Neurodiversity & Neuroinclusion Blog

A sustained role in Newcastle University’s dyspraxia research brought lived experience into questionnaire design, recruitment and the early development of a proposed intervention for adults with dyspraxia.

A story of dyslexia, social entrepreneurship and turning difference into practical impact, leadership and systems change.

A tailored session helped staff at Doughty Street Chambers respond more clearly and confidently when clients, visitors or colleagues may be overwhelmed, distressed or communicating differently.

If you change role, get a new manager, or move between sites, agreed adjustments can evaporate. A workplace adjustment passport prevents that. It’s a short, living record of how your condition affects work and what support has been agreed—carried by the employee, recognised by the employer, and reviewed regularly. ACAS explicitly recommends passports as a simple way to record and revisit reasonable adjustments. What a passport is—and isn’t A passport is not a diagnosis form o

A good research toolkit can still sit unused. Here is what Queen Mary and Divergent Thinking learned about turning autistic-informed evidence into everyday digital practice.

A tailored startup and scale-up session connected cognitive difference with innovation, performance and the practical design of work.

Why neurodiversity inclusion strategy matters commercially, culturally and operationally, and how organisations can think about return on investment.

When the Daily Echo ran the story about me being selected for Bournemouth University’s inaugural 30 Under 30 honours list, it felt like far more than a personal milestone. For anyone who does not know, Bournemouth University’s 30 Under 30 list was created to recognise graduates who had gone on to do notable things in their fields — people seen as making an impact through innovation, leadership, creativity or public contribution. To be included was, in itself, a huge honour. B

Most corporate training is polished, popular — and forgettable. Slides are tidy, feedback is warm, and yet behaviour at work barely shifts. Neuro-inclusive training solves the problem by designing for how people actually learn, not how we hope they learn. The best scaffold for this is Universal Design for Learning (UDL): multiple ways to engage, multiple ways to take in information, and multiple ways to show understanding (CAST, 2018). Done well, UDL reduces cognitive load, r

Why spiky profiles can become specialist strengths, and how moving beyond the generalist trap can help neurodivergent people build more sustainable careers.

In the evolving landscape of British employment, a significant shift is occurring in how we perceive talent. Traditionally, support for neurodivergent individuals—those with ADHD, autism, dyslexia, dyspraxia, and other cognitive differences—has been gated behind a medical model. Access to adjustments or understanding often required a formal "label" or a clinical letter. However, forward-thinking organisations are now moving toward a more sophisticated, person-centred approach

A clear guide to neurodiversity meaning, neurodiverse and neurodivergent language, common types, examples, disability and workplace support.

An evidence-led UK guide to Tourette syndrome, neurodivergence, disability, adult-onset questions, reasonable adjustments and workplace support.

Reflections on neurodivergent unemployment, lost potential and why employers need to redesign work, recruitment and support rather than waiting for talent to fit broken systems.

We’re delighted to share that Divergent Thinking has been named a finalist at the Watford Chamber of Conscience SME Hertfordshire Business Awards 2026. Founder Nathaniel Hawley has been shortlisted in the Entrepreneur of the Year category — a milestone that means a great deal after a year of real growth, national recognition and continued momentum for the business. As a neurodivergent-led organisation, this recognition feels especially meaningful. Divergent Thinking was built

On a recent episode of the Conscious Curiosity podcast by Conscious Clarity, Frank and I ended up in territory that usually makes HR teams a little uneasy. We were discussing the now-famous 2017 Harvard Business Review article on neurodiversity at work. In many ways, that article helped move the conversation forward. It pushed employers to see that cognitive difference was not simply a problem to manage, but a source of value they had been overlooking. But as we talked, I fou

We’re proud to share that Divergent Thinking has won the Making a Difference Award (Independent) at the National Learning Disabilities & Autism Awards 2026. This recognition means a great deal to us. Divergent Thinking was built from lived experience, and from a belief that neurodivergent people should not have to break themselves to belong. From the beginning, our mission has been to help create fairer, more accessible environments where neurodivergent people can be understo

Creating a truly neuroinclusive work environment is no longer a nice-to-have. It is essential for organisations aiming to improve performance, wellbeing, and retention. Neurodiversity encompasses a range of cognitive differences including autism, ADHD, dyslexia, and more. These differences bring unique strengths and challenges that, when understood and supported, can transform workplaces. In this post, I will share clear, practical, and evidence-informed strategies to help yo

If you’re HR or L&D, you already know the pattern: You commission neurodiversity training, people enjoy it, and then nothing changes. Managers still avoid adjustments conversations. Meetings still have no outcomes. People still “pick things up” through unwritten rules. This guide is a procurement-ready checklist designed to help you buy training that changes behaviour—not just awareness. If you want to see Divergent Thinking’s training options for managers and teams, start he

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