Neurodiversity Global

Autism Awareness Day 2025 It’s time to move beyond outdated labels like “high-functioning” and “low-functioning.” Autism is not a scale of severity; it’s a spectrum of diverse experiences, support needs, and strengths. In the UK, only 30% of autistic adults are in paid work. Many are undiagnosed. Most face barriers, not because of their autism, but because of environments that weren’t built with them in mind. You don’t need a diagnosis to deserve support. You don’t need a report to start a conversation, and you are not alone. Have a read of the article below: #AutismAwarenessDay #Neurodiversity #Inclusion #SupportNotStereotypes #NeurodiversityGlobal

We love feedback. The one constant across everything we do, whether it’s a 1-hour awareness session or a full-day workshop, is that we always ask for feedback. We love learning. We adapt constantly. We’ve shaped everything we offer through the voices of the people we support. (Our average feedback is 9.6/10 in overall training experience and this is only possible because people are honest with us.) If you have a minute, We'd love some feedback. We’ve just refreshed our website. No big launch. No grand unveiling. But we’d really value your thoughts. - What looks good? - What doesn’t quite land? - Does it show you who we are and what we do? - Would you click on something? Book? Reach out? Here's our website: https://lnkd.in/gTnkiEyu If you’ve got a spare moment, thank you. We’re always listening.

Not everyone fits neatly into a diagnosis. But that doesn’t mean they don’t need support. In this blog we explore the space in-between; the people balancing real challenges without a clear label. Maybe they’ve masked for years, or maybe the system just didn’t see them. Either way, they’re navigating work, education, and life without the understanding or adjustments that could make a real difference. We’re not here to point fingers. This isn’t about blame. It’s about awareness. About asking better questions and building systems that meet people where they are, not just where the criteria says they should be. If any of this resonates or even just makes you pause and think; I’d love for you to read it. #Neurodiversity #Inclusion #Diagnosis #WorkplaceSupport #MentalHealth #Awareness #NDInTheWorkplace #Neurodivergent

What happens when you don’t meet the criteria, but still struggle every day? This article is for the thousands of people walking the tightrope of life with neurodivergent traits; balancing challenges with no clear diagnosis, no support, and often, no validation. We explore why so many fall through the cracks, how our systems are still too rigid, and why awareness, not labels, is the real key to inclusion. Whether you're in education, HR, leadership, or just trying to understand yourself or someone else better. This is a must-read. Read the full article and join the conversation. #Neurodiversity #Inclusion #Diagnosis #SupportNotLabels #Neurodivergent #AwarenessMatters

Embracing neurodiversity in the workplace is both ethically vital and strategically beneficial, significantly boosting productivity, innovation, and financial performance. Companies with neuro-inclusive policies, like Microsoft, JPMorgan Chase, and EY, report higher profits and revenues (up to 28% higher revenue and 30% greater profit margins), while neurodiverse teams demonstrate productivity increases of up to 30%. However, challenges remain, including high unemployment rates among neurodivergent individuals (only 16% of autistic adults are in full-time paid work). To effectively leverage neurodiverse talent, organisations should: -Provide targeted training and education on neurodiversity. -Modify hiring practices to be inclusive. -Offer supportive work environments (flexible hours, sensory accommodations). -Cultivate an inclusive culture that values and supports neurodivergent employees. Neurodiversity Global promotes global understanding and inclusion through education, advocacy, and support, striving for equal opportunities for all neurodivergent individuals. Ready to unlock the potential of neurodiversity in your organisation? Contact Neurodiversity Global today to discover how we can help you build a thriving, inclusive workplace. #Neurodiversity #InclusiveWorkplace #NeuroInclusion #DiversityAndInclusion #InclusiveHiring #NeurodiverseTalent #EqualityAtWork #Neurodivergent #AccessibilityMatters #WorkplaceWellbeing

