Brandstore

Rani Sinha (she/her)

Empower Autism Admin — Thu, 27 Aug 2026 01:04:36 +0000

Administration & HR Officer

The post Rani Sinha (she/her) appeared first on Brandstore.

Jac Lai (she/her)

Empower Autism Admin — Wed, 26 Aug 2026 01:25:11 +0000

Program Facilitator, Content Support Officer

The post Jac Lai (she/her) appeared first on Brandstore.

Autism-Affirming Artistry

Empower Autism Admin — Wed, 19 Aug 2026 06:29:58 +0000

Autism-Affirming Artistry

Building Community Through the DJ Scene

Author Riley Sellick | Published 29 June 2026

Did you know DJing can be Autism-affirming?

I often think about DJ sets as taking place exclusively in dark clubs, busy rave scenes and spaces that I most often associate with sensory overload. Something that I apparently assumed must not be a very Autism-affirming space for most people.

Well, turns out that assumption may have been more unfair than I realised.

Firstly, to state a clear bias in my assumption; not all Autistic people dislike the sensory stimulation of a bustling night club. While sensory sensitivity is a core element of the Autistic experience, it can encompass both hyper and hypo sensitivity to a variety of sources, like sound, light, touch and smell. Sensory needs look different for everyone.

Because of this, many Autistic people actually seek out the thumping music and raw energy of nightclubs, finding these space exciting and engaging.

Secondly, even if nightclubs aren’t your sensory cup of tea, DJing may still turn out to be quite accessible to you! DJs don’t just play in late night clubs, but also at well-lit lunch spots, cozy botanical bars and afternoon outdoor venues; playing music from all kinds of genres, to all kinds of crowds.

I learned much of this last Friday, when I had the opportunity to speak to local DJ and Autistic man, Matthew Norton, about his journey through the DJ scene.

Matthew, who goes by the artist name RaccEatSnacc, shared how he was inspired to try out DJing, after attending a set with his support worker, Kel, and thinking it looked fun.

Through DJ training, attending events, and playing several sets of his own, Matthew shared how he was able to grow his confidence on stage, feed his passion for music, and express his own unique perspective as an artist. Above all else, he explained that it was the connections he made through DJing that kept him coming back. DJing exposed Matthew to an enthusiastic and inclusive community, and led him to meet some truly incredible people that he would not have met otherwise.

One of the people Matthew met along the way was Michael (artist name Vogel (AU)), a teacher at Front Left DJ Academy, and DJ of 14 years himself. Matthew began lessons with Michael through Front Left DJ Academy’s NDIS DJ Support program, which offers a flexible and inclusive approach to DJ training for a variety of NDIS funded students.

During lessons, Matthew and Michael bonded over their shared music tastes and DJ styles, leading Michael to invite Matthew to DJ as part of his charity set, Night Service, on July 10th-11th.

Night Service is an annual 24-hour DJ set, which brings together the SE QLD electronic music scene to raise funds for three charity partners. This year, Night Service’s charity partners are the Dylan Alcott Foundation, the Lukemia Foundation and Empower Autism (that’s us!). We’re super honoured to be included in this unique event, and even more excited knowing that the inclusion of our Autistic community isn’t just for show. Night Service, and the DJ community it is supported by, seem truly committed to creating an Autism-affirming, inclusive experience for everyone involved.

In a recent tour of the venue for this year’s event, Michael shared how alongside the main stage, Night Service will also include a secondary outdoor stage and street eats, for those seeking a more sensory friendly experience or break from the action, as well as a 24-hour live stream for anyone wishing to tune in from home.

I’m personally very grateful to have had the opportunity to learn about the DJ community, and very excited to experience it myself at Night Service. Matthew will be playing his house and nu-disco set on July 11th, from 11:45am-12:30pm. Come check out his set, have a fun day out, and support this amazing event!

About the Author

Riley Sellick is a multi-disciplinary designer, storyteller and Autistic person, working to explore community, connection and how we interact with one another, through various interactive and visual mediums.

