Divergent Blog

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

Creating workplaces that truly embrace neurodiversity is no longer a nice-to-have. It is essential for organisations aiming to improve performance, wellbeing, and retention. One of the most powerful tools in this effort is fostering divergent thinking . This approach unlocks creativity and problem-solving by encouraging multiple perspectives and ideas, which is especially important in neuroinclusive environments. Understanding Neuroinclusion and Its Impact on Workplaces Neuro

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.