Our SA Autism Strategy 2025–2029 Action Plan Commitments

The South Australian Autism Strategy 2024–2029 (Strategy) is a strategic document that supports inclusion of Autistic people, and their families and carers in South Australia. As part of the Strategy, the Strategy Action Plan 2025–2029 (Action Plan) outlines the steps in which the South Australian Government will take to fulfill the commitments of the Strategy.

At DHUD, we align with this roadmap, developed in partnership with Autistic people and the autism community.The Strategy reflects lived experience and provides clear direction for a more inclusive and accessible South Australia.

We recognise every Autistic person’s individuality and use identity-first language in line with community preference.

While separate consultation was not conducted for this section, its inclusion has been informed by internal engagement undertaken during the development of the DAIP and alignment with whole-of-government consultation that shaped the SA Autism Strategy and State Disability Inclusion Plan.

This Action Plan should be read in conjunction with the Strategy on the Inclusive SA website: www.autismstrategy.sa.gov.au

Our Focus Areas

The SA Autism Strategy includes seven Focus Areas. At DHUD, we are responsible for delivering actions aligned to the following Focus Areas:

  • Focus Area 1: Pathways to diagnosis
  • Focus Area 2: Positive educational experiences
  • Focus Area 3: Thriving in the workplace
  • Focus Area 4: Access to supports and services
  • Focus Area 5: Participation in the community

The remaining Focus Areas are progressed through broader South Australian Government efforts.

Focus Area 1: Pathways to diagnosis

Objective

We want to create a clear and equitable approach to diagnosis in South Australia.

Commitments within Focus Area 1

  1. Create clearer and more consistent pathways to diagnosis for Autistic people of all ages.
  2. Improve the availability and access of diagnosis, especially in regional and/or remote areas.
  3. Consider ways to reduce the occurrence of undiagnosed autism amongst girls and women and within the Aboriginal and culturally and linguistically diverse communities.
  4. Improve the post-diagnostic referral process and accessibility of accurate information and resources.

Target: Raise public awareness regarding diagnostic pathways and ensure all information and resources are accessible and easy to navigate.

ActionTarget dateMeasuresResponsibility and Data Source
Develop and promote information, where appropriate, on autism to assist people and their families to access services, for example:
  • Assessment and diagnostic services.
  • Counselling and support following a diagnosis.
  • Autism and disability specific information.
  • Supports for parents with disability, including autism.
Ongoing The number of autism-related information sources developed, promoted and/or delivered to assist people and families to access autism-related services such as assessment, diagnosis, counselling, and parent supports. Lead: Organisational development.

Support: Diversity, Equity & Inclusion (DEI) Working Group.

Data Sources:

  • Resources.
  • Online content.
  • Survey material.

Focus Area 2: Positive educational experiences

Objective

We want the South Australian public education system to champion Autistic children and students to thrive in the educational environment, to receive the right supports for them, and feel empowered to succeed.

Commitments within Focus Area 2

  1. Improve environments to support the inclusion of Autistic children and young people in our preschools, primary and secondary school settings.
  2. Improve the knowledge and understanding of autism amongst our educators, support staff and those connected to our education and care settings.
  3. Identify ways to improve transition pathways between educational settings and beyond school.
  4. Implement neurodiversity-affirming supports and strategies, tailored to the individual, to ensure Autistic children and students receive the right supports for them.

Target: Develop accessible educational settings to support student learning outcomes.

ActionTarget dateMeasuresResponsibility and Data Source
Develop a publicly available 'Good Design Guide' for the fit out of learning environments that is evidence informed. This includes retreat and sensory spaces that provide for self-regulation and privacy as well as passive supervision, fit out, equipment, lighting, mechanical services and acoustics.December 2027
  • 'Good Design Guide' developed, published, and promoted in accessible formats.
  • Evidence of adoption and use of the guide (e.g., number of design reviews or projects referencing the guide).
  • Feedback from the Department for Education and stakeholders on the guide's usefulness in supporting inclusive and sensory-aware learning environments.
Lead: Office for Design and Architecture SA (ODASA).

Data Sources:

  • Intranet page.
  • Feedback records.

