Neurodiversity & Neuroinclusion Blog

A practical guide to how different cognitive styles can improve innovation, problem-solving and performance—and what leaders can change to unlock the value.

Practical UK examples of reasonable adjustments for autistic, ADHD, dyslexic and dyspraxic employees—plus guidance on making support work.

Africa Dyslexia Organization brought a large international cohort together for practical, interactive neurodiversity learning that continued beyond the live session.

Success does not have to mean fitting neatly into someone else’s version of a good career. For many neurodivergent people, that is one of the most important shifts. Traditional career advice is often built around a narrow model of professionalism: linear progression, consistent output, ease with networking, comfort with ambiguity, and the assumption that everyone thrives in the same kinds of environments. But neurodivergent careers do not always follow that pattern, and that

Two linked Lewisham Council workshops helped young people and employers build a shared, practical approach to neuroinclusive employment.

A personal reflection on neurodivergent entrepreneurship, specialist strengths and why square pegs often build better systems than the boxes they were expected to fit into.

Remote and hybrid work can be a huge advantage for some neurodivergent employees — and a real struggle for others. That is why managing a neurodiverse remote team is not really about one perfect policy. It is about understanding how home working, hybrid routines, digital communication and autonomy affect different people in different ways, then designing work so fewer people are disadvantaged by default. The CIPD’s neuroinclusion guide makes this broader point well: neuro

A preview, hybrid session and practical resources helped Partnership for Young London staff connect neurodiversity with accessible youth support.

Why neurodiversity matters in the age of AI, and how different thinking, pattern recognition and human judgement can become strategic advantages at work.

When I look back at my speech at GQ’s 25th Anniversary Auction in 2013 , it feels like I am looking at a different version of myself — and, in many ways, a different world. At the time, standing on that stage felt almost impossible to comprehend. I was a young person who had already spent years being underestimated, years being told in different ways that I did not quite fit, that I was not quite what the system knew how to do with. To then find myself in a room full of influ

How Divergent Thinking helped Tower Hamlets Young WorkPath connect neurodivergent strengths with accessible routes into employment and apprenticeships.

A workplace-focused look at why neurodiversity is becoming a core part of diversity, equity and inclusion, not a niche topic or awareness campaign.

The phrase “ADHD overdiagnosis” gets searched a lot because rising diagnosis numbers can look alarming from the outside. But higher diagnosis rates do not automatically mean ADHD is being diagnosed too freely. In the UK, the latest high-quality reviews are actually pointing in the opposite direction: the 2025 and 2026 work around the NHS England ADHD Taskforce and the recent British Journal of Psychiatry editorial both say there is no robust evidence that ADHD is overd

How a practical session with The Purpose Collective turned dyslexia-friendly newsletter principles into immediate edits and a public Neurodiversity Celebration Week collaboration.

Our founder, Nat Hawley, has written for Workplace Insight about cognitive access as a workplace design issue. Inclusion is shaped not just by individual adjustments, but by everyday working conditions: how priorities are communicated, decisions recorded, meetings organised and focus protected. The article explores why physical environments, digital systems and management practices need to work together—and why basic clarity should not depend on someone disclosing a diagnosis

Most onboarding fails for a simple reason: it relies on mind-reading. New starters are expected to “pick things up”, decode norms, and understand priorities that no one has written down. People who already match the dominant communication style often cope. Everyone else pays a tax—especially neurodivergent staff, international hires, career changers, and anyone new to the sector. This isn’t just an inclusion issue. It’s a performance issue. Unwritten rules slow productivity,

Reflections on being featured in Svenska Dagbladet and why different minds are needed in work, leadership, creativity and social change.

I recently went back and read an old BBC Newsbeat article about me from 2015. The headline still lands heavily: “Social anxiety: ‘I spent years scared to leave my room.’” At 23, I was the face of a statistic: 35% of unemployed young people were too anxious to leave the house. At the time, the story was framed around my struggle — my fear, my anxiety, my difficulty coping with everyday life. And to be fair, that struggle was real. But reading it now, as the founder of Diver

A highly rated workshop developed into practical content and discussions about further learning.

If you’re trying to build a neuroinclusive workplace, you’ll eventually face this question: Do we need training, an audit, coaching—or all three? The honest answer: it depends on what problem you’re solving. This guide helps you choose the right starting point based on your current situation, urgency, and desired outcome. It’s written for HR, L&D, DEI leads, and leaders who want clarity without jargon. If you already know you want training for managers or teams, start here:..