Divergent Blog

Dyspraxia (also known as Developmental Coordination Disorder) is often misunderstood as “clumsiness”. In reality, it can affect coordination, sequencing, processing speed, fatigue, handwriting, time estimation, and the effort it takes to organise tasks—especially under pressure. In work settings, the biggest barriers are usually environmental : rushed timelines, unclear processes, admin-heavy workflows, and sensory overload. This post is a practical guide for managers and tea

This week brought a special moment as Eastleigh College (SHCG) published a feature on Nat Hawley, an alumnus whose path from studying Art, Media and Design to founding Divergent Thinking offers a powerful story about building neuroinclusive workplaces. Nat’s journey shows how creativity and lived experience can shape meaningful work that supports diverse ways of thinking. Discovering a Path at Eastleigh College Nat attended Eastleigh College in 2010–2011, completing a Level 3

Creating an inclusive workplace is no longer just a nice-to-have; it’s a business imperative. Organisations that embrace diversity and inclusivity see better performance, higher employee wellbeing, and improved retention. One powerful but often overlooked tool to foster inclusivity is divergent thinking . This approach to problem-solving encourages exploring multiple ideas and perspectives, which naturally supports a more inclusive environment. In this post, I’ll share practi

Most workplace documents quietly test working memory. We hide decisions inside dense paragraphs, bury actions in polite sign-offs, and use formatting that fights the eye. Neuro-inclusive documentation treats text as assistive technology : it reduces cognitive load, makes intent obvious, and lets people act without decoding. The problem isn’t literacy — it’s load Cognitive load theory is blunt: when extraneous load is high (formatting noise, unclear structure), germane load (t

This week, Divergent Thinking was featured in the St Albans Times (Issue 164) during Neurodiversity Celebration Week. The article highlighted practical neuroinclusion strategies that local employers can adopt with ease. Neuroinclusion often gets misunderstood as “special treatment,” but it is really about removing unnecessary barriers so everyone can perform at their best. The piece shared three simple, clarity-first tweaks that require no big budget or new policies—just smal

Dyslexia isn’t a sign someone is “bad at words”. It’s a difference in processing that can show up in reading, spelling, speed of written work, and working memory—especially under pressure. The workplace mistake is to treat dyslexia support as either: “Just use Grammarly,” or “They can’t do writing tasks.” Neither is true. The real solution is better work design: clearer briefs, better templates, smarter review cycles, and tools that reduce unnecessary friction. This post is a

Neuroinclusion in Social Care: 5 Practical Adjustments That Strengthen Staff Confidence By Jade Bossman-Yankey, Senior People Manager at Log My Care Working in social care is incredibly rewarding, but it’s also one of the most demanding environments to be part of. The pace is fast, the emotional weight is real, and the responsibility is huge. It asks a lot from every person on the team. Before moving into People & Culture, I actually started my career in social care myself,  

Creativity is often seen as a mysterious gift, something that strikes like lightning. Yet, in the workplace, creativity is a skill that can be nurtured and developed. One of the most effective ways to unlock creativity is through a process called divergent thinking . This approach encourages exploring many possible solutions rather than settling on the first idea that comes to mind. For organisations aiming to build neuroinclusive workplaces, fostering this kind of thinking c

Most workplaces still assume people are interchangeable 9–5 machines. They’re not. Human alertness, memory, mood and error-risk all follow circadian patterns—and they vary by chronotype  (morningness–eveningness). When work time fights body time, you get “social jetlag”: chronic sleep loss, lower cognitive performance and higher health risks. Align the job with the clock inside the person and you improve sleep, thinking quality and retention—without heroic policies or medical

Most “autism at work” advice fails in two ways: It leans on stereotypes (social skills, eye contact, “high/low functioning”). It gives vague guidance (“be understanding”) without changing the systems that create friction. Autism isn’t one profile. It’s a different neurotype interacting with an environment. When the environment is predictable, clear, and sensory-considerate, autistic people often thrive—and teams become more effective for everyone. This is a practical guide fo

