Chapter 1
Training and Professional Development. All staff should learn about neurodiversity and LGBTIQA+ identities. This training should happen regularly and be led by people with lived experience. It’s not enough to include a rainbow flag or say you're inclusive — real understanding comes from listening and learning.
Example: A service runs a “Neurodivergence 101” training session but doesn’t invite any autistic people to speak. A truly inclusive provider makes sure autistic voices are heard and included in the training.
Policy and Documentation Changes. Forms and systems should make it easy for people to share their true identity. This includes allowing people to express their gender identity, neurodivergence, and preferred methods of communication. Support should be flexible, not one-size-fits-all.
Example: Instead of requiring everyone to attend a loud, in-person NDIS planning meeting, a good provider offers alternative options, such as video calls, email, or a quiet space that feels safer for neurodivergent individuals.
Resistance from Staff or Clients’ Families. Sometimes, family members or staff don’t understand the concept of inclusion. For example, some families want autistic people to "act normal" instead of supporting their autonomy. Some staff may feel uncomfortable using someone’s correct pronouns.
Solution: Have clear policies that support neurodivergent and LGBTIQA+ clients. Make sure staff receive training to understand why this matters. Keep the learning going — inclusion is not a one-time thing.
