Neurodiversity Celebration Week: Addressing Workplace Discrimination in New Zealand
As we observe Neurodiversity Celebration Week, it’s time to shine a light on a pressing issue—workplace discrimination against neurodivergent employees. Despite growing awareness, many New Zealand and Australia organisations still struggle to foster genuinely inclusive environments.
Over recent months, in my work as a Wellbeing and Behavioral Consultant, I have had alarming conversations with employees at some of New Zealand’s largest and most prestigious companies. Many neurodivergent employees have shared their experiences of feeling mistreated, misunderstood, and unsupported by their workplaces. From managers untrained in neurodiversity to rigid workplace expectations that fail to accommodate different cognitive styles, it is evident that we still have a long way to go.
Raising the Issue with Leadership—And Being Dismissed
I even took my concerns directly to the CEO of one of these major New Zealand companies, hoping to spark change at the highest level. I highlighted the growing number of neurodivergent employees feeling undervalued, mistreated, and presented clear, research-backed solutions to improve workplace inclusion.
The response? Dismissal.
Instead of acknowledging the need for change, the CEO brushed off the conversation, showing little to no interest in adapting workplace policies to support neurodivergent staff better. This resistance level—especially at the executive level—illustrates why so many employees feel unheard and unsupported. If leaders are unwilling to engage in a conversation about inclusivity, how can we expect meaningful change?
This was not just a missed opportunity for that company—it was a stark reminder of the systemic barriers that continue to exist for neurodivergent individuals in the workforce.
The Rising Diagnosis of ADHD and Autism in New Zealand
The number of neurodivergent individuals in the workforce is growing. Recent studies show a significant rise in diagnoses for conditions like ADHD and autism in New Zealand.
Autism Spectrum Disorder (ASD): Approximately 2% of New Zealanders (around 70,000 people) have been diagnosed with autism. Children aged 5-14 years have a higher diagnosis rate (3%) than adults (1%).
Attention Deficit Hyperactivity Disorder (ADHD): About 3% of New Zealanders (over 100,000 people) have been diagnosed with ADHD, with higher prevalence among males (3%) than females (2%).
(Source: Whaikaha – Ministry of Disabled People)
This increase in diagnoses means more neurodivergent individuals are entering and staying in the workforce. However, most workplaces are not equipped to support them effectively.
Workplace Discrimination: The Harsh Reality
The reality for neurodivergent employees in New Zealand and Australia is deeply concerning:
Employment Rate: Only 39.8% of disabled people, including neurodivergent individuals, are employed, compared to 80.3% of non-disabled individuals.
Unemployment Rate: The unemployment rate for disabled individuals is 11.0%, more than double the 4.5% for non-disabled individuals.
Income Disparity: The median weekly income for disabled individuals is $523, less than half of the $1,141 earned by non-disabled employees.
(Source: Whaikaha – Ministry of Disabled People)
A 2022 New Zealand Workplace Diversity Survey further revealed:
32.1% of neurodivergent employees felt their condition negatively impacted career progression.
63% said their workplace had no awareness of their neurodivergence, meaning they often go without proper accommodations.
Only 17% believed senior leaders were equipped to manage a neurodiverse workforce, while nearly half (47%) disagreed or strongly disagreed.
(Source: Diversity Works New Zealand)
These statistics confirm what I see daily in my work. Neurodivergent employees face real barriers—from rigid performance evaluations to unrealistic expectations around communication and focus. Many fear disclosing their condition due to concerns about stigma, missed promotions, or even job loss.
The Business Case for Embracing Neurodiversity
Creating neuro-inclusive workplaces isn’t just an ethical responsibility—it’s also smart business. Companies that prioritise neurodiversity gain:
Diverse Thinking and Innovation – Neurodivergent employees often bring unique problem-solving abilities, creativity, and attention to detail.
Improved Retention Rates – Employees who feel supported are less likely to leave, reducing costly turnover.
Higher Productivity and Engagement – A workplace accommodating different working styles benefits all employees, not just those who are neurodivergent.
More substantial Brand Reputation – Inclusive workplaces attract top talent and customers who value diversity.
Companies like Microsoft, IBM, and EY have launched neurodiversity hiring programs, recognising the competitive advantage neurodivergent employees bring.
What Needs to Change?
For New Zealand businesses to truly support neurodivergent employees, they must go beyond token gestures and implement real, structural change. Here are five critical steps:
1. Revamp Hiring Practices
Ditch traditional interviews – Many neurodivergent candidates struggle with conventional interviews focusing on quick thinking and social interaction.
Use skills-based assessments instead of relying on “personality fit.”
Provide clear, direct job descriptions with specific expectations.
2. Train Managers in Neurodiversity
Most people leaders lack training in neurodiversity, leading to misunderstandings and mismanagement.
Mandatory neurodiversity awareness training should be implemented across all leadership levels.
3. Offer Workplace Adjustments
Flexible work arrangements (e.g., remote work, flexible hours) can dramatically improve productivity and retention.
Create low-sensory workspaces to reduce distractions for employees sensitive to noise and lighting.
4. Establish Support Networks
Peer mentoring and coaching programs for neurodivergent employees.
Confidential Employee Resource Groups (ERGs) where employees can connect and share experiences.
5. Hold Companies Accountable
Track workplace inclusivity metrics (e.g., neurodivergent hiring, retention, and promotion rates).
Companies should publicly report on their efforts toward neurodiversity inclusion.
Global Best Practices: Denmark Leading the Way
While New Zealand and Australia still have a long journey ahead, countries like Denmark have made significant strides.
Specialisterne, a Danish company operating in 26 countries, has built an employment model focusing on neurodivergent strengths—especially in tech, finance, and data sectors. They provide specialized hiring programs, tailored workplace adjustments, and ongoing manager training, proving that neurodivergent employees thrive when given the proper support.
New Zealand can and should learn from this model.
Final Thoughts: It’s Time for Action
This Neurodiversity Celebration Week, let’s do more than talk about neurodiversity. Let’s demand change.
🚨 Businesses, it’s time to step up. Train your leaders. Adapt your systems. Build workplaces where neurodivergent employees feel valued, not excluded.
🎤 Media amplify these conversations. Neurodivergent voices need to be heard in public discourse.
🛠️ Individuals, keep advocating. If you are neurodivergent, know that you are not alone and deserve a workplace that sees your worth.
The future of work must be neuro-inclusive. Anything less is discrimination.