Rethinking Timed Tests and Neurodiversity in Education "Dad, am I ADHD? My teacher says I can have extra time for tests. Am I different?" This was the question my son asked me today. And it got me thinking—why is education still so obsessed with timed tests as a measure of success? If you’re neurodivergent, the moment you’re offered extra time, you’re reminded that the system wasn’t designed with you in mind. It’s a patch, a concession—but it doesn’t change the fundamental issue, that for thoses with ADHD, dyslexia, processing differences, anxiety, or any number of learning variations—timed tests become an exercise in endurance rather than understanding. Imagine if we measured learning differently. Imagine if schools judged students on their ability to: ✔️ Think critically ✔️ Apply knowledge ✔️ Innovate …rather than how fast they can answer a set number of questions. Imagine if neurodivergent strengths—deep thinking, creativity, problem-solving—were valued over test-taking endurance. Real-world success isn’t measured in minutes and seconds. 📌 In work, in business, in life—no one is standing over you with a stopwatch demanding that you solve problems under artificial pressure. So why do we still do it in schools? Why are we still using an outdated system that needs so many ‘adjustments’ to accommodate different brains? Timed tests exist because traditional education wasn’t designed to measure potential—it was designed to sort people. The system we have today is a relic of the industrial era, where schools were structured to produce workers who could: 🔹 Follow instructions efficiently 🔹 Memorise information 🔹 Complete tasks within rigid timeframes Speed became the measure of intelligence and capability, not depth of thinking or creativity. But here’s the problem: real life doesn’t work that way. 💡 Do the best leaders make split-second decisions, or do they take time to think? 💡 Do the best problem-solvers rush to an answer, or do they explore solutions thoroughly? 💡 Are the most creative minds the fastest, or are they the ones who see things differently and challenge the norm? Timed tests don’t measure intelligence. They measure how well someone can perform under artificial pressure. And for neurodivergent students—those with ADHD, dyslexia, processing differences, anxiety, or a different way of thinking—this system doesn’t just create obstacles. 👉 It tells them they aren’t good enough, they’re less capable, that their brains are a problem, rather than recognising that they work differently—not deficiently. Neurodivergence isn’t about how quickly you complete a test. It’s about how you think, how you learn, and how you see the world. And that’s something worth celebrating. #NeurodiversityCelebrationWeek #RethinkEducation #Neurodiversity #ADHD #EducationReform

Co-Occurring Conditions in the Workplace: Understanding Overlapping Neurodivergent Traits What Are Co-Occurring Conditions? Many neurodivergent individuals don’t fit neatly into a single diagnostic category. Co-occurring conditions refer to the overlapping traits and challenges that can exist across multiple neurodivergent profiles, including ADHD, autism, dyslexia, dyspraxia, dyscalculia, and language processing differences. Additionally, mental health conditions such as Rejection Sensitivity Dysphoria (RSD), Obsessive-Compulsive Disorder (OCD), Oppositional Defiant Disorder (ODD), anxiety, and depression frequently occur alongside neurodivergent conditions, creating a complex set of needs in workplace and educational settings. In this blog we talk about: 1️⃣ What Are Co-Occurring Conditions? 2️⃣ Challenges of Co-Occurring Conditions in the Workplace 3️⃣ Strengths of Employees with Co-Occurring Conditions 4️⃣ 5 Key Strategies to Support Employees with Co-Occurring Conditions 📌 Find the full Blog at https://lnkd.in/eJdUZjWJ 📌 Neurodiversity Global Training & Workshops https://lnkd.in/eEn4G2Gg 📌 Book a Discovery Call with our team today! https://lnkd.in/ehMgjHtW #neurodiversitycelebrationweek #AccessibilityInTheWorkplace #AssistiveTechnologyForNeurodiversity #ChallengesOfCoOccurringConditions #CoOccurringConditionsInTheWorkplace #InclusiveHiringPractices #NeurodivergentEmployeeSuccess #NeurodivergentProfessionals #NeurodivergentFriendlyEmployers #NeurodiversityAtWork #NeurodiversityTraining #ReasonableAdjustments #StrengthsOfNeurodivergentEmployees #SupportingEmployeesWithMentalHealthAndNeurodivergence #SupportingNeurodivergentEmployees #WorkplaceAdjustmentsForNeurodiversity #WorkplaceInclusion #WorkplaceNeurodiversity

Your Unique Neurodivergent Profile For years, neurodivergence has been treated as a set of separate conditions—autism, ADHD, dyslexia, dyspraxia—each with distinct diagnostic criteria. But research, including a 2023 study from the University of Birmingham, challenges this approach. Instead of neatly defined categories, neurodivergent traits exist on a spectrum with overlapping characteristics. We know neurodivergent traits often do not exist in isolation—instead, they cluster together, across multiple conditions. Rather than trying to fit into one specific label, it’s more useful to identify your personal mix of traits and understand how they affect your daily life. So, how do you start mapping your own neurodivergent profile and explaining your needs? Step 1: Identify Your Unique Challenges Rather than focusing on diagnosis, start by assessing how your brain works. Ask yourself: 🧠 How do I process information? Do I need more time to absorb verbal instructions? 💡 How do I focus best? Do I need background noise or complete silence? Do I hyperfocus on tasks I enjoy but struggle with mundane ones? ⏳ How do I manage time? Do I struggle with deadlines, forget tasks, or get lost in perfectionism? 📢 How do I communicate? Do I find verbal interactions exhausting? Do I prefer emails over meetings? 👥 How do I experience social settings? Do I find group discussions overwhelming? Do I need time to process before responding? These patterns of experience will give you a better sense of your own version of neurodivergence, regardless of whether you fit a diagnosis. Step 2: Frame Your Challenges in a Constructive Way Instead of saying: 🚫 “I have ADHD traits, but I don’t have a diagnosis, so I just struggle with deadlines.” Try framing it as: ✅ “I work best when deadlines are clearly structured with reminders, as I tend to lose track of time when deeply focused on a task.” Instead of saying: 🚫 “I can’t keep up in meetings because of my processing issues.” Try: ✅ “I take in information best when I have notes or a written summary after meetings, as I sometimes need extra time to process verbal discussions.” By explaining the challenge and offering a solution, you make it easier for others to understand how to work with your brain rather than against it. Step 3: Identify What Support Helps You Function Best Your challenges aren’t limitations—they’re areas where small adjustments can make a huge difference. ✔ If time management is a struggle… Use timers, calendar reminders, or structured task breakdowns. ✔ If focus is an issue… Request flexible workspaces, noise-cancelling headphones, or quiet study areas. ✔ If verbal instructions are overwhelming… Ask for written summaries or recordings. The goal isn’t to fix you!—it’s to create environments that allow you to thrive. Your Neurodivergence is Valid, your brain is unique, and the way you experience the world matters—regardless of a diagnosis or not. neurodiversityglobal.com

