Neurodiversity & Neuroinclusion Blog

ADHD is often misunderstood as just being about distraction or “having too much energy”. In reality, it can affect almost every part of daily life — from routines, time management and memory to emotions, relationships, work and self-esteem. According to the NHS overview of ADHD , ADHD can affect people’s behaviour in ways such as inattentiveness, hyperactivity and impulsiveness, but those labels only tell part of the story. The more difficult part for many people is not und

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.

On 17 March 2026, we’re hosting an online roundtable called “Autistic-Inclusive Digital Communication Roundtable: Toolkit to Training” with Queen Mary University of London. The session is designed to do something we care about deeply at Divergent Thinking: turn strong research into practical training employers can actually use. You can view the event here: Autistic-Inclusive Digital Communication Roundtable: Toolkit to Training What makes this event feel important to us is th

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.

Build a credible business case for neurodiversity at work using your own recruitment, retention, adjustment and performance data—without inflated ROI claims.

People often search “can ADHD go away” when they are really asking something more specific: do symptoms fade, can support make life easier, and can someone stop meeting the criteria for ADHD later on? The clearest answer is that ADHD usually does not simply disappear, but symptoms, presentation and level of impairment can change over time. The CDC says ADHD symptoms can change with age, and the NIMH notes that symptoms continue into adulthood for many people, with inattentive

For years, the conversation surrounding neurodiversity in the workplace has been framed as a moral obligation—a corporate social responsibility initiative focused on doing the right thing. While the ethical argument is undeniable, relying solely on goodwill obscures a much sharper commercial reality. Building an inclusive environment is not just an HR initiative; it is a critical strategy for financial efficiency and risk management. When organisations fail to support their n

Interviews often measure how well someone tolerates ambiguity, speeded conversation, bright rooms and unfamiliar tech—not whether they can do the job. UK law expects employers to remove that disadvantage where it’s linked to disability. The result should be a fair test of the role, not of coping with the format. Here’s how to run interviews that hold standards high and stay lawful. Your legal footing (two plain-English rules) First, the Equality Act 2010 requires employers to

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

Most workplaces still assume people are interchangeable 9–5 machines. They’re not. Human alertness, memory, mood and error-risk all follow circadian patterns—and they vary by chronotype (morningness–eveningness). When work time fights body time, you get “social jetlag”: chronic sleep loss, lower cognitive performance and higher health risks. Align the job with the clock inside the person and you improve sleep, thinking quality and retention—without heroic policies or medical