What inspired you to start a social enterprise to address this issue of unemployment in the neurodivergent community?

My background in data analytics and disability employment helped me recognise how autistic people could address severe skills shortages in the geospatial and engineering professions and other ‘big data’ industries, as they often have amazing cognitive skills suited to their requirements.

Autism is the fastest-growing ‘disability’ in the Western world, yet few alternative pathways are available to access well-paid jobs in the data economy. This inequity is a devastating social issue and a missed economic opportunity. Let's be brutal – the employment system isn’t working for them. Many people are stuck in an endless cycle of unemployment, underestimation and desperation.

Matching a strengths-based social enterprise with data services demand was how I employed young neurodivergent people, because the significant market problem provided an opportunity to ameliorate a spiralling social issue. The market problem included a digital skills shortage, the pandemic, geopolitical tensions and cybersecurity concerns, which disrupted the offshoring of data processing projects for Australian corporations and government departments, where 85% of Australia’s data processing occurs (worth $1.1 billion annually).

I started Australian Spatial Analytics (ASA) to provide paid on-the-job training and create meaningful careers for young autistic adults at a scale unprecedented in Australia. This empowers them as valuable employees and colleagues and showcases neurodiverse strengths to the digital economy at large.

We also brought data work back to Australia, ensuring data sovereignty and eliminating modern slavery risks.

Read more: Australian Spatial Analytics receives UQ Social Enterprise of the Year Award

How does ASA set neurodivergent people up for successful employment?

I've seen the barriers to employment that neurodivergent individuals encounter time and time again. It’s tough out there. So, we provide a neurodivergent-friendly process from recruitment to employment transition. Our recruitment strategy goes beyond conventional practices. It evaluates candidates based on work experience, hobbies, and relevant transferable knowledge rather than relying solely on formal qualifications. This approach ensures inclusivity, tapping into the diverse skills and talents that neurodivergent individuals bring.

ASA acknowledges potential underconfidence among its target workforce by using inclusive language in recruitment materials. We actively encourage applications from people who may not traditionally fulfil all criteria or have previous experience, which helps dismantle barriers and facilitate a more accessible application process. 

By acknowledging the unique communication styles, sensory sensitivities, and social interaction challenges of neurodivergent people, we actively work to create a workplace culture that understands and adapts to these preferences.

ASA addresses executive functioning challenges experienced by autistic people by providing support systems and tools for organisation, time management and planning. We have regular check-ins, and our communication style is straight to the point. We have a saying: directness is kindness.

Some of our analysts transition employment by themselves because they’ve gained confidence! That’s very pleasing to see. We also help with employment transitions by liaising with partner clients, identifying their needs, and selecting suitable analysts for a job interview. We’ve had great success and feedback from partner clients to the point where they’ve asked for more candidates!

Associate Professor Miriam Moeller, an international human resource management expert at UQ Business School, has completed extensive research on neurodiversity in the workplace.

Her findings have revealed that many managers and colleagues struggle to effectively support neurodivergent team members, leading to alarmingly high unemployment and underemployment rates among neurodivergent individuals – as high as 90%.

Associate Professor Moeller said Geoff’s work at ASA was critical to breaking down employment barriers in the neurodivergent community.

“Neurodivergent individuals face significant challenges in the workplace, including masking, feeling misunderstood, and struggling with interview processes, often leading to higher unemployment rates,” Associate Professor Moeller said.

“There’s a pressing need for better accommodations, training for leaders, and more inclusive environments in both workplaces and the broader community to avoid neurodivergent individuals feeling ‘disabled by society’.

“It’s fantastic to see leaders like Geoff Smith proactively working to improve workforce participation and highlight the talents of neurodivergent adults.”

Associate Professor Moeller recently launched the Autism Employment Playbook – a free online resource designed to support autistic individuals in their employment journey. Codesigned with autistic individuals, the playbook stemmed from a UQ and University of Otago research project funded by the Endeavour Foundation.