📢 Neurodiversity Celebration Week is almost here! How is your organisation marking this important week? 💥 Last few training session available from Neurodiversity Global: We have just 3 spaces left during next week’s Neurodiversity Celebration Week for your teams. This is your chance to take real action and start the Neurodiversity In Work' conversation in your business. 🙋 'I am SEEN, This is ME!' Imagine the impact of your team feeling seen, valued, and understood. Our engaging sessions spark meaningful conversations, helping you build a workplace where neurodivergent individuals can thrive. 📈 The impact of Neuroinclusion: Neurodiverse teams are 30% more productive - EY found that teams with neurodivergent employees can be 30% more productive with the right adjustments and environment. 90% of companies report improved innovation - Deloitte reports that 90% of businesses with neurodivergent hires see greater innovation, problem-solving, and creativity. Autistic employees excel in accuracy and efficiency - JPMorganChase’s Autism at Work programme found neurodivergent employees 140% more productive in detail-oriented tasks like data analysis. 🏣 Will your organisation be joining us to make a difference? 🤝 Book a Discovery Call https://lnkd.in/ehMgjHtW or 📩 DM me or get in touch today at https://lnkd.in/e8DGCi_c to secure your first step to unlocking talent, higher productivity and long term retention of ALL your employees! #NeurodiversityCelebrationWeek #Inclusion #Neurodiversity #WorkplaceCulture #MakeAnImpact #NeurodiversityAtWork, #InclusiveWorkplace, #NeurodivergentTalent, #WorkplaceProductivity, #DiversityAndInnovation, #AutismAtWork

🚨Did you know? 🚨 💡 Teams with neurodivergent talent are proven to boost creativity, innovation, and efficiency. Companies like SAP, Deloitte, and Microsoft report up to 40% increased productivity and faster problem-solving with neurodiverse teams. It's time to embrace every brain type to unlock true potential! 💥 SAP’s Autism at Work Program: SAP reported that their teams with neurodivergent individuals showed a 30% to 40% increase in productivity in roles like software testing and quality control. The program demonstrated that hiring neurodiverse talent brought fresh perspectives, leading to enhanced problem-solving capabilities across teams. [Source: Harvard Business Review, "Neurodiversity as a Competitive Advantage" (2017)]. Deloitte Australia’s Neurodiversity in Employment Report: Deloitte reported that 86% of employers who hired neurodiverse talent observed an increase in innovation within their teams. The diversity of thought and unique cognitive processing styles of neurodivergent employees contributed directly to more creative and innovative approaches to projects. [source: Deloitte Australia, "Neurodiversity in Employment"]. HP Enterprise’s Neurodiversity Program: Hewlett-Packard Enterprise found that teams including neurodivergent employees were 20% more efficient in problem-solving compared to traditional teams, especially on tasks involving pattern recognition and logical reasoning. [source: Hewlett-Packard Enterprise case study on neurodiversity hiring]. Microsoft’s Neurodiversity Hiring Program: Microsoft found that 92% of employees in their neurodiversity hiring program brought unique strengths that improved the team’s overall quality of work. Microsoft reported higher engagement and job satisfaction within these teams, attributing it to the unique insights and creativity of neurodivergent individuals. [source: Microsoft’s Neurodiversity Hiring Program outcomes] #Neuroinclusion #InclusiveWorkplace #DiversityAndInclusion #Neurodiversity #InclusiveCulture #HRLeadership #Innovation #WorkplaceEquity #DiverseMinds #FutureOfWork