Large Government Agency · 30,000+ staffBuilding one of Australia's largest neurodiversity staff networks
A major Australian government agency had no formal support structure for neurodivergent employees, despite them representing a significant and underutilised part of the workforce. We co-designed a Neurodiversity Network with neurodivergent staff, building governance, terms of reference, and a direct communication channel between members and senior leadership.
The network is now the largest in the organisation. Burnout and sick leave dropped. Psychological safety improved. And in one defining moment, a neurodivergent team member connected through the network solved a data analytics problem in one week that the broader team had been working on for months.
Strategy co-design · Governance · Senior leadership buy-in
Major Research University · 8,000+ staff40% of participants promoted within the program period
A leading Australian university had strong diverse talent in its pipeline but culturally diverse women were facing invisible bias creating sustained barriers to senior leadership. We delivered a Vice-Chancellor sponsorship program pairing 20 C-suite leaders with 20 high-potential CALD women, including bi-monthly coaching and a tailored leadership development curriculum.
Participants achieved a 40% higher promotion rate, with several women contributing directly to the university's international expansion strategy through their cultural market knowledge. The program reinforced that inclusion and commercial strategy aren't separate agendas.
Program design · Executive coaching · Facilitation · Leadership development
Large Government Agency · 30,000+ staff90%+ retention, outperforming organisation-wide benchmarks
Most organisations struggle to move beyond good intentions when it comes to autistic employment. This agency committed to doing it properly. We designed a neuroinclusive recruitment pilot end-to-end: adapting hiring and assessment practices, training managers on neuroinclusive ways of working, and supporting onboarding throughout.
Over two years, 40 autistic Australians were hired. More than 95% remain employed, with lower sick leave and higher productivity than peers, with the approach now embedded across the agency and adopted by other government agencies as best practice.
Inclusive recruitment design · Manager training · Neuroinclusive onboarding
Global Consulting Firm · 500 staff locallySurvey participation from 60% to 95%, highest rate globally
This firm couldn't make evidence-based inclusion decisions because they didn't have reliable data. Survey participation was inconsistent and almost no employees had shared their diversity information. We redesigned the employee insight program including the people survey, self-ID campaign, and listening strategy.
People Survey participation reached 95% in two years, the firm's highest globally. Diversity self-ID moved from 0% to 57% in six months, making the local office the highest-performing in Asia-Pacific on diversity people metrics.
Survey design · Data analysis · Employee listening strategy