Focus Area 3: Thriving in the workplace

Objective

We want a diverse, inclusive and welcoming South Australian workforce where the strengths and skills of Autistic people flourish.

Commitments within Focus Area 3

  1. Improve knowledge, understanding and awareness of autism across the workforce.
  2. Create an accessible, inclusive and welcoming public sector where Autistic people can thrive.
  3. Increase opportunities for Autistic people to gain meaningful and lasting employment.
  4. Consider alternative employment initiatives when transitioning from education to employment.

Target: Ensure public sector employees undertake Autism Awareness and Understanding training.

ActionTarget dateMeasuresResponsibility and Data Source
Ensure in-person and online Autism Awareness and Understanding training is completed across public sector workforce.2030 – ongoing The number of staff who undertook Autism Awareness and Understanding Training:
  • Online.
  • In-person.
Lead: All managers.

Support: People and Culture.

Data Source: Learning and management records.

Target: Increase awareness of autism across the public sector workforce and the strengths and benefits of employing Autistic people.

Action Target dateMeasures Responsibility and Data Source
Outline the initiatives completed to promote autism inclusion in the workplace. 2030 – ongoing
  • The number of initiatives completed to promote autism inclusion in the workplace.
  • Initiatives include events, days of significance, internal staff communications/newsletters, social media.
  • Note: this action aligns with State Disability Inclusion Plan Measure 1.2.1 – Total number of initiatives undertaken to promote disability inclusion and improve community attitudes towards people with disability in the community.
Lead: People and Culture.

Support: Media and Communications.

Data Sources:

  • Internal staff newsletters.
  • HR records.
  • Event records.
Engage Autistic employees and employees with disability to provide advice and inform inclusion activities, including to assist in promoting days of significance. December 2030 – ongoing
  • The number and proportion of lived experience staff engaged to inform inclusion activities.
  • Note: this action aligns with State Disability Inclusion Plan Measure 1.2.1 – Total number of initiatives undertaken to promote disability inclusion and improve community attitudes towards people with disability in the community.
Lead: Diversity, Equity & Inclusion (DEI) Working Group.

Support: People and Culture.

Data Sources:

  • Meeting minutes.
  • Feedback on events.
Review and update, where applicable, the Design Quality Handbook to support the inclusion of Autistic employees across public sector workspaces. December 2030 – ongoing Updated Design Quality Handbook reflects autism-inclusive design principles, with consultation completed and amendments documented. Lead: Department for Infrastructure and Transport (DIT).

Support: Office for Design and Architecture SA (ODASA).

Data Source: DHUD intranet.

Target: Embed autism inclusion into workplace policies and practices.

Action Target dateMeasures Responsibility and Data Source
Review recruitment policies and processes to ensure they support reasonable adjustments and are responsive to the alternative ways Autistic employees can engage throughout the recruitment and training processes. December 2027 – ongoing
  • The number and proportion of recruitment and training policies and processes that are reviewed to ensure they support Autistic and/or neurodivergent staff.
  • Note: this action aligns with State Disability Inclusion Plan Measure 2.4.3 – The number of organisational changes adopted to improve inclusive recruitment for people with disability. For example, tailoring roles to fit individuals and employer incentives.
Lead: People and Culture.

Support: Diversity, Equity & Inclusion (DEI) Working Group.

Data Sources:
  • Policy and procedure repository on intranet.
  • Consultation records.
Review and implement reasonable adjustments procedures and flexible workplace arrangements that support all staff, including Autistic employees and parents and carers of Autistic people. December 2028 – ongoing The number and proportion of reasonable adjustment and flexible workplaces arrangement procedures to support staff, including Autistic staff, that are:
  • Reviewed.
  • Implemented.
Lead: People and Culture.

Support: Diversity, Equity & Inclusion (DEI) Working Group.

Data Sources:
  • Implementation evidence.
  • Policy and procedure repository on intranet.
  • Consultation records.
Review and update, where applicable, new starter forms to include an opportunity to identify as Autistic and/or neurodivergent to enable more accurate reporting and awareness in the public sector workforce. December 2027 – ongoing The number of onboarding forms used to identify Autistic and/or neurodivergent staff that are reviewed and updated. Lead: All managers.

