Supporting Neurodivergent Individuals in Mediation: A Guide for Australian Employers

Mediation can be a powerful tool for resolving workplace conflicts, offering a structured yet flexible approach that benefits both neurodivergent and neurotypical employees. At PeopleSense: Psychology & Wellbeing by Altius, we’ve seen firsthand how tailored adjustments can make mediation more accessible and effective for individuals with conditions like autism, ADHD, dyslexia, and dyspraxia.   

Is Mediation Suitable for Neurodivergent Employees?

Absolutely. With the right support, neurodivergent individuals can thrive in mediation. The key lies in understanding their unique needs and creating an environment where they feel comfortable and empowered to participate. 

For example, one employee who had disclosed his diagnosis of ADHD found mediation far more effective when we introduced regular breaks, clear language, and the option to communicate through writing or drawing. By breaking down complex topics and ensuring a quiet setting, we helped him stay engaged and contribute meaningfully.

Common Challenges and How to Address Them

Different neurodivergent conditions present distinct challenges in mediation. Here’s what employers should be aware of:  

• ADHD: Difficulty concentrating, impulsivity, and emotional regulation can make long discussions overwhelming.
  
  
• Dyslexia (SLD): Reading and writing tasks may be slower, leading to fatigue or frustration.
  
  
• Dyspraxia (DCD): Motor coordination issues and sensory sensitivities can affect comfort and participation.
  
  
• Autism (ASD): Social communication differences, sensory sensitivities, and a need for routine may require adjustments.

Practical Adjustments for Inclusive Mediation

To ensure neurodivergent employees can participate fully, consider these strategies:

1. Provide Structure: Share a clear agenda and use visual timers to keep discussions on track.
2. Simplify Communication: Use direct language, visual aids, and check for understanding regularly.
3. Create a Comfortable Space: Choose a quiet, low-stimulation environment and allow movement or breaks as needed.
4. Break Information Down: Present topics in smaller segments to avoid cognitive overload.
5. Offer Flexibility: Allow alternative ways to contribute, such as written notes or diagrams.

Why Inclusivity Matters

Neurodivergence doesn’t prevent someone from engaging in mediation—it just means their needs may differ. By making thoughtful adjustments, employers can ensure all employees have a fair chance to resolve conflicts and be heard. 

At PeopleSense: Psychology & Wellbeing by Altius, we specialise in workplace mediation that respects diversity and individual needs. If you would like to know more about mediation solutions, please submit your inquiry here. Our Accredited AMDRAS experts will contact you. 

This article was authored by Bruno Zadeh, Senior Organisational Consultant and Australian Mediator and Dispute Resolution Accreditation System (AMDRAS) mediator, in collaboration with Jasmin Kooverjee, Acting Regional Manager NSW and Clinical Psychologist at PeopleSense: Psychology & Wellbeing by Altius.