Creating an environment where neurodivergent people can thrive doesn’t just benefit them — it makes things better for everyone.
Small changes in attitude, communication, and workspace design can have a big impact.

1. Promote Awareness and Understanding

• Provide training so colleagues understand what neurodiversity is (and isn’t).

• Share resources, stories, and examples to normalise different ways of thinking.

2. Offer Flexible Communication Options

• Allow people to choose how they prefer to receive and share information — verbal, written, visual, or a mix.

• Be clear and specific in instructions, avoiding unnecessary jargon.

3. Reduce Sensory Overload

• Provide quiet spaces or noise-reducing tools.

• Adjust lighting where possible (e.g., avoid flickering bulbs, offer softer lighting options).

• Allow the use of sunglasses, hats, or noise-cancelling headphones.

4. Adapt Workspaces and Schedules

• Offer flexibility in start times, breaks, and remote work where possible.

• Allow personal adjustments to workstations for comfort and focus.

5. Review Policies and Processes

• Ensure recruitment, assessment, and promotion processes are inclusive.

• Offer reasonable adjustments without unnecessary bureaucracy.

• Focus on outcomes rather than how tasks are completed.

6. Encourage Strength-Based Roles

• Identify what individuals do best and allow them to use those skills more often.

• Pair tasks with strengths rather than forcing a one-size-fits-all approach.

7. Create a Culture of Openness

• Make it safe for people to disclose differences without fear of judgment.

• Act on feedback — it shows you value diverse perspectives.

In short: Inclusion is not about treating everyone the same — it’s about giving people what they need to perform at their best.