Neurodiversity & Neuroinclusion Blog

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.