Inclusive practices that benefit everybody

As we draw closer to our festive break, this week I interviewed Steven Ingram founder of Neurodiversity Together on his work helping companies become more neuroinclusive, his background in management consultancy and his journey.

You can watch or listen via the link below.

I have also included a blog on the topic of inclusive practices that benefit everybody underneath the video to help those who want specific ideas to help you in the workplace :)

Breaking the Mould: Neurodiversity-Informed Workplace Transformation

Listen up, leadership warriors!

This isn't another tick-box exercise about diversity. This is about fundamentally reimagining how we build workplaces that don't just tolerate difference, but absolutely celebrate it.

The Real Talk on Inclusion

Let's get one thing straight: inclusive practices aren't a favour. They're not some charitable add-on. They're a strategic imperative that unlocks extraordinary human potential.

As someone who's lived and breathed neurodiversity, I can tell you categorically: when we design workplaces for neurodivergent individuals, EVERYONE benefits.

1. Communication: Bin the One-Size-Fits-All Approach

Neurodivergent team members don't need fixing. They need OPTIONS.

What that looks like in practice:

• Written summaries after every meeting
• Crystal clear communication channels
• Multiple ways to input and process information
• No more death by endless verbal waffle

2. Workspace Flexibility: One Environment Does NOT Fit All

Your open-plan office might be someone else's sensory nightmare.

Practical adjustments:

• Noise-cancelling headphones (absolute game-changer)
• Quiet zones for deep work
• Flexible working arrangements
• Lighting that doesn't feel like an interrogation room
• Sensory maps, to help people plan where they spend their time

3. Learning and Development: Ditch the Traditional Training Trap

Stop forcing everyone through the same learning sausage machine.

Smart strategies:

• Multi-format training resources
• Step-by-step visual guides
• Mentorship that actually understands neurodiversity
• Personalised learning pathways

4. Meetings: The Neurodiversity Redesign

Meetings are often a neurodivergent person's worst nightmare. Here's how to fix that:

• Agendas shared DAYS in advance
• Clear structure and expectations
• Alternative participation methods
• No surprise video calls or spontaneous presentations

5. Performance Management: Strengths, Not Deficits

Forget your tired old performance review template.

Revolutionary approach:

• Celebrate individual superabilities
• Personalised development plans
• Recognise different ways of delivering excellence
• Feedback that's specific, kind, and actionable

The Bottom Line (Because Let's Be Real)

This isn't just feel-good nonsense. This is pure business strategy:

• Retain top talent
• Boost innovation
• Create a workplace where people actually want to show up

Your Call to Action

1. Audit your current practices
2. Talk to your team (and LISTEN)
3. Make incremental, meaningful changes
4. Keep learning and adapting

Mic Drop

Neurodiversity isn't a problem to solve. It's a form of human diversity to understand, respect, and leverage.

Are you ready to transform your workplace?

Let's get after it.