A practical manager guide to neurodiversity and workplace conflict, with ways to reduce communication clashes and fix systems, not people.

A practical guide to neurodiversity performance management, helping managers move beyond awareness into fair, clear, supportive conversations.

Collaboration spotlight: Neurodiverse thinking is a competitive advantage (with Huckletree) For Neurodiversity Celebration Week, we teamed up with Huckletree to publish a piece on something founders and operators feel every day, even if they don’t call it “neuroinclusion”: The companies that win aren’t always the ones with the most people. They’re often the ones with the widest range of thinking styles, and the clearest systems for turning that thinking into action. Huckletre

A practical employer guide to neurodiversity and AI at work, covering risks, bias, vendor questions, accessibility, and responsible use.

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

with Alexandra Standley For Neurodiversity Celebration Week, we wanted to explore something a little different from the usual workplace posts. Because sometimes the thing that drains your energy isn’t your workload. It’s the “small” stuff your body has to tolerate all day. That’s why we teamed up with Alexandra Standley for this guest piece on sensory comfort and style: https://www.alexandrastandley.co.uk/post/neurodiversity-style-sensory-comfort If you’ve ever stood in front

Most neurodiversity-related tribunal cases do not begin with hostility. They begin with drift. A manager notices that an employee is struggling, but assumes it is a performance issue. A support request is raised, but gets delayed. Communication remains vague. Adjustments are discussed, but not implemented. Trust drops. Stress rises. Performance concerns escalate. By the time the organisation is thinking legally, it has often already mishandled the practical part. That is why

For day 2 of Neurodiversity Celebration Week, we teamed up with Jacki Edry for a guest piece on her new “Organizing Minds” series: Organizing Minds: The Hidden Weight of “Keeping It All Together”. Jacki’s framing is the reason this collaboration felt like such a natural fit: the aim isn’t to “fix” people, it’s to reduce the invisible load that piles up when systems assume one default brain. Jacki's book Moving Forward Here’s the heart of the piece (and why it matters at work

A personal reflection on moving beyond the inspirational neurodivergent story and building a more honest, useful version of advocacy.

Key insights from an Association of Apprentices neurodiversity event, with practical lessons for supporting neurodivergent apprentices.

Why neurodiversity at work needs equity, not just awareness, and how organisations can move from good intentions to meaningful change.

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

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

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

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 (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

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

A practical guide to using divergent thinking for creative problem solving, innovation, and more inclusive decision-making at work.

Practical ways to use divergent thinking and neuroinclusive innovation to improve workplace creativity, problem solving, wellbeing, and performance.