DIVERGENT BLOG

A 90-Minute Walk-Through Leaders Can Actually Do Most “audits” die in spreadsheets. Neuroinclusion improves when leaders walk the work —observing how information, space, time and decisions actually function on an ordinary Tuesday. This guide gives you a concise, repeatable 90-minute audit you can run quarterly. It’s lawful, light-lift, and focused on removing disadvantage  rather than collecting opinions. What this audit is (and isn’t) It’s a practical inspection of real work

A Plain-English Guide for Neurodivergent Professionals and Managers (2025) If you (or someone you manage) are autistic, dyslexic, dyspraxic or have ADHD, Access to Work (AtW)  can fund practical support so the job fits the person—without waiting for a lengthy clinical pathway. Here’s how it works, what it pays for, and how to apply quickly and cleanly. What Access to Work actually is AtW is a Department for Work and Pensions grant that pays for disability-related support to s

Dyslexia is not a measure of intelligence; it’s a difference in how information is processed—especially around phonological decoding, working memory, and processing speed. In modern workplaces, the biggest barrier isn’t spelling its workflow  designed for constant, rapid reading and immaculate, on-the-spot writing. Fix the workflow and most “performance issues” evaporate into simple design problems. What dyslexia typically affects (and what it doesn’t) Research consistently l

Most “communication issues” with autistic colleagues aren’t deficits in one direction. They’re mismatches between expectations, pace, salience, and style—the double empathy problem (Milton, 2012). When neurotypical norms are treated as the default, autistic communication gets misread as blunt, disinterested, or slow; when autistic norms dominate, neurotypical cues can feel opaque or indirect. Neuro-inclusive teams fix the system so meaning travels reliably in both directions.