Neurodiversity Celebration Week ran from March 16 to 20, with the theme ‘From Awareness to Action: Making Organisational Change Happen’. The annual event aims to build understanding of neurodiversity and recognise the strengths neurodivergent people bring to workplaces and communities. 

Neurodiversity refers to natural variation in how brains function. Neurodivergent individuals have long served in Defence, contributing strengths like discipline, focus, pattern recognition and attention to detail across varied roles and ranks. For Navy, recognising neurodiversity strengthens teamwork, culture and capability.

Navy has a Diversity Reference Group (DRG) for neurodiversity, which provides insight, drives change and advocates for inclusive practices across the workforce. The goal of the group is to build a workplace where everyone is respected, supported and empowered to contribute.

Petty Officer Navy intelligence sailor Chantal Rees is an active member of the neurodiversity DRG. She is a late-diagnosed autistic, ADHDer sailor and parent who is passionate about embracing difference and advancing neuroinclusion. When invited to share her story during Neurodiversity Celebration Week, she sought to highlight that cognitive differences are not barriers, but operational strengths when they are understood and actively supported.

“When people feel safe to be honest about both their strengths and struggles, teams function better,” Petty Officer Rees said. 

“Neuroinclusion isn’t about lowering standards or special treatment – it’s about improving outcomes for everyone.

“In my experience, small practical enablers for neurodivergent people are simple to implement, cost little and often benefit the majority. These actions help build high‑functioning teams that are better prepared, adaptable and capable under pressure.”

'When we talk openly about difference and take action together, we create a Navy where everyone can contribute at their full potential – now and for future generations.'

For much of her life, Petty Officer Rees felt like a contradiction. Executive dysfunction, memory challenges and difficulty with transitions often left her feeling like an imposter, particularly in environments that misunderstood neurodivergent traits. 

Like many people with ADHD, she experienced frequent criticism over time, reinforcing stigma and self-doubt. She believes challenging assumptions that everyone finds the same tasks difficult, or is affected by their environment in the same way, is essential to building high-functioning, inclusive workplaces.

While she struggles with procrastination and sustaining focus, Petty Officer Rees thrives under pressure.

“High‑tempo environments light up the ADHD side of my brain. Working across multiple systems, monitoring large volumes of information and shifting focus rapidly all play to my strengths,” Petty Officer Rees said.

“At the same time, deep focus on topics I’m passionate about satisfies my autistic side.”

This combination enables strong performance in demanding roles, especially when supported appropriately. She said that small, low‑cost adjustments – particularly those that reduce sensory overload – can make the difference between struggling and performing at full capacity.

Petty Officer Rees also highlighted the importance of clear communication, inclusive leadership and supportive teams. These enable neurodivergent people to drop their masks and perform sustainably. By prioritising empathy, clarity and practical enablers, organisations can build teams that are more resilient, capable and operationally effective. 

Through her role in the neurodiversity DRG, Petty Officer Rees can see how Navy is working to make organisational change happen.

“Sharing stories like mine is one way we build awareness,” Petty Officer Rees said.

“When we talk openly about difference and take action together, we create a Navy where everyone can contribute at their full potential – now and for future generations.”

Contact the Navy Diversity Reference Group at navy.diversity@defence.gov.au