Neurodiversity & Neuroinclusion Blog

Most organisations talk about neurodiversity in the language of support. That matters. But it’s incomplete. Neurodiversity is also a performance advantage—when work is designed to let different cognitive styles contribute without being punished for being different. This isn’t a “superpower” pitch. It’s a practical explanation of where value shows up, what blocks it , and what leaders can change to unlock it. If you want a session for leaders, managers or teams on neurodiver

If you’re looking for neurodiversity training, you’ll notice the market is all over the place. Some providers charge very little for a generic webinar. Others charge significantly more for tailored work. The difference isn’t just “brand”. It’s what you’re actually buying: a talk, a skills session, a behaviour change programme, or a systems intervention. This post explains what drives cost, what’s worth paying for, and how to buy neurodiversity training in a way that delivers

People often search “can ADHD go away” when they are really asking something more specific: do symptoms fade, can support make life easier, and can someone stop meeting the criteria for ADHD later on? The clearest answer is that ADHD usually does not simply disappear , but symptoms, presentation and level of impairment can change over time . The CDC says ADHD symptoms can change with age, and the NIMH notes that symptoms continue into adulthood for many people, with in

Hiring should measure what matters for the job—not how fast someone can decode tiny text in a noisy room or navigate an inaccessible testing platform. This guide sets out lawful, evidence-based adjustments for psychometric and online assessments in the UK, so you can keep validity high and remove avoidable barriers. Your legal footing (in plain English) Under the Equality Act 2010, employers must make reasonable adjustments in recruitment where a disabled candidate would oth

If you’re HR or L&D, you already know the pattern: You commission neurodiversity training, people enjoy it, and then nothing changes. Managers still avoid adjustments conversations. Meetings still have no outcomes. People still “pick things up” through unwritten rules. This guide is a procurement-ready checklist designed to help you buy training that changes behaviour—not just awareness. If you want to see Divergent Thinking’s training options for managers and teams, start he

In a world that often prizes “normality”, Nathaniel Hawley’s TEDxSt Albans talk, Why we need neurodiversity , is a powerful reminder that our differences are not deficits. They are part of the natural variation of human experience. Drawing on lived experience of dyslexia, dyspraxia and autism, alongside expertise in applied neuroscience, Nathaniel challenges us to rethink the labels we use to define ourselves and others. Rather than seeing neurodivergence through a deficit-fo

For Neurodiversity Celebration Week (16–20 March), Tynemouth Nursery Group kindly handed their blog over to Divergent Thinking for a guest post on a topic that really matters in early years: neuroinclusion. You can read the original post here: Neuroinclusion in Nurseries: Simple Changes That Make a Big Difference . Tynemouth Nursery Group Logo Why we are sharing this collaboration We have been working with Tynemouth Nursery Group on practical neuroinclusion training. The po

A lot of workplace burnout isn’t caused by “too much work”. It’s caused by too much invisible work : constantly decoding vague expectations compensating for unclear priorities tracking decisions that aren’t written down managing interruptions and context switching masking differences to avoid judgement doing emotional labour to seem “fine” Neurodivergent people often carry a disproportionate share of this invisible load—but the underlying problem is usually the same: work is

On Tuesday 3 February 2026 , the legal community gathered at Deka Chambers for an event hosted by ABC Partnership called “Neuro-Inclusive Chambers: Building Understanding & Confidence.” I (Nat) led the session as the founder of Divergent Thinking , and what struck me most was this: the room was full of people who know the Bar demands exceptional thinking, but who are only just beginning to ask whether Chambers are truly designed for the full range of minds already work

For Neurodiversity Celebration Week Divergent Thinking and the Blind Institute of Technology share practical, low-cost fixes that make hiring and training clearer, more accessible, and more effective. Poster of an event BiT and DT did together last year For Neurodiversity Celebration Week, we teamed up with the Blind Institute of Technology (BIT) to publish a guest piece on a topic that sits right at the overlap of accessibility and neuroinclusion: If your systems aren’t des