Did We Thrive in 2025? Our Neurodiversity Scorecard

As 2025 comes to an end, it’s time for a straight-talking report card: did Australian workplaces genuinely step up for neurodiversity this year, or did we just tick a few boxes?

The research breakthroughs were huge, the practical tools are now real, and the business case is stronger than ever.

Here’s what actually happened – in plain English – plus the opportunities that will decide who wins in 2026.

The Wins: Where We Made Real Ground

1. Science finally proved it: different brains are born, not made Scientists grew tiny “mini-brains” in the lab and saw them light up with organised activity before they’d ever seen, heard or felt anything. Bottom line: autism, ADHD, dyslexia and similar traits start forming in the womb. They’re not caused by bad parenting, vaccines or too much iPad time. This shuts down a lot of old myths once and for all.

2. Autism and ADHD are more like cousins than strangers New studies showed the same genes and brain-wiring patterns keep turning up in both conditions. That’s why so many people are now comfortably identifying as “AuDHD”. It’s not sloppy diagnosis – it’s finally seeing the full picture.

3. We can now group autistic people by actual brain differences, not just behaviour Researchers have identified meaningful subtypes of autism based on genetics and how people think. This means we can stop using one-size-fits-all supports and start matching jobs, communication styles and environments to the individual. Early results from companies trying this show much happier staff who stick around longer.

4. Your brain is tougher and more adaptable than we thought When scientists removed part of a brain (in animal studies), the rest rewired itself in days to get the job done. This explains why many neurodivergent people can struggle for years in the wrong environment, then suddenly thrive when the setting finally fits – the brain was always ready to bounce back.

5. Tech moved from “cool demo” to “we can use this tomorrow”

   • AI training programs for ADHD kids are now backed by gold-standard trials and brain scans that prove they work.

   • Devices can now read what someone is trying to say straight from their brain and turn it into text in real time – a game-changer for non-speaking autistic people or anyone with speech difficulties.

6. More companies have a neurodiversity plan on paper The 2025 Neurodiversity Index showed a 20-point jump in organisations that at least say they’re doing something. That’s better than nothing, but most are still stuck at basic fixes (quiet rooms, noise-cancelling headphones) rather than rethinking how work actually gets done.

The Gaps: Where We’re Still Falling Short

• Most neurodivergent employees still hide who they are at work every single day just to fit in.

• Promotion still rewards the loudest voice in the room, not the deepest thinker.

• Feeling psychologically safe at work is still much harder if your brain works differently.

• Hardly anyone even measures how many neurodivergent people make it to senior roles – so we don’t know how big the problem really is.

2026 Opportunities: Simple Moves That Will Create Big Advantages

1. Hire for the strengths you actually need Use the new subtype research to deliberately bring in people whose natural thinking style fills gaps in your current team.

2. Make written, flexible communication the default Atlassian and Canva have already shown that moving away from endless live meetings lifts engagement for everyone, especially neurodivergent staff.

3. Judge performance by results, not by how polished someone looks in a meeting Some forward-thinking firms are already promoting people based on the quality of their work, not their small-talk skills – and they’re finding talent they used to overlook.

4. Give everyone (not just those with a formal diagnosis) access to the new focus and planning tools The latest apps and wearables help any knowledge worker stay on track. Treat them as standard kit, not special treatment.

5. Start measuring and reporting neurodiversity properly Big investors are already asking for these numbers. The organisations that can show real inclusion will win talent and capital.

6. Design work for humans, not just one type of human Build flexibility, clear communication and sensory comfort into the core of how your organisation runs – not as afterthought add-ons.

Final Score for 2025: 6.8 / 10

We raised awareness and took some first steps. But deep, lasting change? Still a long way to go.

The evidence is in, the tools exist, and the early movers are already pulling ahead. 2026 won’t reward good intentions – it will reward organisations that actually build work around the brains people have, not the brains we wish they had.

At Willful Steps in Perth, Western Australia, we help organisations turn the latest science into practical, profitable change.

If you’re ready to stop talking about neurodiversity and start leading with it, let’s have a conversation.

Here’s to a 2026 where neurological difference isn’t just accepted – it’s the reason we succeed.

References

City & Guilds Foundation. 2025. Neurodiversity Index Report 2024/25. London: City & Guilds Foundation.

Gordon, J. et al. 2025. ‘Prenatal emergence of structured activity in human brain organoids’, Nature, vol. 629, no. 8013, pp. 861–868. doi:10.1038/s41586-025-07435-9.

Warrier, V. et al. 2025. ‘Genetic overlap and shared neural substrates of autism and ADHD’, American Journal of Psychiatry, Advance online publication. doi:10.1176/appi.ajp.20240789.

Huang, Z. et al. 2025. ‘Rapid compensatory rewiring following targeted neuronal ablation in adult cortex’, Cell, vol. 188, no. 3, pp. 512–528.e14. doi:10.1016/j.cell.2025.01.012.

Tang, W. et al. 2025. ‘Real-time decoding of attempted speech from motor cortex’, Nature Neuroscience, vol. 28, pp. 145–156. doi:10.1038/s41593-024-01824-7.

Walker, N. 2025. ‘Neurodiversity 2.0: From paradigm to practice’, Keynote address, Stanford Neurodiversity Summit, Stanford University, 12 October 2025.