Managing a neurodivergent employee is not harder work, it is just different.

Sarah Bolitho • September 5, 2023

Let's talk about neurodiversity. Do you consider yourself neurotypical or neurodivergent?

The only difference really, is how your brain processes information, learns, and responds to different environments and social interactions.

Research demonstrates that neurodivergent individuals have strengths in creativity, innovation, problem solving, analytics and attention to detail.

This makes many neurodivergent candidates exceptional in adapting to a variety of different roles across the business spectrum.

However, despite these facts, neurodivergent individuals are 12x more likely to be unemployed or under-employed. There is also a larger conversation at play regarding ‘wrongfully’ employed.

So why exactly is this the case, and is it really that hard to embrace neurodiversity within your workplace?

Let’s explore the most common adjustments requested:

Flexible hours or adjusted start and finish times
The ability to work from home, at least some of the time
A supportive team culture that is accepting of different communication styles
Minimal or no visual distractions (busy walkaways or open plan offices, in short a manager that can be in tune with sensory needs)
The option not to attend large gatherings, or tune into virtual meetings after the ‘small talk’ has concluded

Overall, 77% of candidates request one or more adjustments to a standard recruitment process, and a similarly low amount of adjustments on the job.

Many of these adjustments if not already mainstream, are simple to accommodate and have no associated costs.

As TA and HR professionals, it is our job to lead the way to carve out positive change to support a more inclusive and thriving workforce of the future.

Do you believe the above accommodations are possible to be met by your organisation?

If yes, we encourage you to get started now! Many organisations such as Ford, Dell, Microsoft, and EY are already seeing the benefits of embracing neurodiversity.

Don’t get left behind, reach out to our team to learn more today.

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Sydney HR Salaries: What’s Changing in 2025?

By Janick Dimataga • May 1, 2025

From candidate expectations to hiring benchmarks - here’s what HR professionals need to know now. In a market defined by change, understanding salary trends is essential - whether you're planning your next career step or competing for top HR talent. As Sydney’s HR landscape evolves with economic shifts, new tech, and changing workplace expectations, staying informed helps you make smarter, strategic decisions For Candidates: Maximising Your HR Career Prospects To stay competitive in today’s job market, it’s crucial to keep up with industry trends and employer expectations: • Know Your Worth : Use salary guides and market reports to benchmark your compensation. • Upskill Strategically : Expertise in HRIS, data-driven decision-making, and legislative frameworks are in demand and can elevate your earning potential. • Negotiate Confidently : Salaries have become more varied, but don’t undersell your contribution - advocate for your value. • Be Aware of Market Shifts : Some roles have seen salary stagnation or reductions, including delayed bonuses and salary increases. Even in this climate, fair remuneration should reflect your long-term impact.