Practical Neuroinclusion Strategies from Divergent Thinking in St Albans Times

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 small changes in daily work habits. These adjustments benefit neurodivergent colleagues and improve the work experience for all team members.

Put the Ask First

Clear communication is the foundation of effective teamwork. One of the easiest ways to support neuroinclusion is to be explicit about what you need, by when, and what success looks like. Ambiguity causes confusion and wastes time as people guess or seek clarification.

For example, instead of saying, “Can you handle the report soon?” try:

• “Please complete the sales report by Friday 3 PM.”

• “The report should include last quarter’s revenue and a comparison to the previous year.”

  
  

This clarity helps everyone, especially those who process information differently or need more structure to plan their work. It also reduces follow-up questions and missed deadlines.

End Meetings with Written Actions

Meetings often end with vague agreements or no clear next steps. This creates extra work and uncertainty. Writing down decisions, assigning owners, and setting deadlines immediately after meetings cuts down on confusion.

A quick recap might look like this:

• Decision: Launch new client survey by May 15

• Owner: Sarah

• Deadline: May 10 for draft review

  
  

This practice keeps everyone on the same page and reduces the need for repeated follow-ups. It also supports people who benefit from seeing information in writing rather than relying on memory.

Trial Adjustments Early

Inclusion is not a one-time fix but an ongoing process. Treat adjustments like experiments: try small changes for 2 to 4 weeks, then review what helped and keep what works. This approach encourages flexibility and continuous improvement.

For example, a team might trial:

• Flexible start times for meetings

• Using written agendas sent in advance

• Allowing noise-cancelling headphones during focused work

  
  

After the trial, gather feedback from the team to decide which adjustments to keep. This iterative process respects individual needs and creates a more supportive environment.

These three simple moves provide a strong baseline for neuroinclusion. They require no extra budget or complex policies, just a commitment to clearer communication and flexibility. Local organisations in St Albans and Hertfordshire can start here to make meaningful improvements.

If you saw the feature in St Albans Times or are trying any of these ideas, Divergent Thinking would love to hear what worked or what challenges you faced. Sharing experiences helps build better practices for everyone.

Neuroinclusion is about creating workplaces where all people can thrive by removing avoidable friction. These practical steps are a great way to begin that journey. The orginal article can be found here: https://issuu.com/stalbanstimes/docs/st_albans_times_issue_154/51