Neurodiversity & Neuroinclusion Blog

Why neurodiversity matters in the age of AI, and how different thinking, pattern recognition and human judgement can become strategic advantages at work.

How Divergent Thinking helped Tower Hamlets Young WorkPath connect neurodivergent strengths with accessible routes into employment and apprenticeships.

A workplace-focused look at why neurodiversity is becoming a core part of diversity, equity and inclusion, not a niche topic or awareness campaign.

How a practical session with The Purpose Collective turned dyslexia-friendly newsletter principles into immediate edits and a public Neurodiversity Celebration Week collaboration.

Reflections on being featured in Svenska Dagbladet and why different minds are needed in work, leadership, creativity and social change.

A highly rated workshop developed into practical content and discussions about further learning.

If you’re trying to build a neuroinclusive workplace, you’ll eventually face this question: Do we need training, an audit, coaching—or all three? The honest answer: it depends on what problem you’re solving. This guide helps you choose the right starting point based on your current situation, urgency, and desired outcome. It’s written for HR, L&D, DEI leads, and leaders who want clarity without jargon. If you already know you want training for managers or teams, start here:..

Healthcare is one of the hardest places to get neuroinclusion right because the pressures are real: understaffing, high cognitive load, shift work, sensory overload, urgent decisions, unpredictable routines and limited time. That can make reasonable adjustments sound like a luxury rather than a necessity. But in practice, the opposite is often true. When adjustments are delayed or treated as optional, teams lose talent, staff burn out faster, and avoidable friction makes alr

Divergent Thinking helped turn accessibility goals into practical training for educators, partners and STEM organisations.

A webinar with Nonprofit Builder was followed by practical support and an evergreen article about clarity, meetings and wor.

A focused internal learning session helped Global Diversity Practice assess Divergent Thinking's approach and demonstrated how the approach could support future collaboration.

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.

A tailored session helped staff at Doughty Street Chambers respond more clearly and confidently when clients, visitors or colleagues may be overwhelmed, distressed or communicating differently.

Practical neuroinclusion ideas for nurseries and early years teams, including communication, language, environment and everyday support.

Why neurodiversity inclusion strategy matters commercially, culturally and operationally, and how organisations can think about return on investment.

In the evolving landscape of British employment, a significant shift is occurring in how we perceive talent. Traditionally, support for neurodivergent individuals—those with ADHD, autism, dyslexia, dyspraxia, and other cognitive differences—has been gated behind a medical model. Access to adjustments or understanding often required a formal "label" or a clinical letter. However, forward-thinking organisations are now moving toward a more sophisticated, person-centred approach

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

For Neurodiversity Celebration Week (16–20 March), Tynemouth Nursery Group kindly handed their blog over to Divergent Thinking for a guest post on a topic that really matters in early years: neuroinclusion. You can read the original post here: Neuroinclusion in Nurseries: Simple Changes That Make a Big Difference. Tynemouth Nursery Group Logo Why we are sharing this collaboration We have been working with Tynemouth Nursery Group on practical neuroinclusion training. The poi

Safety in ropes and off-ground work depends heavily on clear communication. When teams operate in noisy, fast-paced settings, messages must be understood the first time. Miscommunication can lead to accidents, near-misses, or delays that put everyone at risk. Neuroinclusion offers practical ways to improve how teams communicate and work together, especially under pressure. This post explores what neuroinclusive operations look like on shift, focusing on real-world solutions t

Separate tools that help people organise work from systems that score people, then set evidence, accessibility and review standards for each use.