Neurodiversity & Neuroinclusion Blog

Neurodiversity often remains an overlooked aspect in many professional environments, especially in Chambers. The fast pace, hierarchical structure, and high-pressure client demands can create hidden barriers for neurodivergent individuals. To address this, a new training module has launched on the ABC training portal, designed specifically for Chambers. This Neurodiversity Foundation Module aims to build a shared understanding and practical skills that improve inclusion and e

Dyspraxia (also known as Developmental Coordination Disorder) is often misunderstood as “clumsiness”. In reality, it can affect coordination, sequencing, processing speed, fatigue, handwriting, time estimation, and the effort it takes to organise tasks—especially under pressure. In work settings, the biggest barriers are usually environmental: rushed timelines, unclear processes, admin-heavy workflows, and sensory overload. This post is a practical guide for managers and team

This week brought a special moment as Eastleigh College (SHCG) published a feature on Nat Hawley, an alumnus whose path from studying Art, Media and Design to founding Divergent Thinking offers a powerful story about building neuroinclusive workplaces. Nat’s journey shows how creativity and lived experience can shape meaningful work that supports diverse ways of thinking. Discovering a Path at Eastleigh College Nat attended Eastleigh College in 2010–2011, completing a Level 3

Explore how divergent thinking strengthens workplace inclusion by helping teams surface more ideas, reduce bias, and design better support.

This week, Divergent Thinking was featured in the St Albans Times (Issue 164) during Neurodiversity Celebration Week. The article highlighted practical neuroinclusion strategies that local employers can adopt with ease. Neuroinclusion often gets misunderstood as “special treatment,” but it is really about removing unnecessary barriers so everyone can perform at their best. The piece shared three simple, clarity-first tweaks that require no big budget or new policies—just smal

Dyslexia isn’t a sign someone is “bad at words”. It’s a difference in processing that can show up in reading, spelling, speed of written work, and working memory—especially under pressure. The workplace mistake is to treat dyslexia support as either: “Just use Grammarly,” or “They can’t do writing tasks.” Neither is true. The real solution is better work design: clearer briefs, better templates, smarter review cycles, and tools that reduce unnecessary friction. This post is a

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,

A practical guide to using divergent thinking for creative problem solving, innovation, and more inclusive decision-making at work.

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

Practical ways to use divergent thinking and neuroinclusive innovation to improve workplace creativity, problem solving, wellbeing, and performance.

How divergent thinking strengthens neuroinclusive teams by widening idea generation, reducing hidden barriers, and improving everyday innovation.

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 a m

A clear introduction to leveraging divergent thinking so organisations can build more inclusive, creative, and effective workplaces.

Learn how neuroinclusive thinking strategies help teams use divergent thinking to solve problems, share ideas, and support different cognitive styles.

Learn how neurodiverse creative approaches can improve workplace innovation, unlock overlooked strengths, and support better team problem solving.

Practical support strategies for autistic employees in UK workplaces, with clear steps for managers, communication, adjustments, and inclusion.

How leaders can foster creative thinking at work by encouraging divergent thinking, psychological safety, and more inclusive ways to share ideas.

Why divergent thinking is central to neuroinclusive workplaces, from better problem solving to stronger wellbeing, performance, and retention.

A focused 90-minute neuroinclusion audit framework for leaders who want to spot barriers, prioritise action, and improve workplace support.

A clear Access to Work UK guide for neurodivergent professionals and managers, covering support, workplace adjustments, and practical next steps.