Neurodiversity at work
Insights and resources for building more inclusive workplaces
As part of Neurodiversity Celebration Week, Hudson partnered with Joey Ballantyne, founder and CEO of Grit n Grace Collective, to explore how organisations can better understand and support neurodiversity in the workplace.
This page brings together insights and trusted resources to help leaders, teams and individuals learn more about neurodiversity at work and take practical steps toward more inclusive workplaces.
About Joey Ballantyne
Joey Ballantyne is the founder and CEO of Grit n Grace Collective, a professional development coaching organisation dedicated to supporting neurodivergent professionals.
Following her own late autism and ADHD diagnoses, Joey shifted her focus to helping others navigate burnout, challenge unhelpful workplace norms and build sustainable, fulfilling careers.
She has a particular passion for working with women and professionals who have spent years adapting to traditional workplace expectations, helping them reframe difference as a strength and build careers that allow them to thrive.
Alongside her lived experience, Joey brings a strong commercial and organisational lens. Her background spans a global career in management consulting and commercial diplomacy across government, professional services, corporate organisations, start-ups and not-for-profit sectors in Australia, the UK, North America and Asia.
Resources from Grit n Grace Collective
Joey Ballantyne and Grit n Grace Collective have developed a range of practical resources for neurodivergent professionals and organisations seeking to build more inclusive workplaces.
Explore their guides, tools and insights here:
https://gritngracecollective.com/resources
Why Neurodiversity at Work Matters
Neurodivergent people, including individuals with autism, ADHD, dyslexia, dyspraxia and related cognitive differences represent a significant and often underutilised talent pool.
When workplaces are designed with different thinking styles in mind, organisations often see improvements in:
- Innovation and creative problem solving
- Team performance
- Employee engagement and retention
- Psychological safety and wellbeing
- Diverse perspectives in decision making
In 2026, neurodiversity is increasingly recognised as both an inclusion priority and a workforce capability opportunity.
What Good Looks Like in 2026
Leading organisations are moving beyond awareness and focusing on practical change.
They are:
- Designing roles, recruitment processes and work systems for different ways of thinking
- Creating environments where disclosure is safe but never required
- Equipping managers with practical knowledge to make simple workplace adjustments
- Measuring progress through policy, behaviour and outcomes
Practical First Steps for Leaders
Organisations beginning or strengthening their neurodiversity strategy often start with a few practical steps.
1. Equip managers
Managers play a critical role in creating inclusive team environments.
2. Review recruitment processes
Traditional hiring methods can unintentionally disadvantage neurodivergent candidates.
3. Normalise flexibility
Communication styles, sensory needs and cognitive processing vary widely.
4. Partner with specialists
External expertise can help translate awareness into practical workplace change.
5. Measure progress
Track engagement, retention, safety and performance outcomes.
Recommended Resources
Below are a number of trusted Australian organisations and resources supporting neurodiversity in employment.
For leaders and organisations
Australian Disability Network – Neurodiversity Toolkit
Comprehensive guidance on building neuro-inclusive workplaces.
https://australiandisabilitynetwork.org.au/neurodiversity-toolkit/
JobAccess (Australian Government)
Practical guidance on inclusive recruitment, workplace adjustments and employment rights.
Believe:NeuroDiversity
Developers of Australia’s Workplace Neurodiversity Index (iNDex).
Neuro Inclusive Recruiting – Autism SA
Evidence-based tools for redesigning recruitment and onboarding processes.
https://neuroinclusiverecruiting.org.au/
Neurodiverse Safe Work Initiative
Guidance for organisations operating in safety-critical or regulated environments.
https://neurodiversesafework.com.au/
For neurodivergent individuals
JobAccess
Confidential advice on workplace adjustments, disclosure and employment rights.
CoAct Connect – Inclusive Employment Australia
Government-funded employment support.
https://coact.org.au/job-seekers/inclusive-employment-australia/
atWork Australia
Employment services supporting neurodivergent job seekers.
https://www.atworkaustralia.com.au/
Employ for Ability
Strengths-based employment coaching and workplace education.
https://employforability.com.au/
Team Cohesion
In-work coaching and team-based neurodiversity support.
https://www.teamcohesion.com.au/
Further Learning
Podcast
Hosted by Callie Elward-Barrett and Jayne Gurton, exploring ADHD, autism and neurodivergence in adult life and work.
https://podcasts.apple.com/ie/podcast/f-them-fish-audhd-for-grownups/id1637235213
Continue the conversation
Organisations that understand and support different thinking styles often see stronger teams, better problem solving and more resilient workplaces.
If you would like to explore how inclusive hiring and workforce strategies can support your organisation, Hudson would be happy to connect.