Creating workplaces that truly embrace neurodiversity is no longer a nice-to-have but a strategic imperative. Organisations that prioritise neuroinclusion see improvements in performance, wellbeing, and retention. One powerful tool to advance this goal is the use of neuroinclusive innovation strategies that foster creativity and problem-solving from diverse cognitive perspectives. In this post, I will explore how divergent thinking plays a crucial role in enhancing neuroincl

Creating workplaces that truly embrace neurodiversity is no longer a nice-to-have but a strategic imperative. Organisations that want to improve performance, wellbeing, and retention must rethink how they innovate and solve problems. One powerful approach is to harness the potential of divergent thinking to enhance neuroinclusive innovation strategies. This blog post explores how this mindset can transform your workplace culture and processes, making them more inclusive and e

Short version:  autistic burnout is not ordinary “stress”. It’s a prolonged state of exhaustion, reduced capacity and often a temporary loss of skills, typically triggered by chronic load, sensory overwhelm and a mismatch between expectations and support. It is preventable—and recoverable—when you redesign work and honour your legal duties.   What autistic burnout is (and isn’t) Peer-reviewed studies define autistic burnout as a syndrome arising from chronic life stress  and

ADHD isn’t a “motivation problem”. It’s a regulation and design problem. Plenty of people with ADHD can think quickly, spot patterns, generate ideas, and solve complex problems. The friction usually appears in environments that rely on invisible priorities, constant interruptions, unclear briefs, and “just manage your time better” advice. This post is a practical guide for managers: what goes wrong, what to change, and how to support performance without making it personal. If

Creating workplaces where everyone feels valued and able to contribute fully is no longer a nice-to-have. It’s essential for organisational success. Neuroinclusive workplace thinking is about recognising and embracing the diverse ways people think, process information, and solve problems. This approach not only improves wellbeing and retention but also drives innovation and performance. In this post, I’ll share practical insights on how to leverage divergent thinking to buil

Many adults who benefit from ADHD-informed support don’t have a formal diagnosis. Waiting for paperwork turns ordinary work into attrition. The UK legal and clinical position is simpler than most policies imply: act on need . Provide proportionate, evidence-based adjustments; escalate only when bespoke solutions are required. That’s lawful, fair, and better for performance. ADHD is a regulation issue, not a character flaw ADHD affects attention and executive functions: initia

Creating workplaces where everyone feels valued and supported is no longer optional. Organisations that prioritise neuroinclusion see improvements in performance, wellbeing, and retention. One powerful approach to fostering neuroinclusive environments is through neuroinclusive thinking strategies that embrace diverse cognitive styles. Among these, divergent thinking plays a crucial role in unlocking creativity and problem-solving potential across teams. Why Neuroinclusive Th

Innovation is often seen as the lifeblood of successful organisations. Yet, many companies struggle to consistently generate fresh ideas that lead to meaningful change. One powerful way to unlock innovation is by embracing neurodiverse creative approaches. These methods tap into the unique cognitive styles of individuals, particularly those who think differently from the norm, to foster creativity and problem-solving in ways that traditional methods may overlook. In this post

Creating a truly inclusive workplace means recognising and supporting the diverse needs of all employees. Autistic individuals bring unique strengths and perspectives that can significantly benefit organisations. However, without the right support, they may face unnecessary challenges that affect their wellbeing and performance. In this post, I will share clear, practical, and evidence-informed strategies to enhance autistic employee workplace support in UK organisations. The

Creativity is often seen as a mysterious gift, something that only a few possess. Yet, in today’s fast-paced and complex work environments, creativity is a skill that organisations must cultivate deliberately. Unlocking creative potential is not about waiting for inspiration to strike but about fostering an environment where new ideas can flourish. One of the most effective ways to do this is by encouraging divergent thinking. Fostering Creative Thinking: Why It Matters In me