Support: People and Culture.

Data Sources:

  • Intranet publication.
  • HR21 records.
In consultation with the Office for Autism, develop a 'Toolbox' resource for building designers to support inclusive design for employees with a disability and neurodivergent employees. December 2029 Completion of DHUD support activities aligned to Toolbox development milestones (e.g., consultation completed, draft reviewed, final content endorsed). Lead: Department for Infrastructure and Transport (DIT).

Support: Office for Design and Architecture SA (ODASA).

Data Sources:

  • Draft and final versions of the Toolbox resource.
  • Publication or release logs.

Target: Develop strategies to improve the overall health and wellbeing of Autistic public sector employees.

Action Target dateMeasures Responsibility and Data Source
Identify appropriate mechanisms, including clear confidentiality, to ensure Autistic employees feel safe, supported and confident to disclose that they are Autistic at the commencement of employment and through the employment lifecycle. December 2028 – ongoing
  • The number of support mechanisms available to ensure Autistic and/or neurodivergent staff can disclose confidentially. *Support mechanisms include secure IT systems, privacy principles.
  • Note: this action aligns with State Disability Inclusion Plan Measure 2.5.1 – The number of workplace practices implemented to support people with disability to have equal opportunities for growth and success, including support to remain in employment. For example, outcome-based employment, flexible work arrangements, workplace adjustments and mentoring programs.
Lead: Diversity, Equity & Inclusion (DEI) Working Group.

Data Sources:

  • HR systems, onboarding processes and intranet showing available confidential disclosure mechanisms.
  • Privacy and confidentiality procedure documents.

Continue to promote and provide EAP services that are inclusive, culturally appropriate, neurodiversity-affirming and in a range of modes and formats to support the diverse communication styles of neurodiverse (including Autistic) employees.

 January 2027 – ongoing
  • Are Employee Assistance Program (EAP) services being promoted? Y/N
  • Note: this action aligns with State Disability Inclusion Plan Measure 2.5.1 – The number of workplace practices implemented to support people with disability to have equal opportunities for growth and success, including support to remain in employment. For example, outcome-based employment, flexible work arrangements, workplace adjustments and mentoring programs.
Lead: People and Culture.

Support: Media and Communications.

Data Sources:

  • EAP promotional materials and distribution logs.
  • Intranet analytics showing EAP information access.
  • Communications records (emails, newsletters, campaign materials).

Target: Develop programs and resources that support Autistic people transition into meaningful employment in the public sector.

Action Target dateMeasuresResponsibility and Data Source
Deliver programs that target diversity and inclusion for Autistic people to gain practical workplace experience while undertaking higher education to support them into employment long-term. December 2029 The number of programs that target diversity and inclusion for Autistic and/or neurodivergent people to gain practical workplace experience while undertaking higher education. Lead: People and Culture.

Support: All directors.

Data Sources:

  • Transition-to-employment program documentation (e.g., guidelines, frameworks).
  • Review findings (reports, consultation notes, version history).
Review and implement opportunities for supported transition into employment programs for Autistic people transitioning into employment in the public sector to receive tailored supports, ensuring that Autistic people are supported initially and ongoing. December 2029
  • The number of employment transition programs that support Autistic and/or neurodivergent people are reviewed, and;
  • The number of Autistic and/or neurodivergent people those programs accessed.
Lead: People and Culture.

Data Sources:

  • Transition-to-employment program documentation.
  • Program participation data (number of Autistic/neurodivergent participants).

Target: Provide alternative workplace training and volunteer options that support Autistic people entering the public sector workforce.

Action Target dateMeasuresResponsibility and Data Source
Review and implement alternative and accessible workplace training options to support Autistic employees, including in a range of accessible formats and learning styles. December 2029 The number of alternative and accessible workplace training options available to support Autistic and/or neurodivergent staff. Lead: Organisational development.

Data Sources:

  • Learning management system reporting.
Identify volunteering opportunities for Autistic people across all state government agencies. December 2029 – ongoing The number of volunteering opportunities for Autistic people. Lead: People and Culture.

Support: Media and Communications.

