In this episode in our Industrious Conversations series, Partner Tamara Lutvey is joined by Mackenzie Small, Relationship Manager at the Australian Disability Network, to explore how organisations can better accommodate neurodivergent employees in workplace investigations.

Drawing on Mackenzie’s extensive experience in disability inclusion and workplace strategy, they unpack why traditional investigation models often overlook the needs of neurodivergent participants and what simple, practical steps employers can take to change that.

Tamara and Mackenzie discuss key issues like preparing participants for interviews, designing inclusive meeting environments and framing questions with clarity. The conversation also covers the importance of process flexibility and why offering adjustments should be standard practice for all participants.

To listen to this and subscribe to future episodes, search for “Ashurst Legal Outlook” on Apple Podcasts, Spotify, or your favourite podcast player. To explore more from Ashurst’s podcast library, visit ashurst.com/podcasts.

The information provided is not intended to be a comprehensive review of all developments in the law and practice, or to cover all aspects of those referred to. Listeners should take legal advice before applying it to specific issues or transactions.

In this episode in our&nbsp;Industrious Conversations series, Partner <a href="https://www.ashurst.com/en/people/tamara-lutvey/">Tamara Lutvey</a> is joined by <a href="https://australiandisabilitynetwork.org.au/about-us/our-team#dialog-29">Mackenzie Small</a>, Relationship Manager at the Australian Disability Network, to explore how organisations can better accommodate neurodivergent employees in workplace investigations.
Drawing on Mackenzie&rsquo;s extensive experience in disability inclusion and workplace strategy, they unpack why traditional investigation models often overlook the needs of neurodivergent participants and what simple, practical steps employers can take to change that.
Tamara and Mackenzie discuss key issues like preparing participants for interviews, designing inclusive meeting environments and framing questions with clarity. The conversation also covers the importance of process flexibility and why offering adjustments should be standard practice for all participants.
To listen to this and subscribe to future episodes, search for &ldquo;Ashurst Legal Outlook&rdquo; on Apple Podcasts, Spotify, or your favourite podcast player. To explore more from Ashurst&rsquo;s podcast library, visit <a href="https://ashurst.com/podcasts">ashurst.com/podcasts</a>.
The information provided is not intended to be a comprehensive review of all developments in the law and practice, or to cover all aspects of those referred to. Listeners should take legal advice before applying it to specific issues or transactions.

The commercial world is always changing and the legal landscape never stands still. Keeping pace with all those changes, and knowing how they affect your organisation, is a big responsibility and a challenging task. Ashurst Legal Outlook will keep you at the forefront of the most pressing legal issues, offering insights from legal experts across our international network.

The commercial world is always changing and the legal landscape never stands still. Keeping pace with all those changes, and knowing how they affect your organisation, is a big responsibility and a challenging task. Ashurst Legal Outlook will keep you at the forefront of the most pressing legal issues, offering insights from legal experts across our international network.

A podcast series that will keep you across the global trends and local issues that are shaping the legal landscape and impacting organisations.

Ashurst Legal Outlook Podcast

Ashurst Legal Outlook

Workplace investigations can be stressful and high-pressure, so how can employers make the process more inclusive for neurodivergent employees?