Through his work with Empower Autism, Riley approaches contemporary discussions of Autistic identity, disability and social change, with an authenticly human focus. This work aims to highlight the commonalities between our individual experiences and fosters empathy, understanding and connection across our communities.

The post Autism-Affirming Artistry appeared first on Brandstore.

Neurodiversity, Dignity and Empowerment

Empower Autism Admin — Wed, 19 Aug 2026 06:20:40 +0000

Neurodiversity, Dignity & Empowerment

Neurodiversity, Dignity and Empowerment

Author Dr Aida Hurem | Published 24 April 2026

Terms like “dignity”, “wellbeing”, “belonging” and “empowerment” have increasingly become part of the language of strategic plans, policy frameworks and mission statements. Yet their visibility does not guarantee their meaning. Too often, whether intentionally or not, these terms function as signals of intent rather than evidence of genuine commitment.

If dignity and empowerment are to mean anything, they must be enacted in practice, not simply stated. For many people, particularly Autistic and other neurodivergent individuals, dignity is not consistently experienced, and empowerment is not always genuinely offered. Instead, both are often shaped by systems that reward conformity and marginalise difference.

In many workplaces and institutional settings, dignity can become conditional. It is extended more readily to those who meet expectations, perform in socially acceptable ways, and align with dominant forms of behaviour and productivity. In the same way, empowerment is often framed as something individuals must demonstrate they are ready for, as though autonomy and agency are privileges to be granted rather than rights to be upheld.

That is not empowerment. It is compliance, repackaged

Compliance ≠ Empowerment

When systems reward conformity, people learn to mask, adapt and shrink themselves to fit. The cost is real: depleted wellbeing, burnout and a loss of self.

These dynamics do not emerge in a vacuum. They are shaped by broader social and political conditions, including ways of thinking that prioritise efficiency, independence and measurable output above relational, human experience. Within such frameworks, value becomes closely tied to productivity, and difference is often treated as something to be managed rather than understood.

For neurodivergent people, this can create ongoing pressure to mask, adapt and self-regulate in ways that align with normative expectations. The cost is often significant: diminished wellbeing, burnout, and a gradual erosion of self.

For those with intersecting identities shaped by race, culture, sex, gender, socio-economic background or other factors, these pressures are often compounded. Expectations of conformity become layered, and the consequences on non-compliance can be even more severe. In this context, dignity and empowerment are not distributed evenly. They are mediated by power, privilege and access.

Dignity, however, is not conditional. It is not something that must be earned through behaviour, performance or assimilation. It is inherent. It does not depend on external approval, and to imply otherwise is to weaken the concept itself.

When grounded in dignity, empowerment must follow the same principle. It cannot be reduced to helping people navigate systems that fail to recognise their humanity, nor should it be confused with resilience in the face of exclusion. Genuine empowerment lies not in changing individuals to better fit existing systems, but in transforming environments so people can participate without compromising who they are.

For Autistic people, dignity means being recognised, respected and valued as we are, without having to suppress or soften our neurodivergence to be accepted. This requires organisations to challenge deeply embedded deficit-based narratives that position Autism as something to be corrected, managed or normalised. Even when framed as supportive, such approaches can reinforce the idea that acceptance is contingent in change.

That is where empowerment is so often misunderstood.

Empowerment is not about teaching people to be “less Autistic”, more compliant, or more aligned with allistic expectations. It is about supporting individuality, autonomy and voice. It is about ensuring that people have genuine choice and control in how they live, communicate and engage with others. Without dignity, empowerment becomes performative. And without empowerment, dignity risks remaining little more than a word in the glossary of inclusive language.

Present ≠ Included

Being in the room doesn’t always mean being part of the conversation. Inclusion is more than attendance. It’s about being seen, heard and valued.

To move beyond this, we need a more intentional framework, one that centres both dignity and empowerment in practice. This is where neurodignity becomes critical.

