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:..

A plain-English explanation of what ADHD can feel like day to day, including attention, energy, overwhelm, time, motivation and practical support needs.

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.

How the right university support can transform a neurodivergent life, from confidence and access to belonging, study strategies and future work.

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

Why neurodiversity and career progression matter for future leaders, and how organisations can stop overlooking potential because it does not look conventional.

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.

How sensory-smart workplace design can move beyond open-plan offices, reducing cognitive and sensory load through clearer choices, spaces and working norms.

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

Why spiky profiles can become specialist strengths, and how moving beyond the generalist trap can help neurodivergent people build more sustainable careers.

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