Neurodiversity & Neuroinclusion Blog

Most managers don’t need more theory. They need a repeatable way to reduce confusion, rework, and overload—fast. The good news: a huge amount of neuroinclusion is just clarity , applied consistently. This post gives you a simple 30-minute “clarity upgrade” you can run with your team this week. It reduces friction for everyone, and it’s especially helpful for neurodivergent colleagues (without requiring anyone to disclose anything). If you want a session that teaches managers

Most managers don’t mean to create exclusion or risk. The problem is that everyday management defaults—vague priorities, informal feedback, chaotic meetings—create predictable failure modes. Neurodiversity training for managers should make those failure modes visible, then replace them with practical behaviours that improve performance for everyone. This post lists 12 common mistakes I see across organisations, and a simple fix for each. If you want manager-ready training (o

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

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 looking for neurodiversity training, you’ll notice the market is all over the place. Some providers charge very little for a generic webinar. Others charge significantly more for tailored work. The difference isn’t just “brand”. It’s what you’re actually buying: a talk, a skills session, a behaviour change programme, or a systems intervention. This post explains what drives cost, what’s worth paying for, and how to buy neurodiversity training in a way that delivers

If you’re HR or L&D, you already know the pattern: You commission neurodiversity training, people enjoy it, and then nothing changes. Managers still avoid adjustments conversations. Meetings still have no outcomes. People still “pick things up” through unwritten rules. This guide is a procurement-ready checklist designed to help you buy training that changes behaviour—not just awareness. If you want to see Divergent Thinking’s training options for managers and teams, start he

A lot of workplace burnout isn’t caused by “too much work”. It’s caused by too much invisible work : constantly decoding vague expectations compensating for unclear priorities tracking decisions that aren’t written down managing interruptions and context switching masking differences to avoid judgement doing emotional labour to seem “fine” Neurodivergent people often carry a disproportionate share of this invisible load—but the underlying problem is usually the same: work is

For Neurodiversity Celebration Week Divergent Thinking and the Blind Institute of Technology share practical, low-cost fixes that make hiring and training clearer, more accessible, and more effective. Poster of an event BiT and DT did together last year For Neurodiversity Celebration Week, we teamed up with the Blind Institute of Technology (BIT) to publish a guest piece on a topic that sits right at the overlap of accessibility and neuroinclusion: If your systems aren’t des

Nine practical manager scripts that reduce ambiguity, support neuroinclusive communication, and make everyday workplace conversations more effective.

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.

A simple way to measure whether neurodiversity training worked, focusing on manager confidence, behaviour change, and reduced workplace friction.

A lot of neurodiversity training is well-intentioned and still ineffective. It raises awareness, gives people new language, and then… nothing changes. Meetings stay messy. Priorities stay vague. Adjustments stay inconsistent. Managers stay unsure. If you’re commissioning training, you’re not buying a slideshow. You’re buying behaviour change. This guide is a practical checklist to help you choose training that actually improves day-to-day work—and avoids “awareness theatre”.

A practical guide to workplace adjustments and neuroinclusive support that helps managers reduce friction and improve employee wellbeing.