Neurodignity recognises neurological difference as a natural and valuable part of human diversity. It rejects the idea that people must conform in order to be respected. Instead, it calls for systems that are responsive, flexible and accountable to the people within them. Neurodignity is not a symbolic gesture. It is a practice. It requires listening to people with lived experience, not selectively or tokenistically, but as central contributors to decision-making. It asks us to rethink the environments, expectations and practices that exclude under the guise of neutrality. It also asks us to sit with discomfort, particularly when long-standing systems and assumptions are challenged.

As I often say in my work, being physically present in a space does not mean a person is included, nor does it mean they belong. That distinction is not semantic. It is structural. It points to the gap between visibility and value, and between access and dignity.

Neurodiversity in Practice

Neurodignity means recognising neurological differences as natural and valuable. It calls for flexible, responsive environments where people have choices, voices and real influence.

At Empower Autism, this gap is central to our work.

In our context, empowerment is understood as an ongoing process grounded in dignity, shaped by lived experience, and directed by those we seek to support. It means creating spaces where Autistic people are not required to justify their needs, minimise their differences, or mould themselves to allistic norms in order to participate. It also means being willing to challenge systems when they fail to uphold dignity in practice.

This includes creating and nurturing environments that prioritise accessibility over assimilation, practices that centre wellbeing alongside participation, and cultures that value authenticity over compliance. It means recognising that empowerment is not something organisations hand down to people, but something they make possible through the conditions they create.

This work is not always comfortable. It can be confronting, especially when it asks organisations to move beyond familiar models of inclusion and support. But it is necessary if we are serious about creating meaningful change that genuinely values neurodiversity.

Reclaiming dignity and empowerment requires more than language. It requires accountability, reflection and a willingness to do things differently. When we centre neurodignity, not as an ideal but as an everyday practice, we create environments where people are not merely present, accommodated or included, but are respected, valued and genuinely empowered.

About the Author

Dr Aida Hurem is Manager, Community and Corporate Education at Empower Autism.

She is an Autistic Autism specialist, educator and advocate, dedicated to advancing neuroaffirming practice across education, workplaces, and communities. With a PhD in education, wellbeing and belonging, and a background in psychology, her work bridges research, practice and lived experience to create environments where Autistic people are understood, respected and supported to thrive.

Aida’s approach is grounded in dignity, agency and intersectionality, recognisising that Autistic experiences are shaped by culture, identity, gender, and systems of power. She challenges deficit-based narratives and centers genuinely inclusive, accountable practice that reflects the diversity within the Autistic community.

She is passionate about translating evidence into practical, real-world strategies that drive sustainable change and not just awareness, but action.

The post Neurodiversity, Dignity and Empowerment appeared first on Brandstore.

Why I Started the Deep Dive Podcast

Empower Autism Admin — Wed, 19 Aug 2026 00:29:49 +0000

In June 2024, I hit record for the first time. No fancy studio. No polished intro script. Just a genuine question I couldn’t stop asking; “what does it actually look like to be Autistic and truly thriving?”

As we approach our second anniversary, I want to pull back the curtain and share the real reason The Deep Dive exists — because it wasn’t born out of a business plan. It was born out of something I needed to see in the world.

What I saw on social media that changed everything. Before I launched the podcast, I spent a lot of time on social media. And something stopped me in my tracks: Autistic people — real, unfiltered, unapologetically themselves — living their best lives. Not despite being Autistic. Not by hiding it. But with it, through it, because of it.

These weren’t highlight reels or inspiration porn. These were people being honest about the hard stuff while simultaneously showing the world what joy, purpose, and authentic living could look like as a neurodivergent person. I was moved. I was inspired. And I was hungry to hear more.

That’s what The Deep Dive Podcast was always meant to be. Not a platform for tragedy narratives or cautionary tales. A space where Autistic people could simply be — and in doing so, show the rest of the world what’s possible.

Why I am so passionate about Autistic burnout

I don’t talk about Autistic Burnout because it’s a trending topic. I talk about it because I’ve lived it.

