Support Neurodivergence, Unlock Potential
The Insight:
Neurodivergent team members - including those with ADHD, autism, dyslexia, and other neurological differences - often face misunderstanding or burnout because workplace systems weren't designed for how they work best.
With roughly one in five people being neurodivergent, and many without formal diagnoses, you need inclusive habits that work for everyone.
The goal is creating flexible environments where different thinking styles can contribute fully, recognising diverse needs as strengths, not deficits.
The Tool: Inclusive Design
4 steps to try now
01.
Make Inclusion a Day-One Conversation
Peronalise
Normalise conversations about work preferences by asking everyone: "What helps you do your best work?" and "What environment makes you most productive?"
Frame these as standard questions, not special accommodations. Ask: "Do you prefer detailed written instructions or quick verbal check-ins?" and "How do you like to receive feedback - immediately or in scheduled conversations?"
Treat neurodivergent needs as work preferences, not medical exceptions.
02.
Communicate with Precision and Clarity
Be clear
Many neurodivergent people struggle with ambiguous instructions or unspoken expectations.
Be explicit: say "Can you call the client by Friday to discuss their timeline concerns?" Provide written follow-ups for verbal instructions. Set clear expectations around tasks, deadlines, and meeting formats.
When giving feedback, be specific about what to change rather than using general terms. This precision helps everyone.
03.
Provide Options, Not Prescriptions
Flex
Offer choices around workspace, communication, and meeting participation rather than mandating single approaches.
Some focus better with background noise, others need complete quiet. Some prefer video calls, others phone-only.
Make noise-cancelling headphones, standing desks, fidget items, and movement breaks available to everyone as standard resources.
Create multiple ways to participate in meetings: speaking up, using chat, or contributing written thoughts afterward.
04.
Assume Competence and Stay Curious
Collaboarate
Avoid micromanaging or making assumptions about what someone can or cannot do based on their neurodivergent traits.
Ask regularly: "What's working well?" and "What's one thing I could change to make your work easier?" Focus on outcomes rather than monitoring how they achieve them.
When challenges arise, collaborate on solutions: "How can we adjust this process?" Trust that people know their own needs best and involve them in creating supportive systems.
Why it works
When people feel seen, respected, and supported without needing to ask or justify their needs, they contribute more fully and bring their authentic selves to work. Inclusive systems benefit everyone by creating flexibility and reducing barriers to performance.
Use it when
A team member discloses neurodivergent traits, you suspect someone may be struggling with standard processes, you're onboarding new team members, or you want to build a more inclusive team culture proactively.
Bonus tip
Make accommodations standard practice by sharing a menu of flexible tools and asking everyone to choose what works for them. This normalizes different needs and prevents anyone from feeling singled out for requiring support.
