Rejoining the workforce can feel overwhelming, but breaking the process down into small, manageable steps can make the transition smoother. Whether you’ve been out of work for months or years, these practical strategies can help you move forward with confidence.

Shift Your Mindset & Set Realistic Goals

• Acknowledge Your Strengths – Focus on the skills and experiences you have gained, even outside of traditional employment.
• Start Small – Returning to work doesn’t have to be immediate. Consider part-time roles, contract work, or volunteering to ease back in.
• Stay Positive – Long-term unemployment does not define your future. Each application and interview is a step toward success.

Refresh Your Resume & Online Presence

• Update Your Resume – Highlight transferable skills from past work, volunteering, or personal projects.
• Address Employment Gaps – Be honest but focus on what you have learned and how you are ready to contribute.

Update Your Skills & Gain Experience

• Consider Short Courses or Certifications – Upskilling can improve confidence and job prospects. Look for free or subsidised training programs.
• Explore Volunteer Work or Work Experience – These can fill employment gaps, provide references, and rebuild routine.
• Use Technology to Your Advantage – Becoming familiar with job search websites, online applications, and digital tools can make applying for jobs easier.

Use a Structured Job Search Approach

• Set a Routine – Treat job searching like a job, and dedicate time each day to applying, networking, and upskilling.
• Apply for a Range of Jobs – Consider roles that align with both current skills and new opportunities for growth.
• Use Support Services – TURSA offers resume help, interview coaching, and employer connections to make the job search easier.

Prepare for Interviews With Confidence

• Practice Common Questions – Be ready to talk about your experience, strengths, and how you’ve stayed productive during unemployment.
• Be Honest, but Focus on the Future – If asked about your employment gap, explain it briefly and redirect the conversation to your enthusiasm and readiness to work.
• Attend Interview Coaching – TURSA provides one-on-one support to help job seekers prepare for interviews with confidence.

Taking small, consistent steps will build momentum and bring you closer to employment. The key is to stay proactive, seek support, and keep moving forward.

Effectively supporting neurodivergent employees requires a combination of structural, cultural, and individual-level changes. Based on our experience of working with thousands of job seekers and employers over the years, here are some practical strategies that your organisation can implement to create a truly inclusive workplace.

1. Education and Awareness

Workplace education on neurodiversity should go beyond generic diversity training and focus on the specific needs, strengths, and challenges of neurodivergent employees.

How to Do It:

• Develop neurodiversity training for all employees. Include information on conditions like autism, ADHD, dyslexia, and dyspraxia. Focus on strengths as well as workplace challenges​.
• Train managers on inclusive leadership. Provide tools to help them adjust communication styles, offer accommodations, and support neurodivergent employees without bias​.
• Encourage senior leaders to share their experiences. When neurodivergent leaders or allies speak openly about neurodiversity, it fosters a culture of acceptance​.
• Use case studies and real-life examples. Highlight successful neurodivergent employees and how workplace adjustments have benefited them​.

2. Inclusive Hiring and Recruitment Practices

Traditional hiring practices often disadvantage neurodivergent candidates due to a reliance on social norms, rapid decision-making, and unstructured communication. Adjustments can make hiring more equitable.

How to Do It:

• Modify interviews:
  • Provide interview questions in advance to reduce anxiety and allow structured responses​.
  • Use skills-based or work-sample assessments instead of relying solely on conversational interviews​.
  • Allow for written responses or recorded answers instead of live questioning​.
• Clarify job descriptions. Avoid vague phrases like “must be a team player” or “excellent communication skills” unless essential. Focus on actual job tasks​.
• Partner with neurodivergent advocacy groups. Work with organisations like Autism Spectrum Australia or ADHD Australia to recruit candidates​.
• Adjust onboarding processes. Provide detailed, step-by-step guides on workplace expectations and available support​.

3. Workplace Adjustments and Accommodations

Simple workplace adjustments can significantly improve comfort, focus, and productivity for neurodivergent employees.

How to Do It:

• Create sensory-friendly environments:
  • Offer noise-cancelling headphones or quiet workspaces​.
  • Reduce fluorescent lighting or allow alternative desk lamps​.
  • Provide flexible seating arrangements (e.g., enclosed spaces, standing desks)​.
• Adjust communication styles:
  • Provide written instructions rather than verbal-only directions​.
  • Avoid figurative language or unclear expressions in workplace communication​.
  • Use bullet points, structured templates, and clear deadlines​.
• Support flexible working arrangements:
  • Offer remote work options for those who struggle with in-office distractions​.
  • Allow flexible start times to accommodate different energy levels throughout the day​.

4. Leadership and Organisational Commitment

Senior leaders must actively support neurodiversity initiatives, ensuring policies are integrated into business goals and not just diversity checkboxes.

How to Do It:

• Assign executive sponsors for neurodiversity programs. A senior leader should champion neurodivergent inclusion and ensure accountability​.
• Create a neurodiversity task force. Include neurodivergent employees in shaping workplace policies​.
• Embed neurodiversity in corporate diversity, equity, and inclusion (DEI) policies. Make neurodivergent hiring and retention part of broader diversity efforts​.
• Train managers to proactively support neurodivergent staff. Provide guidelines on flexible work arrangements, alternative communication methods, and structured feedback​.

5. Employee Support Networks and Mentorship

Neurodivergent employees benefit from structured support systems, including peer mentorship and employee resource groups (ERGs).

How to Do It:

• Create neurodiverse employee networks:
  • Establish peer-led support groups for neurodivergent employees​.
  • Provide dedicated funding and leadership backing for ERGs​.
• Develop mentorship programs:
  • Pair neurodivergent employees with experienced mentors who understand their needs​.
  • Allow reverse mentoring, where neurodivergent employees educate managers on best practices​.
• Encourage open dialogue. Host regular forums where neurodivergent employees can share challenges and solutions​.

6. Accessible Workplace Systems and Policies

HR policies, performance evaluations, and internal communications should be designed with neurodivergent employees in mind.

How to Do It:

• Revamp performance reviews:
  • Use clear, structured feedback rather than open-ended assessments​.
  • Allow alternative performance evaluation methods, such as written reports or self-assessments​.
• Improve HR system accessibility:
  • Ensure online portals, forms, and training materials are designed with neurodivergent users in mind (e.g., avoid complex navigation)​.
  • Provide assistive technologies like text-to-speech software for employees with dyslexia​.
• Redesign workplace policies for clarity:
  • Use plain language in company policies to avoid ambiguity​.
  • Offer multiple ways to report workplace issues, including written and verbal options​.
  • Implement structured workflows for requesting accommodations, ensuring employees know their options​.