The DXC Dandelion Program is a supported employment initiative for neurodivergent people seeking to build careers in information technology. DXC says it combines tailored recruitment, work experience, technical and vocational learning, workplace awareness, and on-site support; it is not simply a technical training course.
How the DXC Dandelion Program works
DXC says the program began in Australia in 2014 to help neurodivergent people develop skills and build long-term IT careers. Its public description includes people with autism, ADHD, or dyslexia. The model addresses both participants’ preparation and the workplace conditions around them.
- Adapted selection and recruitment: participants are recruited through a program-specific process.
- Work experience and learning: the program includes practical experience and technical and vocational development.
- Workplace preparation: DXC provides awareness training and supports organizational change so teams are better prepared to work inclusively.
- Employment and continuing support: tailored employment and holistic on-site support are part of DXC’s stated approach.
In an October 2022 expansion announcement, DXC said prior professional experience was not required at that time. That was a statement about the program then, not a guarantee for every current role or location. Applicants should check local eligibility and vacancy details.
Where the program operates—and where to look for openings
DXC’s current program page lists operations in Australia, the United Kingdom, Italy, Poland, Bulgaria, the Netherlands, Egypt, and the Philippines. This country list describes where DXC says the program operates; it does not confirm that applications are open in every country now.
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The program has expanded through dated local announcements. DXC described the UK as its first new location after a 12-month pilot in 2022, with Bulgaria, Poland, and the Philippines to follow. In July 2024, DXC announced an Italy launch and said applications were then open for software application development roles in Rome through global partner Untapped Talent. In December 2025, DXC announced a partnership with Egypt’s ITIDA. ITIDA describes a planned pathway to equip up to 60 neurodivergent people with technical and professional skills, with potential routes toward technology employment.
These announcements are not proof of current vacancies. To find an application route, check DXC’s Dandelion Program page and the relevant country or partner’s current notices. For the Egypt initiative, consult ITIDA’s program page.
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What DXC reports about results
On its program page, accessed in September 2026, DXC reports the following figures. They are company-reported measures; the public material cited here does not provide enough methodological detail to treat them as independent evaluations or causal estimates.
| Measure | DXC-reported figure |
|---|---|
| Employment retention rate | 92% |
| Increase in overall productivity of participating teams | 30–40% |
| Job satisfaction reported by neurodivergent people | 75% |
| Employment opportunities created globally | 350+ |
| Investment in research | $2.6 million+ |
| Teams established globally | 29 |
| Organizations accessing open-sourced material | 600+ |
| Neurodiversity hubs established with universities and research partners | 12+ |
In a separate 2024 Australia-focused announcement, DXC reported that 91% of 1,410 neurodivergent and neurotypical Australians surveyed believed organizations should do more to support long-term employment for neurodivergent people. DXC also reported average time in a role of 4.4 years for neurodivergent Australians and 9.1 years for neurotypical Australians. These are survey figures reported by DXC and apply to the Australian context, not automatically to other countries.
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The program’s design connects access to a job with preparation for sustained participation at work. Employers assessing a similar approach can look at whether it:
- adapts recruitment and onboarding rather than relying on a single standard process;
- builds job-relevant skills through training and work experience;
- prepares coworkers and managers through workplace awareness and organizational changes; and
- provides continuing support after placement, rather than ending assistance when hiring is complete.
The United Nations partnership listing likewise describes a two-part approach: developing participants’ skills and helping workplaces make changes that support success. DXC names SAP, NAB, Olga Tennison, La Trobe University, and Autism CRC among its technology, industry, and research partners. Those relationships illustrate the wider ecosystem, but do not establish that every named organization currently hires through the program.
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