Neurodiversity & Neuroinclusion Blog

Practical neuroinclusion ideas for nurseries and early years teams, including communication, language, environment and everyday support.

How sensory-smart workplace design can move beyond open-plan offices, reducing cognitive and sensory load through clearer choices, spaces and working norms.

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.

A practical 10-point self-audit for managers who want clearer expectations, fairer support and day-to-day habits that make neuroinclusion stick.

If you’re commissioning neurodiversity training for managers in the UK, here’s the uncomfortable truth: Most sessions are informative, well-intentioned, and still don’t change how managers manage. To change behaviour, training must teach managers what to do differently in the moments that matter: setting expectations, prioritising work, running meetings, giving feedback, and handling reasonable adjustments confidently. This post gives you a practical manager-training agenda y

Why dyslexia is not a deficit but a compatibility problem between people and systems, and how better design can unlock different strengths at work.

Short answer: you don’t have to. Many people thrive without telling anyone; others unlock vital support by sharing the right information with the right person at the right time. This guide sets out the trade-offs, timing, scripts, and privacy essentials so you can choose deliberately. Do you have to tell your employer? No. There’s no general legal duty to disclose a disability or neurodivergent condition. If you do tell them, they are expected to act supportively and consider

If you’re commissioning neurodiversity training, you probably want the same things every employer wants: practical change, not a tick-box session confident managers fewer misunderstandings and less rework a reasonable adjustments process people trust delivery that’s accessible and professional This FAQ answers the questions HR, L&D, DEI leads and managers ask most often—so you can buy training with clarity. If you want to explore Divergent Thinking’s training options, start h

If you’re searching “reasonable adjustments examples” for neurodiversity, you want specifics—not slogans. Below is a plain-English guide with high-impact changes you can put in place this quarter, grounded in UK guidance and credible standards. Use it whether you’re an employee crafting a request or a manager building a baseline support menu. Under the Equality Act 2010, employers must make reasonable adjustments to remove substantial disadvantage for disabled workers—which i

A practical UK guide to occupational health referrals: when they help, how managers should frame questions, what employees can expect and how to turn a report into useful workplace decisions.

Most workplaces don’t have a neurodiversity “problem”. They have a clarity problem. Neurodiversity simply makes the costs of vague communication, messy meetings, and shifting priorities show up faster—and hit harder. So a practical introduction for teams shouldn’t be a list of diagnoses. It should be a guide to working well together without mind-reading. If you’re looking for an interactive session for your team (online or in-person), the training options are here: https://ww

Practical UK examples of reasonable adjustments for autistic, ADHD, dyslexic and dyspraxic employees—plus guidance on making support work.

Practical examples of reasonable adjustments at work for employers and managers, showing how small changes can remove major barriers.

Separate tools that help people organise work from systems that score people, then set evidence, accessibility and review standards for each use.

Why Dyslexia Awareness Week matters for adults too, and what workplaces can learn from raising the volume on dyslexia, support, and inclusion.

Onboarding sets the tone for everything that follows. If a new starter spends their first weeks trying to decode vague expectations, chase missing information or hide support needs, the organisation is already losing energy it could have invested in confidence, belonging and performance. That is why neuroinclusive onboarding matters so much. It is not a “nice to have” extra after recruitment. It is one of the clearest places where inclusion either becomes real or falls apart.

Autism in the workplace is still too often framed as a problem to manage rather than a difference to understand properly. That is one reason so many autistic employees end up spending energy not just on their jobs, but on decoding vague expectations, managing sensory overload, navigating unclear communication and masking their natural way of working. Practical support makes a difference because many workplace difficulties linked to autism are not caused by lack of ability. Th

How ADHD can affect daily working life, where avoidable friction appears and which practical workplace adjustments, coaching and management approaches help.

A practical UK guide to the Access to Work grant, funding and support for neurodivergent people, including ADHD, coaching, eligibility and how to apply.