Not one-size-fits-all: supporting creativity and inclusion in the workplace for autistic employees

The problem

Current research on employee creativity primarily focuses on neurotypical individuals, often overlooking the distinct cognitive processes and workplace experiences of autistic employees. Plus, findings on the creativity of autistic adults remain inconsistent. While some argue that a preference for structure and rigidity may limit creativity, other evidence shows that many autistic adults excel in artistic and scientific fields. The key problem is that we still know little about how autistic employees experience the creative process and what organisations can do to effectively support it. Not knowing something does not mean it does not exist; rather, it signals the need for deeper study.

The research

Associate Professor Gamze Koseoglu and her co-authors are addressing this gap by conducting in-depth interviews with autistic employees working in the IT sector. Preliminary findings suggest that while many established antecedents of creativity (eg, autonomy, coworker relationships, and task switching) matter for both neurotypical and autistic employees, the needs and preferences of neurodivergent individuals are more varied. Listening carefully to their expectations, offering space to ask questions, and providing clear, structured guidelines emerged as especially important supports for autistic employees. The research also highlights meaningful differences in the creative experiences of autistic employees with various co-occurring conditions.

The impact

According to Australian Bureau of Statistics, although an estimated 30-40 per cent of the population is neurodivergent, 34 per cent of Australia’s neurodivergent community is unemployed. Furthermore, despite 77 per cent of autistic employees wanting to work full-time, only 16 per cent do. Challenges for autistic employees do not end with employment; once employed, they usually hesitate from requesting reasonable adjustments due to the fear of being stereotyped. By identifying how organisational practices, leadership approaches, and team dynamics can best support neurodiverse talent, the project equips organisations with evidence-based insights and guidance to create work environments where autistic employees can realise their full innovative potential.

Department: Management and Marketing 
Area: Neurodivergence, creativity and teams