Neuroinclusion

When we design professional development, write job descriptions, run meetings, and build volunteer pathways, we are making constant assumptions about what normal communication looks like. Those assumptions are not neutral. They are neurotypical by default. And they systematically disadvantage people whose communication style is just as coherent, just as intelligent, and just as valuable. It simply does not match the unexamined standard.

We can both intend to be welcoming and uphold norms that perpetuate barriers. In this first installment, we're looking at volunteer engagement, specifically, the unspoken rules embedded in how organizations recruit, recognize, and advance their volunteers.

There's an article circulating again about how displeased employers are with GenZ. Each of the traits they name are traits of unsupported neurodivergence from a neurotypical point of view. Jump into my article for real talk about neuroinclusion in the workplace.

A beginners guide to neurodivergence and why it matters

Long before the room is set or food and beverage is chosen, inclusion is already taking shape through one of the most influential decisions you’ll make: who is invited to speak. Speakers signal who belongs in the room and which perspectives are valued. Speaker selection reflects priorities and perspective - and it directly shapes how inclusive, credible, and engaging an event feels to participants. Read on for tips to ensue your speaker selection process enables diverse repre

It’s a fact that accessibility and inclusion enrich learning programs. Neuroinclusive events create a welcoming space, and speaker diversity allows attendees to see themselves – who they are and aspire to be – prioritized in your event. Read on to clear common misconceptions and explore best practices for neuroinclusion.

What if I told you that 20% of the professionals attending your events are at a disadvantage—and not because of their ambition, experience, or skills? The reality is that 1 in 5 learners is neurodivergent, yet most professional development experiences aren't designed for them. Highly skilled professionals are encountering needless obstacles that make learning more difficult than necessary. If events are not designed with cognitive diversity in mind, we're unintentionally excl

What if your company was unintentionally turning away some of the best talent available? It’s happening every day. Neurodivergent professionals are routinely overlooked due to outdated hiring practices, rigid workplace norms, and a lack of meaningful accommodations. This isn’t just an ethical issue; it’s a business problem. Companies that fail to embrace neuroinclusion are missing out on innovation, productivity, and a stronger, more resilient workforce. And with neurodiverge

How can we ensure more diversity among speakers at our education events in the coming year? TL;DR -- Invite, Welcome, Accommodate Invite Commit to the work of inviting presenters representing diverse perspectives across intersectionalities to offer their expertise where they see the leading edge is. Be prepared to lower barriers for the economic inequities, travel constraints, physical demands, etc. of those diverse professionals you invite to participate in your event. If yo