Data Sources:

  • Relevant fundraising.
  • Volunteer program data.
  • Records of advertised volunteering opportunities.
  • Participation and placement records.
Review existing peer support or mentoring programs to ensure they are inclusive of Autistic employees. December 2030 – ongoing The total number of peer support and/or mentoring programs and, of those, the proportion reviewed to ensure they are inclusive of Autistic staff. Lead: Organisational development.

Data Sources:

  • Program review documentation.
  • Feedback surveys from participants.
  • Updated program guidelines.

Target: Develop programs or supported pathways for Autistic students transitioning from education settings to employment across the public sector.

ActionTarget dateMeasuresResponsibility and Data Source
Review existing graduate programs to expand pathways for Autistic graduates from education settings to employment.December 2030
  • The number of graduate programs reviewed, and, of those, the proportion expanded to include Autistic graduates from education into employment.
  • The number of expanded pathways for Autistic graduates engaging in graduate programs.
  • Note: this action aligns with State Disability Inclusion Plan Measure 2.4.3 - The number of organisational changes adopted to improve inclusive recruitment for people with disability. For example, tailoring roles to fit individuals and employer incentives.
Lead: People and Culture.

Data Source:

  • Graduate pathway documentation.

Focus Area 4: Access to supports and services

Objective

We want a clearer, more consistent and accessible service system where Autistic people and their families and carers can access the support they need, when they need it.

Commitments within Focus Area 4

  1. Develop a centralised state information system to support access and navigation of available supports and services.
  2. Improve the knowledge and understanding of autism amongst professional staff.
  3. Work with organisations to ensure evidence and research on autism can be effectively and efficiently translated into practice.
  4. Ensure neurodiversity-affirming and culturally appropriate services and supports are available.

Target: Ensure resources and information about supports and services are updated, easily accessible and autism inclusive.

ActionTarget dateMeasuresResponsibility and Data Source
Deliver or review initiatives, platforms and systems to connect Autistic people with information in various accessible formats across Government of South Australia supports and services.December 2030 – ongoing
  • The number of initiatives, platforms and systems made to connect Autistic people with information in various accessible formats. *Initiatives, platforms and systems include – website content, accessible formats (e.g. Easy Read).
  • Note: this action aligns with State Disability Inclusion Plan Measure 1.5.1 – The number of resources or materials that have been developed in accessible formats. For example, websites that meet Web Content Accessibility Guidelines (WCAG) 2.2 level AA accessibility standard or above, Auslan translations and Easy Read documents.
Lead: Media and Communications.

Support: People and Culture.

Data Sources:

  • Accessibility audit reports (e.g., WCAG 2.2 Level AA compliance checks).
  • Records of accessible resource development (e.g., Easy Read, plain language, translated materials).

Target: Collaborate with subject matter experts when developing and implementing supports and services for Autistic people.

ActionTarget dateMeasuresResponsibility and Data Source
Collaborate with autism-specific organisations, where relevant, when developing and implementing policies, supports and services for Autistic people.December 2030
  • The number of autism-specific organisations engaged when developing and implementing policies, support and services for Autistic people.
  • Note: this action aligns with State Disability Inclusion Plan Measure 3.1.1 – The number of initiatives and improvements made to connect people with disability to community supports and services wherever they present.
Lead: People and Culture.

Data Source: Records of engagement with autism specific organisations (e.g., Office for Autism, Autism SA, lived experience groups).

Target: Collaborate with the Autistic and autism community throughout the planning, development and implementation phases to ensure services are neurodiversity-affirming and are effectively meeting the needs of Autistic people.

ActionTarget dateMeasuresResponsibility and Data Source
Consult with reference groups and lived experience groups, where relevant, on autism-related matters to provide insights and guidance on identifying and addressing barriers to accessing services provided by the Government of South Australia.December 2030 – ongoing
  • The number of reference and/or lived experience groups engaged to identify and address barriers to accessing services on autism-related matters.
  • Note: this action aligns with State Disability Inclusion Plan Measure 3.1.1 – The number of initiatives and improvements made to connect people with disability to community supports and services wherever they present.
Lead: All directors in the service space.

