Brendon Eglinton is our Learning and Development Manager, helping our young neurodivergent team with upskilling and helping them transfer their employment to other inclusive organisations after they have undertaken on-the-job training on Geographic Information Systems (GIS) and Digital Engineering technology at ASA. He also conducts our Neurodiversity Training Program, where he delivers courses both in-person and online to many organisations across Australia.
In this interview, he details how the training program has evolved and how it has had a massive impact on those who have undertaken it.
Firstly, what’s your background, and why did you join ASA?
I’ve worked in commercial for a (long) while, most of that time in learning and development across tech, banking, health and service industries. At home, I’m part of an amazing neuro-blended family that contributes in different ways to the neurodivergent community. I initially thought I’d do my bit as well, offering my learning and development experience and helping young neurodivergent employees towards their ideal careers.
How would you describe your role?
None of what I assumed for this role is actually what I’m doing – I mean that in a good way!
A unique aspect of my role involves harnessing how our analysts learn on the job and with our clients, and exploring ways to measure and recognise these experiences in their careers beyond ASA.
Another cool thing I enjoy is through our Neurodiversity Training Program, where I can share who we are and what’s possible with organisations that want to build awareness of neurodiversity and start the much-needed conversation on developing neuroinclusive best practices within their environment.
How did ASA’s Neurodiversity Training Program come about?
The program was initially created to serve us. We wanted to develop an ideal learning program that would help make our employee transition process as easy as possible with both our clients and their incoming employees.
It began with neurodiversity awareness training, which was then developed through group workshops. These workshops aimed to help leaders not only provide and embrace the right environment for an ASA employee but also recognise how to maintain it for neurodivergents already in their teams. In a nutshell, the workshops tap into what good leadership already is, adding a neuroinclusive perspective for consideration.
Twenty per cent of the population is neurodivergent – that’s not exactly a minority group. Through this program, we saw that industries beyond our client base could recognise and support their neurodiverse workplaces as well, and promote environments that attract and benefit from more neurodivergent talent.
We’ve had fantastic success stories where data analysts have been transformed because employers provided a supportive, neurodivergent-friendly environment (see our analyst stories). What has been a heartwarming story you’ve come across that you’ve shared with the audience during your sessions?
A client recently shared that they recalled something from my neurodiversity awareness session, which was half a year earlier! They were preparing to manage an ASA employee transition to their organisation and considering what reasonable adjustments and other environmental factors they may need to put in place for the new person. That’s when they remembered one of our simple tips from the training: “Ask, rather than assume”. So, they tried something new (for them) and simply asked that person for their thoughts. Apart from the surprise of being asked, they shared some simple suggestions the client had never thought about– and it worked!
What has been the feedback to date from our partner clients on these sessions?
I can say it’s been really positive – I’ve loved the honest feedback from our variety of participants!
A common thread is the realisation that neurodiversity in the workplace (using Geoff Smith’s quote, our CEO), “It’s not bloody hard”. Many begin unaware or hold preconceptions about autism, ADHD, dyslexia and other neurodivergent elements – sharing who we are helps participants personalise and relate during the learning experience.
Along with the feedback, other heartwarming things include the conversations that start amongst the audience, particularly via neurodivergent employees beginning to feel seen and heard, as well as those who are parents seeking a better future for their neurodivergent children.
We’ve had clients such as the Department of Natural Resources and Mines, Manufacturing and Regional and Rural Development (DNRMMMRRD – Queensland) go through an amazing neurodiversity journey with us. First of all, engaging us for professional services, then undertaking our neurodiversity courses, and finally taking on our analysts as new employees. What’s your take on their willingness to embrace neurodiversity?
It’s a unique (and rewarding) journey when these clients already know how amazing our analysts are, through the quality of the service they provide to them. They have experienced the benefits of analysts like Angus and Courtney in their team, so they are motivated to learn, understand and make the transition work for everyone.
For any training program, it’s what happens afterwards that truly defines the change needed. Having support at all levels for both this and continued employment transitions is benefiting those in the immediate environment, as well as other existing and future neurodivergent employees.
Have you had neurodivergent people openly disclose their condition during one of your sessions? What was the result?
Absolutely! Whilst there is no expectation or need during an organisation-wide presentation, it’s a special moment when an individual feels safe enough during a session to share themselves (by disclosing their autism, ADHD, etc) and help provide more insight to neurodiversity awareness with those around them.
Some organisations want to bring on neurodivergent people right now, but don’t know where to start. How do you think other organisations can embrace neurodiversity in the workplace immediately?
It always starts with building awareness, understanding and appreciation through education for everyone.
I get the most joy working with an organisation that has a direct purpose behind its desire for training. It’s not just about meeting standards (or ticking a box) - it’s about building an environment where everyone feels welcome and can participate fully.
The biggest tip I share during the program is to recognise what a workplace already has in place (for other reasons, etc.) and understand how it can easily support neuroinclusive practices. Referring to Geoff’s quote from earlier, it doesn’t need something monumental, tedious or expensive to get started now.
It doesn’t end with training, either. Workplaces need a desire to do it right and to do something with the training afterwards. To do neuroinclusion right across their organisation, they need the right people invested from the beginning. Who better than their own neurodivergent employees?
Geoff’s ultimate goal is to make ASA obsolete and put ourselves out of business, as everyone will be doing what we do regarding a neurodivergent-friendly workplace. Where do you see neurodiversity in the workplace in 10 years’ time?
My “ultimate goal” is that our Neurodiversity Training Program becomes obsolete as well! Along with all other areas of diversity, I would love to see neurodiversity awareness and advocacy become part of an onboarding experience for everyone. That extends to standard leadership training that would also integrate leading and coaching neurodiverse teams and the individuals within.
I’d like for organisations to see, hear and value all individuals for who they are and what they can genuinely bring to their environment. Personally, I’d want it to be a lot less than 10 years before those who evolve as truly inclusive organisations look back and wonder why it took everyone so long…
Here’s your chance for a gratuitous plug! Why should organisations undertake our Neurodiversity Training program, and what makes it different from others out there?
Haha – no plug! It’s not right to say we’re experts and have the only neurodiversity training you need! I encourage organisations and individuals to continuously explore and learn more about neurodiversity and neuroinclusive practices that are out there.
I think what’s unique about our program is that it’s less about training, more about learning through the experiences shared through an 80% neurodivergent workplace. There are many neuro-affirming practices we’re still learning collectively with our employees that add to a truly inclusive environment. Our neurodiversity awareness session serves as a conversation starter for all employees, and our workshops provide opportunities to tap into genuine leadership that considers and embraces a neurodivergent perspective – everyone benefits!
And finally, what’s your take on the benefits of having a neurodiverse workforce?
Whilst it’s great to have a neurodiverse workforce, it’s a healthy and strategic advantage to be a neuroinclusive organisation.
For all the motivations an organisation may seek for expanding their diversity and proving their inclusivity, it simply makes good business/common sense!
Consider the unique skills and insight one individual could bring to a team if they are truly seen and heard for who they are, in an environment that embraces and encourages them to share their best selves.
By recognising and empowering the diverse needs and talents of all employees and their teams, an organisation can unleash innovation, creativity and increased productivity.
