Two data analysts who have been diagnosed with autism share their journey – from struggling to crack the job market to making a difference on complex infrastructure projects.
Australia’s rail infrastructure pipeline is becoming increasingly data-driven, with major projects relying not only on engineering skills, but also on precise geospatial data, asset digitisation and systems integration.
Victoria’s Level Crossing Removal Project is a clear example. Launched in 2015, the program aims to remove 110 “dangerous and congested” level crossings across Melbourne, as part of broader rail network upgrades to enhance safety, ease congestion and enable more frequent train services.
At the same time, a significant portion of Australia’s workforce is underused. The unemployment rate for autistic people in the country is over 30 per cent – about three times the unemployment rate for people with a disability.
That gap is not simply a social issue, but a missed opportunity to secure highly skilled talent.
The Australasian Railway Association warns that the rail industry is already grappling with workforce shortages, compounded by a retirement cliff, major project activity and rapid technological change. Industry Skills Australia has also identified digital capability as a key workforce priority for rail, reflecting growing demand for skills linked to data, automation and digital systems.
Through a partnership between Australian Spatial Analytics (ASA) and Fulton Hogan, neurodivergent data analysts Amelia Caddie and Benjamin Jarrett are contributing to the important data work behind the Level Crossing Removal Project. Their schooling and workforce journeys show how an inclusive approach to recruitment can unlock valuable capability for infrastructure delivery.
From overlooked to in-demand
Many neurodivergent people encounter barriers on the path from education to employment. Traditional recruitment processes put a lot of emphasis on a candidate’s performance during a job interview – from their confidence to their ability to give spontaneous answers to questions. This can put neurodivergent candidates – whose strengths may be better demonstrated by the quality of their work – at a disadvantage.
This is what ASA was established to address. Founded in 2020 and headquartered in Brisbane, the social enterprise creates long-term skilled employment pathways for neurodivergent people in data, digital engineering and geospatial services. It has employed more than 250 analysts since 2020, delivering data services to infrastructure, utilities and government clients through a neurodivergent-inclusive workforce.
ASA analysts Amelia Caddie (26) and Benjamin Jarrett (27) knew they had valuable skills to contribute – from technical know-how to strong attention to detail – but came up against challenges when navigating interviews and workplaces that did not accommodate their needs.
Caddie was diagnosed with autism at university while studying for a joint degree in computer science and arts, after years of dealing with social anxiety.
“When I finally got diagnosed, all the struggles I’d been through finally made sense,” she said. “I wish it was picked up earlier – I could have benefited from earlier strategies and support during my school years.”
While social environments were challenging, her aptitude for mathematics provided direction.
“I’ve always liked maths, because there’s a clear correct answer and an incorrect answer,” she said.
Meanwhile Jarrett, who was diagnosed with autism at the age of three, faced bullying in school. Despite this, he stuck with education and completed a Bachelor of Applied Science (Surveying) at RMIT University.
Although they are highly qualified, both Caddie and Jarrett struggled to land graduate jobs.
“I applied to so many jobs that it got to the point where I started thinking I wasn’t good enough,” Caddie said. “Talking on the spot in an interview is really difficult for me. After interviews, I would always think I could have been more articulate and reflective of the strengths I could bring to the job.”
Jarrett agreed: “Given how my brain works, I perform my best when I’m able to take my time to make sure everything is correct. The best version of myself really didn’t shine through in job interviews.
“Throughout these recruitment processes, I would switch between disclosing and not disclosing my autism. If I disclosed it early on, I was afraid of not landing an interview at all or being declined an offer if I managed to make the interview stage. Or if I actually did land something, I was scared of losing my job once I got it.”
For both analysts, joining ASA marked a turning point. Its operating model removes common workplace barriers through clear communication, flexible structures and environments that reduce unnecessary social pressure, enabling the technical strengths of neurodivergent talent to shine through.
“Just being given a chance has increased my confidence a lot,” Caddie said. “There’s less pressure to perform socially. Everyone understands.”
Data precision in railway delivery
The natural capability of neurodivergent talent is now being applied to major railway infrastructure delivery through the Level Crossing Removal Project. Alongside construction, the project requires highly accurate data to support planning, delivery and long-term asset management.
Caddie and Jarrett’s neurodivergence is a strength in contributing directly to this data layer.
Caddie’s role involves digitising underground utility networks from PDF plans into geospatial datasets.
“I’ve helped digitise gas, electricity, sewer and water networks so people know exactly where the infrastructure is,” she said.
Jarrett focuses on converting engineering drawings into geographic information system data to support asset tracking and handover.
“We help locate roads, footpaths, fences and utilities, then hand that data over so councils can maintain them,” he said.
Both of their jobs demand a high degree of precision.
“You want to make sure everything is lined up correctly and measurements are extremely accurate,” Jarrett said.
These precise tasks align closely with strengths often associated with neurodivergent individuals, including attention to detail and pattern recognition.
“This type of work aligns with my inclination for perfectionism,” Jarrett added.
Brett Kohlmann, Geospatial Manager at Fulton Hogan, said he has worked with ASA on multiple projects to help deliver Australia’s critical infrastructure.
“I’ve been working with ASA since 2022, and it’s been great.
“They’ve helped us throughout the entire construction process, from the investigation stages to final delivery.
“ASA has delivered quite a lot of work with us in completions, so we can hand this data back to stakeholders.”
Geoff Smith, Chief Executive Officer of ASA, said the infrastructure partnership between ASA and Fulton Hogan ensures the contractor’s data needs are met while enabling ASA’s team to create social impact through Fulton Hogan’s supply chains.
“This collaboration supports on-the-job training and upskilling,” he said. “Byproducts include data sovereignty for critical infrastructure, as all work is undertaken within Australia, which eliminates modern slavery risks.”
A workforce opportunity for railways
ASA’s model points to a broader opportunity for the rail industry at the intersection of workforce shortages and untapped talent.
Globally, an estimated 15 to 20 per cent of people are neurodivergent (e.g. autism, attention deficit hyperactivity disorder, dyslexia), representing a significant and largely underused talent pool.
Inclusive hiring practices can be leveraged as a way to expand talent pipelines and improve productivity and innovation in railway infrastructure.
“I think any industry should give neurodivergent talent a shot,” Jarrett said. “We have many technical strengths that are often overlooked because of our social skills.”
For employers, the path forward can be achieved incrementally. Adjustments such as clearer communication, access to quieter environments and more inclusive interview processes can unlock access to strong talent.
“Even something as simple as providing job interview questions in advance makes a big difference,” said Caddie. “Or being able to ask for what I need, like being allowed to wear noise-cancelling headphones if it’s loud in the office, without being judged.”
For both Caddie and Jarrett, being given the best opportunity to succeed in their challenging roles as data analysts is making a tangible personal impact.
“My social anxiety is much better now,” Caddie said. “I’m more confident talking to people.”
Jarrett is now looking to continue his career in the geospatial sector.
“If there’s a geographic information systems role in the railway industry or associated industries, I’d absolutely be interested in stepping up and helping the railway infrastructure of Victoria continue to succeed.”
Since 2020, ASA has provided hundreds of careers in the geospatial and engineering professions for young neurodivergent adults who may otherwise be unemployed.
“There is a clear stigma around hiring neurodivergent people, which comes from a lack of understanding,” said Smith.
“Our aim is to transition the employment of our data analysts to other inclusive employers so we can backfill their positions with someone else experiencing long-term unemployment.
“We hope that one day the workforce will have more understanding of the needs of neurodivergent employees, and there won’t be a need for ASA at all. But until then, we are here to support them.”
