employment as a how ready the business is, including leadership buy-in, HOLISTIC THINKING moral obligation. Through education, employers can stakeholder support and education. Only then can foster greater understanding and respect for people a strategy be clearly articulated, with the necessary VERBAL SKILLS with different abilities, helping hiring leaders to support to drive the required business change and DCD/DYSPRAXIA DYSLEXIA recognise the skills neurodiverse people have to offer program governance. EMPATHY VISUAL THINKING PERSISTANCE 3D MECHANICAL SKILLS and how they can contribute to business growth There are several organisations in Australia that and profitability. can help with end-to-end program design and HONEST CREATIVITY Better understanding around required workplace delivery, from initial scoping and business readiness

adjustments is also required. Research shows that to onboarding and training. Autism West, a West ASC ADHD (AUTISM SPECTRUM CONDITION) (ATTENTION DEFICIT DISORDER) the benefits of employing neurodiverse talent far Australian organisation focused on a strengths based ATTENTION TO DETAIL ENERGY AND PASSION outweighs any costs involved and the workplace approach, has developed a free online neurodiversity LONG TERM MEMORY LIKES CHANGE SENSORY adjustments needed are small (Hendrie, et al., 2016). readiness assessment tool in partnership with Harrier AWARENESS that reflects the following areas: INNOVATIVE HYPERFOCUS The processes, technology and tools available in THINKING

workplaces today already offer many opportunities to • Role and work design TOURETTE SYNDROME support greater inclusivity, such as communicating in OBSERVATIONAL SKILLS • Hiring processes and technology COGNITIVE CONTROL multiple formats, using online skills testing, working flexibly and being able to adjust zoned lighting and • Support for line managers temperature to reduce sensory overload. The key is • Workplace environment assessments Based on the highly original work of Mary Colley, DANDA understanding what works best for each person. By educating employers and helping them to identify As businesses consider the skills they need for the areas within their business where unique skills and Neurodiversity Strengths (geniuswithin.co.uk) future of work, it’s an ideal time to develop greater creativity will have a positive impact, we hope to understanding of the strengths neurodiverse thinking improve opportunities for people with autism and and expression can bring to the organisation and other neurological conditions to gain identify roles and teams where opportunities exist. meaningful employment.

10 THE NEURODIVERSITY ADVANTAGE : SUMMER 2019 RECRUITMENT STRATEGY ON A PAGE: QUICK TIPS TO GET STARTED

SOURCING RECRUITMENT & ASSESSMENT ONBOARDING CONTINUED SUPPORT • Language in advertising needs to be specific • Implement strengths-based interview • Consider cohort-based onboarding, to provide • Ensure training and development and non-exclusionary - consider what is techniques. peer-peer support and foster relationships. accommodates diverse learning styles critical to success, and what might be adding • Ensure selection criteria allows • Use a variety of communications styles, • Provide training to hiring leaders and unnecessary complexity and stopping great for alternative forms of learning as opposed including highly visual, and make them managers on neurodiversity. talent applying. to traditional university degrees. readily available. • Consider flexible working arrangements • Ensure your EVP, particularly with respect • Use skills-based assessment, including • Ensure that the workspace is suited to the • Allocate a break out rooms for staff to use to your culture and employee support is a mix of online, work tests and work trials individual - ask what adjustment might to work alone or in a quiet space. clearly articulated. be helpful. • Offer interview topics or questions • Share progress and learning across • Engage with specialist groups, organisations in advance. the organisation. and NFPs that have access to neurodiverse • Avoid psychometric testing and talent and can guide your approach. • Consider ongoing development of executive personality profiling functioning (attentional control, cognitive • Provide an overview of the hiring process, • Consider voice-to-text and other inhibition, inhibitory control, working what to expect and timeframes supporting technologies memory, and cognitive flexibility)

COMMUNICATION

Ask job applicants what accommodations Provide plenty of notice for Give open and honest feedback. If a Ask job applicants what Ensure that communications are will help them perform at their best and interviews and provide detailed job applicant is unsuccessful, offer communication methods clear, transparent and regular. check in regularly to ensure that they are instructions around what to expect constructive advice on where they work best for them. made available. and where to go to reduce anxiety. can improve.

11 THE NEURODIVERSITY ADVANTAGE : SUMMER 2019 We need to re-think the traditional hiring processes. By offering candidates the opportunity to showcase their skills in a work-based setting or with a practical assessment, we will derive better outcomes for neurodiverse people - or indeed for anyone that is better at demonstrating their ability rather than talking about it. We should be creating positive experiences that allow people to shine. That’s just good business.”

Kate Beattie, Harrier Group.

12 THE NEURODIVERSITY ADVANTAGE : SUMMER 2019 FURTHER INFORMATION AND SUPPORT EMPLOYER FORUMS

Designed to help employers develop the policies, processes and knowledge to build a culture and People with autism face significant barriers to employment. and inclusion strategies. Working across some of Australia’s environment that is inclusive of neurodiverse people: For those that have secured employment, a lack of most challenging geographies, we have helped businesses in • Effective role and work design understanding about autism and other neurological the construction, mining, energy, education, healthcare and • Inclusive hiring processes differences contributes to limited career professional services industries to build more inclusive • Assessment techniques development, underemployment and workplaces and to increase workforce participation • Technology underutilisation of knowledge and skills. from women, Aboriginal and Torres Strait • Leadership and line-management training That so many intelligent, capable and Islander people, and other under-represented • Workplace environmental assessments enthusiastic people are unable to find and underemployed groups. You can request further information and register to or retain employment is not only a attend one of these sessions in your state capital or As part of our ongoing commitment to territory capital here: human rights issue that needs to be creating inclusive workplaces where urgently addressed, it is a huge missed all people are respected, valued and CLICK HERE opportunity for Australian businesses. TO REGISTER YOUR INTEREST empowered to bring their whole selves Many neurodivergent people to work, our partnership Autism West only require very small workplace has supported the development of a NEURODIVERSITY ONLINE adjustments and better understanding framework that supports employers to ASSESSMENT TOOL from their colleagues to thrive in the source, hire and retain neurodiverse talent. workplace, and their contributions have This new framework includes a free online been shown to far outweigh any costs. Diversity assessment to help employers understand how they A free resource to help employers understand what improvements they can make to their of thought offers businesses significant opportunity can develop a more autism friendly workplace, and a series workplace environment, policies and processes to innovate; to create new products and services, solve of employer training forums to increase understanding, to better support people with autism and other complex problems for customers and bring new perspectives highlight opportunities and support the necessary neurological differences. to their people. Furthermore, when it comes to attracting change program. CLICK HERE TO COMPLETE YOUR FREE and retaining the best talent, an inclusive workplace culture For more information on the employer forums or to WORKPLACE ASSESMENT is also a key driver for success. discuss Harrier’s capability to support broader diversity and Harrier Talent Solutions has many years of experience inclusion programs, please visit our Knowledge Centre or supporting organisations to develop and implement diversity contact [email protected].

13 THE NEURODIVERSITY ADVANTAGE : SUMMER 2019 REFERENCES

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