Autism in Our Teams: A Trend Worth Measuring or a Wake-Up Call?

The latest data from the Australian Bureau of Statistics (ABS) paints a striking picture of how our workplaces are changing. According to the Autism in Australia, 2022 report, there were 290,900 Autistic Australians, representing 1.1% of the population—a 41.8% increase in the number of Autistic Australians since 2018.

That’s a staggering jump in just four years.

At first glance, the numbers might seem alarming. However, the question we should really be asking is: Has the number of Autistic people actually increased—or have we finally learned to see what’s been there all along? Is measuring the prevalence of autism in teams just a fleeting trend, or is it a crucial wake-up call for businesses to reassess their strategies for diversity and inclusion?

Neurodiversity spelled out on colourful fabric

For decades, many Autistic adults—particularly women, and those with strong social coping or masking skills—have been overlooked, misunderstood, or misdiagnosed. They’ve often learned to adapt in ways that come at a high personal cost: mimicking social norms, overworking to prove their value, or burning out from environments that don’t play to their strengths.

As our understanding evolves, especially among adults, what’s actually increasing is not the prevalence of autism itself, but our awareness of it.

We’re not seeing more Autistic people in our workplaces.

We’re finally seeing them as they are—without shame, stigma, or the need to hide.

That shift changes everything for modern leadership.

What This Means for Today's Leaders

If 1.1% of Australians identify as Autistic—and many more remain undiagnosed—that means virtually every team already includes neurodivergent talent. The challenge is not in “making room” for difference, but in learning how to recognise and harness it.

Today’s leaders are being called to a new level of emotional and cultural intelligence. The most effective leaders are those who can create an environment where everyone, regardless of how they think or communicate, feels safe to contribute and be seen.

That requires leadership that is:

• Curious rather than corrective – asking why before assuming what’s wrong

• Flexible rather than rigid – focusing on outcomes rather than methods

• Affirming rather than merely accommodating – recognising strengths rather than compensating for “deficits”

It also means being open to reframing what “good communication” or “team fit” looks like. The colleague who avoids small talk might also be the one with exceptional strategic insight. The team member who needs written instructions might produce the most accurate, reliable outcomes once given clarity.

The reality is this: neuro-affirming leadership doesn’t just help neurodivergent people—it makes the entire workplace stronger, fairer, and more effective.

Why Awareness Isn't Enough

Many organisations proudly display their diversity statements, yet still operate with systems that unintentionally exclude. Meetings are designed for extroverts. Performance metrics reward visibility more than results. Recruitment processes privilege charisma over competence.

These are not deliberate acts of exclusion—they’re simply habits formed around a out-dated ideas of what “good leadership” looks like.

So the question becomes:

• How inclusive are our systems, really?

• Where might our good intentions still fall short?

True inclusion begins when leaders are willing to look at their existing frameworks and ask, “Who might we be missing?”

The ROI for Implementing Effective Neuro-inclusion

Research shows that organisations with diverse teams are 35% more likely to outperform their competitors regarding financial returns. The variety of perspectives can lead to innovative solutions.

If your organisation is focused on doing good in the world, then you will likely experience these benefits from having a truely diverse team:

• Increased Creativity: A study from the Harvard Business Review found that diversity boosts creativity by 20%. Individuals with autism contribute fresh perspectives and unconventional ideas, significantly benefiting creative projects.

• Improved Employee Retention: Companies that prioritise inclusivity see 20% higher retention rates among neurodiverse employees. Job satisfaction increases as individuals feel recognised and valued.

• Broader Talent Pool: By embracing neurodiversity, companies can access a larger talent pool. For example, a Boston Consulting Group study suggests that diverse teams generate 19% more revenue.

A Practical First Step

Most leaders are at a loss on where to start to make real, practical changes towards true inclusion. That's why I created the Inclusive Leadership Health Check—a 60-minute virtual diagnostic session designed specifically for HR and organisational leaders who want quick, expert insight into how robust, inclusive, and neuro-affirming their current leadership approach really is.

It includes a short audit-style checklist covering key areas such as leadership frameworks, development strategies, performance and succession processes. Then, together, we complete a strategic scan of your systems—identifying strengths, gaps, and opportunities to better support all types of leaders and team members.

You’ll walk away with:

• A clearer picture of where your leadership systems currently stand

• Key insights into what may be unintentionally excluding diverse thinkers

• Practical, neuro-affirming suggestions you can implement right away

• Confidence to move forward—whether or not you choose to work with me further

It’s a simple, low-barrier way to start turning awareness into action.

The Wake-Up Call

The 41.8% increase reported by the ABS is not just a statistic. It’s a reflection of a culture finally learning to recognise difference as part of the human experience, not a deviation from it.

For leaders, that recognition is both an opportunity and a responsibility.

Because when we truly see the people in our teams—beyond their roles, titles, or quirks—we unlock a level of trust, innovation, and engagement that no training manual can teach.

So perhaps the real wake-up call isn’t about the rise in numbers at all.

It’s about our readiness to lead differently—

to see more clearly,

to listen more deeply,

and to build workplaces where every mind belongs.

Recruitment might bring great minds through the door, but inclusion is what makes them stay. If you’d like support building a culture that retains and grows diverse talent, let’s talk.

Kathryn Martens

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