91% of Australians seek better support for neurodivergent employees
Recent findings from a survey conducted by DXC Technology reveal that 91% of Australians believe organisations could do more to support long-term employment for neurodivergent individuals. In an effort to address this issue, DXC Technology has launched several initiatives to integrate neurodivergent employees more effectively into the workplace. The company’s recent survey identified key areas where neurodivergent individuals face challenges, including concerns over disclosing their condition, lack of confidence in supportive measures, and higher turnover rates.
The survey, which included 1,410 neurodivergent and neurotypical Australians, found that 61% of neurodivergent respondents were hesitant to disclose their neurodivergence to potential employers. This reluctance stems from fears that such disclosure could negatively impact their career opportunities. Additionally, the survey noted that only 41% of neurotypical Australians felt confident in their ability to support neurodivergent colleagues effectively.
These findings have prompted discussions about the need for a more inclusive and supportive workplace environment. Michael Fieldhouse, DXC Dandelion Program Executive at DXC Technology, commented on the importance of peer-to-peer support in fostering an inclusive environment. “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. 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,” he said.
The survey also spotlighted the higher turnover rates among neurodivergent employees, who on average spend 4.4 years in a role compared to 9.1 years for neurotypical employees. This suggests that the current working environment may not be conducive to retaining neurodivergent talent. The survey found that small supportive gestures could significantly enhance job satisfaction and wellbeing among neurodivergent employees. An overwhelming 97% of neurodivergent respondents reported that small acts of appreciation made them feel valued at work.
As part of the 10th anniversary of the DXC Dandelion Program, which was established to help neurodivergent individuals build valuable skills for a career in IT, DXC Technology has unveiled ten small acts that organisations and colleagues can adopt to improve sustainable employment. These acts include creating a positive work environment, enabling flexible working arrangements, and offering adapted workstations and sensory rooms.
Seelan Nayagam, President Asia Pacific, Middle East and Africa at DXC Technology, highlighted the contributions of neurodivergent individuals to the workplace and the economy. “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,” he remarked.
The initiative has garnered positive feedback from participants and organisations alike. Matt Crowley, a trainee with the Australian Federal Police’s Covert and Technical Operations branch through the DXC Dandelion Program, shared his experiences. “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,” he explained.
Andrew Baird, Operations Manager at ANZ Bank, also commented on the success of the program. “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,” he said.
Since its inception in 2014, the DXC Dandelion Program has expanded beyond Australia and New Zealand to include several markets across Europe and Asia Pacific, with plans to launch in Italy, the Middle East, and the United States.
