Supporting sustainable employment for neurodivergent individuals

A survey by technology services company DXC Technology has found that 91% of Australians believe organisations can do more to support long-term employment for neurodivergent individuals in the workplace.

The survey of 1410 neurodivergent and neurotypical Australians found that organisations are failing to create a sustainable environment for neurodivergent individuals, with 61% of respondents reporting they would not feel comfortable disclosing their neurodivergence to a potential employer due to concerns it would impact their career opportunities.

To mark the 10th anniversary of the DXC Dandelion Program, which helps neurodivergent individuals build valuable skills to pursue a career in IT, DXC has unveiled 10 small acts that organisations and colleagues can adopt to improve sustainable employment.

It is estimated by the Australian Bureau of Statistics that 30–40% of the Australian population today is neurodivergent, and while many organisations have policies in place to support neurodivergent individuals, DXC’s survey found only 41% of neurotypical Australians feel confident they know how to effectively support their neurodivergent colleagues in the workplace.

This lack of support within Australian organisations is driving a higher turnover, with the average neurodivergent Australian spending less than half the time in a role (on average 4.4 years) compared to neurotypical Australians who spend 9.1 years in a role.

The survey also revealed that an overwhelming 97% of neurodivergent individuals say that small acts made them feel appreciated at work and most believe that supportive acts, including creating a positive work environment, enabling flexible working or offering adapted workstations and sensory rooms, would improve both their job satisfaction (68%) and overall wellbeing (68%).

“This year marks the 10th anniversary of the DXC Dandelion Program, and we are proud to celebrate not just the unique talents and skills of neurodivergent individuals, but their contribution to the Australian economy,” said Seelan Nayagam, President Asia Pacific, Middle East and Africa, DXC Technology. “Neurodivergent individuals bring a lot of value to the workplace, with strengths such as great attention to detail, focused concentration, pattern recognition, spotting anomalies in data and out-of-the box thinking. These are valuable skills, especially in areas of technology such as data analytics, software automation and cybersecurity. It gives me immense pride to see how the DXC Dandelion Program has been instrumental in empowering so many individuals and changing their lives.”

“Having worked with customers, industry partners and academic institutions on this program, we have learnt it is important to create a culture of support and inclusion at every level of an organisation. 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 Program Executive, DXC Technology. “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.”

To mark the 10th anniversary of the program, DXC Technology has published a guide with 10 small acts and conversation starters that Australians can adopt to create a more sustainable environment for neurodivergent individuals and help bridge the current employment gap.

“Small acts can transform lives, infuse purpose and give neurodivergent individuals a chance to thrive in a world that often overlooks their unique strengths and capabilities. It can have a big impact on the overall employment experience and the length of time we stay in an organisation. This is something I have experienced first-hand through the DXC Dandelion Program,” said Matt Crowley, a trainee with the Australian Federal Police’s Covert and Technical Operations branch as part of DXC’s Dandelion Program. “I have personally experienced small acts from my colleagues which have contributed to my job satisfaction and wellbeing at the AFP.”

Andrew Baird, Operations Manager, ANZ Bank, said: “Having worked with the DXC Dandelion team, we’ve successfully transitioned over 11 individuals to permanent employees, who have brought extraordinary skills and expertise to our organisation. We have found that the training tools we have in place for our employees to support neurodivergent individuals have created an empowering and constructive workplace environment, as well as a culture that allows them to thrive.”

Following the success of the program in Australia and New Zealand, DXC’s Dandelion Program has now been launched across European and Asia–Pacific markets including the United Kingdom, Bulgaria, Poland and the Philippines, with plans to start the program in Italy, the Middle East and the United States.

More information on DXC’s ‘Small Acts, Big Impacts’ can be found here.

Image credit: iStock.com/Dilok Klaisataporn