Neurodiversity & Neuroinclusion Blog

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

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.

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

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.

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

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

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:..

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.

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.

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

A focused internal learning session helped Global Diversity Practice assess Divergent Thinking's approach and demonstrated how the approach could support future collaboration.

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.

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