Changing an Organisational Culture at SkyCity Adelaide

Presented by Chrissie Hanatschek, Group Internal Careers & Mobility Consultant, and Sheridan Calverley, Recruitment Manager

Key Initiatives of SkyCity Case at the organisational level

• Raising Awareness: It is essential to foster an environment where our recruitment teams and hiring managers are well-informed about the concept of neurodiversity. This involves comprehensive training sessions and workshops aimed at educating staff about the various neurological differences that exist, such as autism, ADHD, dyslexia, and others. By challenging common stereotypes and misconceptions surrounding these conditions, we can create a more empathetic and understanding workplace. Additionally, it is crucial to emphasise the numerous benefits that come with having a neurodiverse workforce, including enhanced creativity, unique problem-solving abilities, and diverse perspectives that can drive innovation and improve overall team performance. This awareness initiative helps cultivate a culture of acceptance and appreciation for all individuals, regardless of their neurological makeup.

  
  

• Inclusive Recruitment and Onboarding: To effectively attract and retain neurodiverse talent, we must implement targeted recruitment strategies that resonate with this demographic. This could involve revising job descriptions to focus on essential skills and competencies rather than traditional qualifications that may inadvertently exclude neurodiverse candidates. Furthermore, we should explore alternative recruitment methods, such as skills assessments or job trials, that allow candidates to demonstrate their abilities in a practical context. Once hired, it is equally important to ensure that our onboarding processes are supportive and accommodating. This might include providing clear, step-by-step instructions, assigning mentors, and offering flexible work arrangements that cater to the unique needs of neurodiverse employees, thereby facilitating a smoother transition into the workplace and enhancing their overall experience.

  
  

• Workplace Assistive Measures: Creating a truly inclusive environment requires a commitment to providing reasonable adjustments that cater to the diverse needs of neurodiverse individuals. This can include establishing quiet spaces where employees can retreat to focus and recharge, as well as offering assistive technology that can aid in communication, organization, and task management. Additionally, personalized support systems, such as regular check-ins with managers or access to mental health resources, can significantly enhance the workplace experience for neurodiverse employees. By actively listening to their needs and making necessary adjustments, we can foster a sense of belonging and ensure that all employees have the tools and resources they need to succeed in their roles.

  
  

• Coaching and Mentorship: Providing tailored coaching and mentorship opportunities is vital for the professional development of neurodiverse employees. This could involve one-on-one sessions focused on skill-building, confidence enhancement, and navigating workplace dynamics. Furthermore, empowering leaders and managers to create supportive teams is crucial; they should be trained to recognise the strengths of neurodiverse individuals and to foster an environment where those strengths can flourish. By promoting an inclusive leadership style that values diversity, we can ensure that all employees, particularly those who are neurodiverse, feel valued and supported in their career paths. This holistic approach to coaching and mentorship not only benefits the individuals involved but also contributes to a more cohesive and productive team dynamic overall.

Overcoming Challenges

• Balancing Individual Needs and Operational Requirements: In today's diverse workplace, it is crucial to engage in meaningful collaboration with neurodiverse employees to identify and implement innovative solutions that not only enhance overall productivity but also prioritise the well-being of each individual. This involves understanding the unique strengths, challenges, and preferences of neurodiverse team members, allowing for the creation of tailored strategies that accommodate their specific needs. For instance, it would be beneficial to have a detailed discussion with Emma regarding the specialised training modules and resource cards designed to support the new employee with disability, ensuring that he has the necessary tools and guidance to thrive in his role. These initiatives could include personalised workspaces, flexible scheduling, and access to assistive technology, all aimed at fostering an inclusive environment where every employee can contribute effectively while feeling valued and supported.

• Addressing Biases and Stereotypes: Creating an inclusive workplace requires a proactive approach to addressing biases and stereotypes that may exist within the organisational culture. This can be achieved by promoting open dialogue among team members, encouraging them to share their experiences and perspectives. By challenging preconceived notions and assumptions about neurodiversity, organisations can dismantle harmful stereotypes and foster a culture rooted in empathy and understanding. Workshops, training sessions, and awareness campaigns can serve as effective platforms for educating employees about the value of neurodiversity, highlighting the unique contributions that individuals with different cognitive profiles bring to the table. Furthermore, cultivating an environment where questions are welcomed and discussions are encouraged can significantly enhance mutual respect and collaboration, ultimately leading to a more harmonious and productive workplace.

Key Insights and Achievements from the Diversity Pathways Program

• Increased Awareness and Understanding: 

  • Training programs have greatly enhanced the awareness of recruitment and hiring teams, resulting in a more inclusive hiring process.

• Successful Recruitment and Onboarding of Neurodiverse Talent: 

  • Adapting a disability employment initiative through existing work experience programs

  • Successfully recruited and integrated a neurodiverse individual who adds value to our teams.

• Improved Employee Engagement and Retention: 

  • By cultivating a more inclusive culture, we have achieved higher employee satisfaction and timely retention.

Looking to the Future

• Measuring Impact: We are deeply committed to the systematic tracking and analysis of key metrics that play a crucial role in understanding the effectiveness of our program. This includes a comprehensive focus on employee satisfaction, which encompasses not only the overall happiness and engagement levels of our workforce but also their sense of belonging and inclusion within the organisation. Additionally, we will closely monitor retention rates, as they provide valuable insights into the stability and loyalty of our employees, particularly those who are neurodiverse. By analysing performance metrics, we aim to evaluate how our initiatives contribute to the professional growth and productivity of our team members over time. This multifaceted approach to measuring impact will enable us to assess the long-term benefits of our program and make informed decisions for continuous improvement.

• Expanding Our Initiatives: In our ongoing commitment to fostering an inclusive workplace, we are actively exploring a variety of additional opportunities designed to support our neurodiverse employees. This includes the development of specialised career development programs that are tailored to meet the unique needs and strengths of neurodiverse individuals. These programs will focus on skill-building, mentorship, and networking opportunities that can enhance career trajectories and empower employees to achieve their professional goals. Furthermore, we are seeking to establish strategic partnerships with organizations that specialise in disability employment, which will not only enhance our recruitment efforts but also provide us with valuable resources and expertise. By collaborating with these organisations, we aim to create a more robust support system that champions neurodiversity and promotes an equitable work environment for all employees.