Full Name *

Phone *

Email *

Does your organisation have a formal policy on neurodiversity and inclusion *

Yes, a specific policy for neurodiversity

Covered within a general inclusion policy

No written policy

Not sure

Have your job descriptions been reviewed to ensure they are neurodiversity-friendly (e.g., clear language, focus on essential skills, avoiding jargon)? *

Yes, recently reviewed with this in mind

Reviewed occasionally

Not specifically reviewed

Not sure

Is the application process accessible to neurodivergent candidates (e.g., alternative formats, flexibility for timed assessments)? *

Fully accessible

Accesible upon request

Limited accessibility options

Not accessible

Do your hiring teams receive training on neurodiversity, including bias reduction and inclusive communication? *

Yes, comprehensive training

Some training provided

Minimal training

No training

Are candidates given the opportunity to request adjustments during the interview process (e.g., pre-interview questions, alternative interview formats)? *

Yes, always

Available on request

Occasionally

No

Is there a formal process for onboarding neurodivergent employees, including support with introductions, expectations, and resources? *

Yes, with structured onboarding for all

Adapted if requested

Minimal onboarding support

No specific onboarding process

How often do you review workplace policies to ensure they are inclusive of neurodivergent employees throughout the employee lifecycle? *

Annually

Occasionally

Rarely

Not reviewed

Are neurodivergent employees actively included in discussions on changes affecting them, such as redundancy or restructuring? *

Yes, involved in a meaningful way

Consulted but not fully involved

Limited involvement

Not included

Does your organisation provide specific support for neurodivergent employees going through transitions such as exit processes or redundancy? *

Yes, with dedicated support

Some support available

Minimal support

No specific support

Do you have a system in place for neurodivergent employees to report barriers and receive timely support? *

Yes, with structured feedback system

Support is available upon request

No formal system, but employees can discuss with managers

No system in place

How flexible is your approach to workplace accommodations for neurodivergent employees (e.g., flexible hours, remote work, modified tasks)? *

Very flexible, case-by-case basis

Flexible upon request

Limited flexibility

Not flexible

Are sensory and environmental adjustments, such as lighting or noise-cancelling options, readily available? *

Yes, provided proactively

Available upon request

Minimal options available

Not available

Does your organisation offer neurodiversity-specific training and development opportunities (e.g., accessible training materials, neurodivergent-friendly formats)? *

Yes, actively promoted

Available upon request

Limited options

None

Is there a structured process for neurodivergent employees to access reasonable adjustments and support, such as sensory and communication needs? *

Yes, with clear process

Available but informal

Minimal support available

No formal process

Do managers receive training on inclusive communication and neurodiversity-related feedback approaches (e.g., RSD considerations)? *

Yes, regularly

Occasionally

Rarely

Never

Does your organisation actively support neurodivergent employees in accessing government programmes like Access to Work? *

Yes, we guide employees through the process

We provide basic information

Minimal support

No support

Do you regularly review your performance management practices to ensure they are accessible and inclusive for neurodivergent employees? *

Yes, reviewed annually

Reviewed occasionally

Rarely reviewed

Not reviewed

Are there clear pathways for neurodivergent employees to access career development and progression opportunities within your organisation? *

Yes, with tailored support

Available upon request

Minimal pathways available

No specific support

Are meeting agendas sent out in advance to help neurodivergent attendees prepare? *

Yes, always

Sometimes

Rarely

Never

Do you offer alternative ways for employees to participate in meetings, such as providing written follow-ups or allowing written contributions? *

Yes, routinely

Sometimes, upon request

Rarely

No

How accessible are your digital platforms and tools for neurodivergent employees (e.g., screen readers, text formatting options, adaptable user interfaces)? *

Very accessible

Accessibility in most areas

Limited accessibility features

Not accessible

Are training materials and resources adapted for neurodivergent employees (e.g., plain language, clear visuals, option to use closed captions)? *

Yes, adapted by default

Adapted upon request

Minimal adaptions available

Not adapted

Does your organisation provide neurodivergent-friendly meeting facilitation practices, such as offering breaks and allowing flexible participation? *

Yes, consistently

Occasionally

Rarely

Not at all

Do you ensure all internal communications, including training content, are accessible for neurodivergent employees (e.g., avoiding overly complex language and providing summaries)? *

Yes, routinely

Occasionally

Rarely

Not at all

Do you conduct exit interviews with neurodivergent employees to understand challenges they faced and gain insights for improvement? *

Yes, part of our standard process

Available upon request

Limited options

Not offered

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