Diagnosed with PDD-NOS at age three, rediagnosed with Asperger’s in 2010 and Autism in 2017, I have spent my entire life navigating a world that was not designed for my brain. I also live with ADHD and expressive and receptive language disorders. And somewhere along the way — through years of masking, overperforming, and silently enduring environments that drained me to the bone — I burned out.

I know the career cost. I know the health cost. I know the identity cost. When burnout hit, it didn’t come with a warning label. It crept in slowly, then arrived all at once — and the aftermath was profound.

Autistic Burnout is not a personal failing or a mental health event that happens outside of work. It is directly caused by environments that demand constant masking, social performance, and sensory endurance — with no sustainable relief.

Left unaddressed, it costs organisations an average of 1.5 to 2 times an employee’s annual salary in recruitment and lost productivity. Per person. The cost is real, and the warning signs were almost always there.

This is why I stand on stages, and press record. Because Autistic Burnout is preventable. And organisations that genuinely care about their neurodivergent people — not just their diversity metrics — can be part of the solution.

How to actually work with Autistic people

The conversation in most workplaces starts and stops at awareness. Awareness sessions. Awareness weeks. Awareness campaigns. And while awareness is a starting point, it is not enough. Awareness without understanding changes nothing.

Working well with Autistic people doesn’t require a degree or a perfect policy. It requires a willingness to move from knowing about Autism to understanding the actual human in front of you. Here’s what that looks like in practice:

Listening first. Autistic employees are often the first to see what isn’t working in a system — and the last to be asked. Create genuine channels for honest feedback and actually act on what you hear.

Avoiding rewarding masking. When workplaces only recognise the Autistic employee who performs neurotypicality perfectly, they are rewarding the behaviour that leads directly to burnout. Psychological safety means people can show up as they are — not just as they think you want them to be.

Making flexibility the default, not the exception. Many of the accommodations Autistic employees need — clear communication, written instructions, sensory-considerate environments, predictable structures — also benefit every person on your team. Inclusive design lifts everyone.

Understanding the Double Empathy Problem. Autistic people are not deficient in empathy. But there is often a genuine mismatch in communication styles between Autistic and non-Autistic people — and the burden of bridging that gap should not fall solely on the Autistic person. This is a two-way street.

The why behind everything I do

I am a Content Developer at Empower Autism. I speak at conferences — including the Neurodivergent Minds Conference, the Neurodivergent Affirming Therapy Conference, the Neurodivergent Wellbeing Conference, and the Brisbane and Gold Coast Disability Expos. I host over 60 episodes of conversations that I believe matter.

But underneath all of it is something simple: I do this work because I wish someone had done it for me.

I wish I had seen more Autistic people living authentically before I spent years trying to fit myself into spaces that weren’t built for me. I wish workplaces had understood what burnout was before it reached the point of no return. I wish someone had stood in a room of managers and HR leaders and said, “this is what’s happening to your people, and here is what you can actually do about it.”

I deliver the conversation that moves people from knowing to doing.

That is the work. That is what drives me to press record, to step onto a stage, to write, to speak, to create. Because somewhere out there is an Autistic person burning out in a workplace right now — and somewhere out there is a manager who genuinely doesn’t know what they’re missing, or what they could change.

My job is to close that gap.

Why I Started The Deep Dive Podcast

And Why I'll Never Stop Talking About Autistic Burnout

Author Michael Coles | Published 20 August 2026

About the Author

Michael Coles knows what it’s like to spend decades in a world that wasn’t designed for the way his mind works. Diagnosed with autism at age three, then again with Asperger’s Syndrome at 35, and rediagnosed with Autism Spectrum Disorder in 2017, his journey to understanding himself — and being understood — has been anything but linear. He was also diagnosed with Expressive and Receptive Language Disorders in 2024, and ADHD in 2025.

Michael currently works as an accessibility advocate and neurodivergent entrepreneur; hosting his podcast The Deep Dive AU and supporting other Autistic people as a Content Developer and Mentor for Empower Autism’s Empowered Pathways program are just some of the ways he is dedicated to building a more inclusive Australia.