OUTSIDE THE BOX || JULY 2026
Welcome to July’s edition of Outside the Box. In this newsletter we share updates, tips, and opportunities from our employment programme.
This July is slightly different for Project Employ. Rather than celebrating graduation as we normally would, we're preparing for an exciting new chapter as we get ready to move into our beautiful new Takapuna café in September. As part of this transition, some of our current trainees have chosen to stay on to support the move, while others have now begun the next stage of their journey in our Employment Programme.
July is always a slower month for job seekers. Winter tends to bring hiring to a crawl, with many employers putting recruitment plans on hold until spring.
While recruitment may have slowed, workplace development doesn't have to. If you're looking to build your team's confidence around neurodiversity and inclusive employment, now is a great time to book one of our practical workplace training sessions before the hiring season begins.
Graduates Seeking Employment
Noah 🌟
Noah has just completed our six-month training programme at Flourish café and is eager to start work. In fact, he was so motivated that he had his CV ready weeks ago, and has already begun introducing himself to local employers and asking about job opportunities.
Noah describes his top three values as creativity, kindness and adventure. He enjoys challenging himself, solving problems, learning new skills and building connections with others.
In his spare time, Noah loves spending time with animals and exploring nature. He also enjoys making jewellery from recycled materials and glass he collects from the beach.
With such a wide range of interests, Noah could see himself thriving in a variety of roles—from an animal shelter or flower shop to a travel agency. Wherever he works, he'll bring enthusiasm, curiosity and a genuine willingness to learn.
Neurodivergent Inclusion 💡
Understanding Auditory Processing Disorder in the Workplace
When we think about neurodiversity in the workplace, ADHD, autism and dyslexia often come to mind. One disability that is talked about far less is Auditory Processing Disorder (APD).
Despite the name, APD isn't a hearing problem. People with APD usually hear perfectly well, but their brain has to work much harder to process what they're hearing – particularly when there's background noise, several people speaking at once, or lots of verbal information being given.
APD can occur on its own, but it's also more common in people who are neurodivergent, particularly those with ADHD, autism and dyslexia. It can also affect people later in life following a brain injury, stroke or other neurological condition, and changes in auditory processing become more common as we age. In other words, it's not something that only affects neurodivergent employees.
What might this look like at work?
A team member with APD might:
Ask for instructions to be repeated several times.
Miss parts of verbal instructions or meetings, leading to mistakes that appear careless.
Find it difficult to take notes while listening.
Avoid telephone calls or become overwhelmed during video meetings with poor audio quality.
Appear quiet or withdrawn in group discussions, particularly in noisy environments.
Become mentally fatigued after long periods of listening.
These behaviours are sometimes mistaken for poor listening, lack of motivation or disengagement. In reality, they may simply reflect the extra cognitive effort required to process spoken information.
Often, a few simple adjustments can significantly improve communication and reduce fatigue.
Consider:
Following verbal instructions with a short email or written summary.
Giving one instruction at a time and checking for understanding.
Providing meeting agendas or notes before or after meetings.
Using live captions during online meetings where possible.
Offering a quieter workspace or allowing noise-cancelling headphones for focused work.
Holding important conversations in quieter spaces rather than busy open-plan areas.
They said they understood… so what happened?
One of the most challenging aspects of APD is that people don't always realise they've misheard something.
When the brain can't process speech clearly, it doesn't simply leave a blank space. Instead, it uses context and past experience to "fill in the gaps". To the person, it can feel as though they heard the conversation correctly, even when key details have been missed or misunderstood.
This means someone might:
Confidently carry out the wrong task because they genuinely believed they understood the instructions.
Be surprised when they're told they've made a mistake.
Appear to have ignored instructions when they were actually acting on what they thought they had heard.
This isn't carelessness or a lack of attention. It's simply the brain doing its best to make sense of incomplete auditory information.
Some people also become very good at masking their communication difficulties. Rather than asking someone to repeat themselves, they may nod along, rely on context, or guess what was said because they're worried about appearing difficult or incapable. While this can help them get through the day, it also takes a huge amount of mental effort and can lead to fatigue or burnout over time.
The key takeaway is to avoid making assumptions. Someone who says, "I've got it," may still have misunderstood part of the conversation without realising it. Following up important discussions with a quick written summary or checking for understanding can prevent small misunderstandings from becoming bigger problems.
As with many neurodivergent differences, the goal isn't to lower expectations—it's to remove unnecessary barriers. When employers understand what's happening and make reasonable adjustments, people with APD are often able to perform at their best.
Sometimes the most supportive question isn't "Why aren't they listening?" but "Is there a different way I can communicate this?"
Worth Sharing
The NZDEN Disability Inclusive Pathways Conference is coming up on 4–5 August at the Pullman Hotel in Auckland. If you're an employer looking to build a more inclusive workplace for disabled people, we highly recommend attending.
We learn so much every year, and it's always inspiring to connect with so many forward-thinking employers who are committed to creating meaningful opportunities.
If you've been considering how your organisation can become more disability inclusive, this is a fantastic place to start.We hope to see you there – it's well worth it!