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.

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:..

A plain-English explanation of what ADHD can feel like day to day, including attention, energy, overwhelm, time, motivation and practical support needs.

Healthcare is one of the hardest places to get neuroinclusion right because the pressures are real: understaffing, high cognitive load, shift work, sensory overload, urgent decisions, unpredictable routines and limited time. That can make reasonable adjustments sound like a luxury rather than a necessity. But in practice, the opposite is often true. When adjustments are delayed or treated as optional, teams lose talent, staff burn out faster, and avoidable friction makes alr

Divergent Thinking helped turn accessibility goals into practical training for educators, partners and STEM organisations.

A new Divergent Thinking article in Business Age explains why growing SMEs should build neuroinclusion into everyday systems before informal habits become costly operational debt.

Sensory needs are often treated as “preferences”. In reality, sensory load can be a barrier to performance—especially in modern workplaces built around open-plan noise, hot-desking, bright lighting, constant interruptions, and back-to-back video calls. This isn’t a niche issue. It affects focus, decision-making, stress levels, and burnout risk across teams. Neurodivergent people may feel it more intensely, but everyone benefits when environments reduce unnecessary sensory fri

How the right university support can transform a neurodivergent life, from confidence and access to belonging, study strategies and future work.

Line managers have more impact on neuroinclusion than most policies ever will. They shape how work is explained, how safe it feels to ask for support, how flexible the team can be, and whether difference is treated as a problem or as part of normal working life. That matters because the capability gap is still real. The CIPD’s Neuroinclusion at Work report found that only 18% of employers said line managers receive training on how to respond when an employee says they ar

A webinar with Nonprofit Builder was followed by practical support and an evergreen article about clarity, meetings and wor.

Most reasonable adjustments processes fail for one of three reasons: They’re too medicalised (people feel they need a diagnosis to be taken seriously). They’re too inconsistent (depends on the manager). They’re too vague (“Tell us what you need”) without giving a structure to figure it out. A good adjustments conversation is practical, consent-first, and focused on work design—not personal disclosure. This post gives you a simple manager script you can use in 15–30 minutes, p

Why neurodiversity and career progression matter for future leaders, and how organisations can stop overlooking potential because it does not look conventional.