The innovative, entrepreneurial, take initiative trains employers say they are looking for in leaders don't always present as they expect - which leads to excluding the very talent they are looking for. Find out why.

Curb cuts in sidewalks not only benefit wheelchair users but parents with strollers, travelers with luggage, delivery workers, anyone with a bum knee or ankle twist. Similarly, there are curb cuts for learning that benefit most but are necessary for some. And we can practively choose to include them by design rather than waiting for an accommodation form.

The event planners and organizations that bring neuroinclusion expertise into their technology decisions will serve their attendees better and differentiate their events in a crowded market. Read on to learn how.

The event app, as it exists today, functions as a digital program book. That's useful, but it's not enough. What could the experience be if we added a neuroinclusion layer?

Sensory-friendly food options, quiet rooms, fidgets available in meeting rooms are becoming more common. But Neuroinclusion at events goes further than the physical space. It lives in the norms: the unwritten rules governing how attendees are expected to connect, present, navigate time, and participate.

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

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

GenZ is the most entrepreneurial and neurodivergent generation to date. Perpetuating norms isn’t their thing. They have different ideas...