Support: People and Culture.

Data Source: Consultation logs (attendance lists, meeting notes).

Target: Improve existing services to ensure they are streamlined, effective and efficient to meet the individual needs of Autistic people.

ActionTarget dateMeasuresResponsibility and Data Source
Review and update, where relevant, the customer service areas and experiences to ensure Autistic people feel supported when accessing services.December 2030 – ongoing
  • The number of customer service areas reviewed and updated to ensure Autistic and/or neurodivergent people are supported when accessing services.
  • Note: this action aligns with State Disability Inclusion Plan Measure 3.1.1 – The number of initiatives and improvements made to connect people with disability to community supports and services wherever they present.
Lead:
  • System leads (external).
  • People and Culture (internal).

Data Source: Training completion records.

Target: Ensure a wide range of neurodiversity-affirming and culturally appropriate services and supports are available, including to Autistic people who do not yet have an autism diagnosis.

ActionTarget dateMeasuresResponsibility and Data Source
In the development of new strategies and initiatives, the State Autism Strategy and/or Autism Charter will be linked and referenced, where appropriate.December 2030 – ongoing The number of references made to the State Autism Strategy and/or the Autism Inclusion Charter in new strategies and initiatives. Lead: Organisational development.

Support: Diversity, Equity & Inclusion (DEI) Working Group.

Data Source: Disability Access and Inclusion Plan action 2026–2030.

Target: Improve data capturing strategies of diverse cohorts of people accessing state government services and supports.

ActionTarget dateMeasuresResponsibility and Data Source
When consulting to inform the development of new strategies and initiatives, personal identifying data will be collected where appropriate, to capture and consider the specific perspectives of the Autistic community.December 2030 – ongoing Are you capturing personal identifying data including Autistic and/or neurodivergent people during consultation on the development of new strategic and initiatives? Y/N Lead: All directors.

Support: Media and Communications.

Data Source: Data collection tools/forms (with privacy language).

Focus Area 5: Participation in the community

Objective

We want a truly inclusive South Australia where Autistic people can meaningfully participate in the community without restriction.

Commitments within Focus Area 5

  1. Consider how the built environment may impact Autistic people and identify opportunities for improvement across current and future infrastructure projects.

  2. Identify ways to improve accessible transport options and the accessibility of public spaces and venues, including signage and wayfinding tools.

  3. Partner with organisations, sporting clubs, local councils and community services to support inclusive initiatives for Autistic people of all ages.

Target: Ensure that accessibility and inclusion is considered from the very beginning of the planning process.

ActionTarget dateMeasuresResponsibility and Data Source
Ensure employees are trained to provide advice to state government agencies on the application of best practice principles in relation to designing for the autism community.December 2026
  • Percentage of employees who have completed autism awareness training.
  • Publish Universal Design Guidelines on the SA Planning Portal.
Lead: Office for Design and Architecture SA (ODASA).

Data Source: Office for Design and Architecture SA (ODASA) to confirm.

Update the Community Engagement Charter Toolkit to provide guidance for consulting the autism community on future planning decisions.December 2026 Updated Community Engagement Charter to incorporate the needs of the neuro-diverse community and complete supporting materials. Lead: Media and Communications team and Engagement team.

Data Source: DHUD intranet and internet.

Target: Collaborate with the Autistic and autism community to ensure activities and services are autism inclusive.

ActionTarget dateMeasuresResponsibility and Data Source
Consult with the Autistic and autism community, where appropriate, when planning and organising events to ensure they are autism inclusive, such as the inclusion of breakout or sensory spaces.December 2030
  • The number and proportion of lived experience people engaged to inform planning and organising of events.
  • Note: this action aligns with State Disability Inclusion Plan Measure 1.1.2 – The number of inclusive and accessible events, both internal and external, with 50+ people following best practice event management principles. For example, the Accessible and Inclusive Community Events Toolkit.
Lead: All directors.

Support: Media and Communications team and Engagement team.

Data Sources:

  • Engagement records with Autistic community members (e.g., emails, meeting notes).
  • Post-event evaluations confirming autism-inclusive elements.
  • Event planning records showing inclusive design decision.