It’s easy to assume everyone works the way we do. But that assumption can unintentionally narrow the range of strengths and working styles we notice – and benefit from – in our teams.
Try this in your next 1:1 or team check-in: Ask each person, “What helps you focus, learn, and communicate best?”
This question is especially powerful for creating a neuroinclusive workplace. When neurodivergent colleagues feel their needs are understood and valued, inclusion moves from intention to everyday practice. Around 11% of the Australian workforce identifies as neurodivergent.
Here are a few examples of what you might hear in response:
- Reducing sensory distractions (e.g., a private room, quieter space, or noise-cancelling headphones)
- Sharing agendas and context ahead of time
- Offering multiple ways to participate in meetings (including agreeing on camera on/off)
- Using assistive tech (e.g., mind-mapping tools)
- Signposting clearly: “First we’ll… then we’ll…”
- Planning travel to avoid peak times and reduce sensory overload
Leaders can build on this with other practical strategies – especially by noticing and reducing biases and barriers that can shape the workplace experience for neurodivergent people.
A neuroinclusive workplace makes it safe to ask for what you need, to disclose (or not disclose) on your own terms, and to raise issues without fear of negative consequences.
Why it matters
The upside is real: more inclusive teams tend to make better decisions and innovate more. Deloitte research (2022) reports that teams with neurodivergent professionals in some roles can be 30% more productive than those without them.
Coming soon: Building a neuroinclusive workplace (workshop)
We’re currently co-designing a workshop, Building a neuroinclusive workplace, with members of an organisation’s neurodivergent network.
What’s covered in our workshop:
- The foundations of inclusion and psychological safety—benefits for everyone
- Part One: Understanding neurodiversity
- What neurodiversity means, and why interest is increasing
- Common types of neurodivergence
- The strengths of neurodiverse teams
- Workplace biases and barriers that can get in the way
- Part Two: Practical strategies
- Approaches that help neurodivergent colleagues thrive
