Three Key Learenings:
1. The Hidden Cost of “Fitting In” – Neurodivergent professionals face invisible access labour, constantly self-advocating and adapting to rigid workplace structures, leading to burnout and disengagement.

2. Psychosocial Risks & Legal Responsibilities – Under Australia’s new psychosocial legislation, failing to address neurodivergent workplace barriers contributes to mental health risks, discrimination, and legal non-compliance.

3. Proactive Inclusion Strategies – Moving beyond reactive accommodations to universal design, flexible work structures, and clear communication fosters psychological safety, retention, and productivity.

Attendees will gain practical, evidence-based strategies to create workplaces where neurodivergent professionals don’t just survive—but thrive.


Despite growing awareness, many workplaces remain inaccessible to neurodivergent professionals. Rigid structures, sensory-unfriendly environments, and unclear communication expectations lead to burnout, underemployment, and disengagement—not due to a lack of capability, but because the system is not designed for diverse minds. Too often, inclusion efforts focus on reactive accommodations rather than proactively embedding neurodivergent-friendly policies and practices.

With Australia’s new psychosocial legislation requiring workplaces to manage risks related to mental health, discrimination, and workplace stress, this is a critical time for organisations to rethink how they support neurodivergent employees. Failure to address systemic barriers places businesses at legal risk, but more importantly, it perpetuates exclusion and mental health challenges for neurodivergent professionals.