Neuro-Inclusion in the Workplace: Let’s Talk About It

If we were sitting together over a cup of coffee right now, I’d probably be telling you how much I care about helping businesses become truly inclusive. Not just in a policy document somewhere, but in the real, everyday experience of their people.

I have business colleagues and friends who are neurodiverse, a label that could scare an employer.   In my experience, this can be a superpower!

Neuro-inclusion is making sure that people who think, learn, and communicate differently feel not just accepted, but valued, it’s not scary.

So… what is neurodiversity, really?

Neurodiversity is just a fancy way of saying our brains all work in wonderfully different ways.

It includes autism, ADHD, dyslexia, dyspraxia, and more, but it’s not about labels. It’s about recognising there’s no “right” way to think, learn, or approach a problem.

In fact, some of the most creative and innovative ideas I’ve seen in the workplace have come from people who see the world through a different lens.

Why should we care?

Because people thrive when they feel safe, respected, and supported.

A neuro-inclusive approach isn’t just nice to have, it’s a game changer. It’s about dignity. Belonging. The chance for everyone to do their best work without feeling they have to “mask” or hide who they are.

And yes, when you get this right, morale, creativity, and productivity all get a healthy boost too. Win-win!

What could your neuro-inclusive policy look like?

Here’s what I often suggest to my clients:

• Make a clear commitment – Let your team know you value neurodiversity and you’re building a supportive culture on purpose.

• Use clear definitions – Explain terms like neurodivergent and neurotypical so no one feels left out of the conversation.

• Encourage open chats – Create safe, confidential ways for people to share what they need to work at their best.

• Offer practical adjustments – Flexible hours, quiet spaces, noise-cancelling headphones… these can make a world of difference.

• Recruit inclusively – From job adverts to interviews, make the process friendly and accessible for all.

• Train your people – Give managers and teams the tools to support neurodivergent colleagues. Knowledge builds understanding.

Bringing it to life

A written policy is important, but it’s only the start.

You’ve got to make sure people know about it, feel confident using it, and trust that it’s there for them.

And here’s my little HR tip, review it often! Listen to your neurodivergent colleagues. They’ll tell you what’s working and where you can do better.

The heart of it

For me, neuro-inclusion is about seeing the person first. It’s about creating a space where all kinds of minds can shine.

You don’t have to get everything perfect straight away. What matters is starting, listening, and keeping the conversation going.

If you’d like some help shaping your approach, advice on setting up a suitable policy, I’m just a message away. Together, we can make your workplace a place where every brain feels at home – and you won’t miss out on having a superpower in your business!