Neurodiversity & Neuroinclusion Blog

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.

How neuroinclusive growth strategies help organisations attract different minds, support talent, adapt under pressure, and grow sustainably.

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

Explore how divergent thinking strengthens workplace inclusion by helping teams surface more ideas, reduce bias, and design better support.

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.

How divergent thinking strengthens neuroinclusive teams by widening idea generation, reducing hidden barriers, and improving everyday innovation.

A clear introduction to leveraging divergent thinking so organisations can build more inclusive, creative, and effective workplaces.

Learn how neuroinclusive thinking strategies help teams use divergent thinking to solve problems, share ideas, and support different cognitive styles.

Learn how neurodiverse creative approaches can improve workplace innovation, unlock overlooked strengths, and support better team problem solving.

How leaders can foster creative thinking at work by encouraging divergent thinking, psychological safety, and more inclusive ways to share ideas.

Why divergent thinking is central to neuroinclusive workplaces, from better problem solving to stronger wellbeing, performance, and retention.