Imagine walking into a workplace where you feel truly understood - where your strengths are celebrated, and your differences aren’t just accommodated but valued and I am really glad to say that I have finally found that. For neurodivergent individuals, like myself, this kind of workplace isn’t just a nice-to-have; it’s the key to thriving. I have been through a lot to get to this point; I’ve been in workplaces where I’ve been told I’m the problem, I’m difficult, I’m too sensitive, too much, too stupid, too slow, I’ve been bullied, ganged up on, mocked, micromanaged, ignored.. You name it, I have probably experienced it. The worst part is, I believed it all. I truly believed it must have been my fault. This happens all too often and it is something that needs to stop. We need to embrace our uniqueness and the skills that we all bring to the workplace. This is as much for our well-being as it is for performance.
Now, don’t get me wrong, even when you are supported at work it doesn’t mean your difficulties suddenly disappear. But you feel better able to ask for help, be open about your struggles and seek a solution. I still have days when I struggle, I get overwhelmed, miss an email or double book myself and it would be all too easy to spiral into a pit of blame and self doubt. But I am now in a team that I can openly talk to when I need support, a chat, or to run through something I’m unsure of, so I am much less likely to end up in a state of burnout. If we practice inclusive ways of working, we are much more likely to create happier, more efficient teams. It just makes sense!
So, What Is Neurodiversity, and Why Does It Matter?
Neurodiversity is the understanding that brains work in many different ways. Some people process information in ways that are considered "typical" (neurotypical), while others - such as those with autism, ADHD, dyslexia, and other cognitive differences - experience the world differently. These differences aren’t flaws; they are variations that bring fresh perspectives, innovative ideas, and incredible problem-solving abilities to the workplace.
Yet, too often, neurodivergent individuals face unnecessary barriers - rigid hiring practices, sensory-unfriendly office spaces, unclear communication styles, or expectations that don’t account for different ways of thinking and working. Neuroinclusion means breaking down those barriers so everyone has an equal opportunity to succeed.
Why Neuroinclusion Matters
1. Recognising Strengths, Not Just Challenges
Too often, conversations about neurodivergence focus on what people struggle with. But what if we flipped the script? Many neurodivergent individuals have exceptional abilities - whether it’s an eye for detail, deep focus, creativity, or out-of-the-box thinking. Instead of trying to fit them into a mold, workplaces should be reshaped to let those talents shine.
2. Encouraging Innovation and Problem-Solving
Some of the world’s most brilliant thinkers - Einstein, Da Vinci - were likely neurodivergent. The ability to think differently is a powerful asset. A workplace that embraces neurodivergence is one that encourages innovation, where different viewpoints lead to better problem-solving and stronger, more creative teams.
3. Creating a Culture of Empathy and Belonging
Everyone deserves to feel seen, heard, and valued at work. A truly inclusive workplace doesn’t just make accommodations - it actively cultivates a culture of acceptance. When neurodivergent employees feel safe to be themselves, it creates a ripple effect of empathy and understanding that benefits the entire team.
4. Taking a Stand for Equity
Beyond being the right thing to do, neuroinclusion is also a matter of fairness. Many workplaces were built with neurotypical people in mind, often unintentionally excluding those who process the world differently. Making thoughtful changes isn’t just about compliance with legal frameworks - it’s about recognising the inherent value of ALL employees.
Steps Toward a More Neuroinclusive Workplace
1. Rethink Hiring and Onboarding
Standard interviews often favour fast talkers and those who thrive in high-pressure conversations. But many neurodivergent individuals struggle with these formats despite being incredibly talented. Offering alternatives - like work trials, project-based assessments, or structured interview questions - can help showcase skills in a way that feels fairer and more inclusive.
2. Make Simple, Meaningful Adjustments
Small changes can have a big impact. Providing noise-cancelling headphones, allowing flexible work hours, offering clear written instructions, or creating quiet spaces can make the difference between an employee struggling and one who thrives.
3. Educate and Build Awareness
Many challenges stem from misunderstanding. Neurodiversity training for managers and teams helps break down stereotypes and creates a more supportive work environment. It’s not about treating neurodivergent employees as “different” but about recognising that everyone has unique needs and strengths.
4. Empower Leaders to Be Advocates
Leaders set the tone for workplace culture. When managers and executives champion neuroinclusion, it sends a message that everyone is valued. Encouraging open conversations and mentorship opportunities can help neurodivergent employees feel supported and included.
5. Develop Clear Policies and Peer Support Networks
Having formal policies in place - such as workplace accommodations, mentorship programs, and employee resource groups - reinforces a company’s commitment to neuroinclusion. Even more importantly, peer support networks can provide safe spaces for neurodivergent employees to connect and share experiences.
A Call to Action: Let’s Build a Workplace Where Everyone Belong
Neuroinclusion isn’t just a tick box exercise, it’s a movement toward a better, more human way of working. It’s about seeing each person as they are, valuing their contributions, and ensuring they have the space to thrive. When we embrace neurodiversity, we don’t just improve workplaces, we create environments where people feel seen, respected, and empowered. If I can help even just one person feel that way then I will feel I’ve done something right.
So, let’s make the change. Let’s listen, learn, and build workplaces that truly welcome everyone. Because when we do, we all win.
Here are some resources that you may find helpful:
The Pocket Guide to Neurodiversity (short recommended read)
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