How Mature Is Your Workplace's Approach to Neuroinclusion? Find out in 15 minutes.
Ask five people how neuroinclusive your organisation is and you will get five different answers.
Your DEI lead points to the training everyone completed last year. A manager points to the adjustment request still sitting in a queue. A neurodivergent employee points to the recruitment process that nearly stopped them getting through the door in the first place. The exec team points to the policy.
They are all telling the truth. That is exactly the problem.
Most organisations are working hard on inclusion. Very few have a clear benchmark for what "good" actually looks like, so it is almost impossible to know what is working, where the gaps are, and what to tackle next.
That is why we built the Universal Design Maturity Assessment: a free tool that shows your team, department or organisation how your current practices measure up, and where to focus first.
It takes under 15 minutes. You walk away with a personalised report and a practical plan for the next twelve months.
What level is your workplace at?
The assessment places your practice at one of five maturity levels. Most people have a hunch about where they sit. The results are usually more interesting than the hunch.
Traditional. Inclusion happens by exception, one request at a time. Nothing in the system has been designed with neurodivergent employees in mind.
Awareness. There is genuine interest and goodwill, often a training session or an awareness day, but day to day practice has not changed much yet.
Developing. Real pockets of good practice exist, usually driven by committed individuals or one strong team. Experience varies enormously depending on who your manager is.
Integrated. Neuroinclusion is built into policies, processes and manager capability, and it holds up when key people leave.
Universal Design. Systems are designed for the full range of human difference from the start, measured, governed and continuously improved.
The jump most organisations underestimate is the one from Developing to Integrated. Good intentions get you to Developing. Systems are what get you past it.
What the assessment actually measures
You will be assessed across 12 domains that shape whether people can perform, stay and progress in your workplace.
Getting in
Recruitment & Attraction
Selection & Assessment
Onboarding
Performing and staying
Workplace Adjustments
Manager Capability & Awareness
Employee Support & Belonging
Technology & Accessibility
Progressing
Learning & Development
Career Development & Mobility
Holding it all together
Leadership & Strategy
Measurement & Governance
Continuous Improvement
Together, these give you a complete picture of how deeply universal design is embedded in your workplace: not just where you have good intentions, but where you have real, working systems.
Why measure your maturity?
Plenty of organisations have inclusion initiatives running. Far fewer have inclusion embedded across their systems, processes and culture, and that difference is what shows up in retention, performance and employee experience.
Measuring your maturity helps you:
Build on what works. Pinpoint the strengths you already have, instead of starting from scratch.
See the hidden barriers. Surface the gaps that never make it into a board report.
Spend where it counts. Direct budget and effort to the areas that will shift outcomes fastest.
Make a sharper business case. Back your recommendations with evidence rather than anecdote.
Prove progress. Re-assess later and show what your work has changed.
Instead of guessing, you get a clear read on where you stand today and what real progress looks like from here.
What you'll receive
Complete the assessment and you'll get a personalised maturity report, including:
Detailed maturity results across all 12 domains
Areas of strength to build on
Priority areas for improvement
A practical roadmap with suggested actions for the next 3, 6 and 12 months
Leadership discussion questions to spark strategic conversations and build organisational buy-in
This isn't just a score. It's a working plan for turning insight into action.
What it is not
Not an audit. Nobody is being graded, and no one is looking over your shoulder.
Not a sales call in disguise. The report is genuinely yours to use, with or without us.
Not a reason to panic if you score low. Every organisation we work with started somewhere. Knowing your starting point is the advantage, not the embarrassment.
From assessment to action
The hardest part of any inclusion strategy is knowing where to start.
Some organisations discover they have strong foundations but weak measurement and governance, so they cannot prove the value of work they are genuinely doing well. Others are attracting neurodivergent talent successfully, then losing people at onboarding or watching their careers stall two years in.
Those two organisations need completely different plans. A generic inclusion strategy serves neither of them.
The assessment cuts through the guesswork and points you to where your effort will pay off fastest, with clear 3, 6 and 12-month priorities you can take straight to your leadership team.
Who should take it?
People & Culture, DEI and accessibility leads mapping the year ahead
Executives who want a baseline before committing budget
Managers of large or dispersed teams
Anyone preparing a business case for neuroinclusion work
You can complete it for a single team, a department or the whole organisation. Running it across a few teams and comparing results is often the most revealing approach of all.
Ready to find out where you stand?
Whether you are just starting out or building on solid progress, the Universal Design Maturity Assessment gives you the insight, the recommendations and the roadmap to move forward with confidence.
Fifteen minutes now. A clear plan for the next twelve months.
Want to talk through your results? Email us at admin@littleneuroinclusion.com.au.
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