Divergent Blog

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.