Neurodiversity & Neuroinclusion Blog

What neurodivergent candidates actually look for in recruitment: clarity, adjustment routes, predictable stages, job-relevant assessment and evidence of real inclusion.

How inclusive hiring helps organisations access neurodivergent talent by reducing barriers in job adverts, interviews, adjustment requests and selection processes.

Neurodiversity has become a popular topic in workplace inclusion conversations. Many organisations want to embrace it, but often fall into the trap of using buzzwords without creating real change. A recent podcast episode on Conscious Curiosity with Franck Brown sheds light on what happens when companies try to support neurodivergent employees but rely on oversimplified ideas or one-size-fits-all solutions. This post explores key insights from that discussion and offers pract

When people “miss easy things”, it’s rarely motivation. It’s executive function load: initiation, prioritisation, working memory, and switching being over-taxed by the way work is designed. Neuro-inclusive teams don’t wait for willpower; they change the conditions so the brain can get started, stay on track, and finish. Executive function, briefly Executive functions are the brain’s control processes—starting tasks, holding steps in mind, sequencing, resisting distraction, sh

Most “focus” advice assumes the problem is personal discipline. In reality, focus is heavily shaped by environment and work design: clarity of priorities interruptions and context switching meeting load cognitive load in communication unrealistic timelines and “always on” culture Neurodivergent people often feel the costs first, but everyone benefits when organisations design for cognitive stamina. This post explains what cognitive stamina is, what drains it, and the practica

How to design neuroinclusive recruitment that finds better talent by reducing ambiguity, improving job adverts and making interviews more job-relevant.

A practical guide to Access to Work for neurodivergent people, including what it can fund, who can apply and how to describe workplace barriers clearly.

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—clinically known as Developmental Coordination Disorder (DCD)—is a lifelong neurodevelopmental difference that affects motor coordination and often interacts with planning, working memory and time management. Adults may be bright, capable and creative, yet hit avoidable friction where jobs assume fast handwriting, tidy fine-motor control, or rapid task-switching. Good design removes that friction so talent can show. What dyspraxia is (in plain English) Clinical cons

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.

Most workplace documents quietly test working memory. We hide decisions inside dense paragraphs, bury actions in polite sign-offs, and use formatting that fights the eye. Neuro-inclusive documentation treats text as assistive technology: it reduces cognitive load, makes intent obvious, and lets people act without decoding. The problem isn’t literacy — it’s load Cognitive load theory is blunt: when extraneous load is high (formatting noise, unclear structure), germane load (th

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 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

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.