Working Wednesday

Most workplaces understand dietary requirements. Fewer understand sensory requirements. After this week’s Through My Lens article about finding comfort in an unusual combination of yoghurt and crisps, we are continuing the conversation by e

They can be simple: sharing questions before a meeting, accepting written responses, shortening meetings, offering flexibility around attendance, or asking someone what support would make participation possible. Small changes can make the d

It can look like attending the meeting, rehearsing every answer, avoiding eye contact, sweating through the session, and pushing through anxiety because rent still needs to be paid. But the hidden cost can be burnout. In this week’s Workpla

Instead of asking, “Do you need any special support?” Try asking,

In reality, inclusion means ensuring everyone has what they need to succeed. Neurodivergent employees may work, communicate, process information or solve problems differently—and that’s a strength, not a limitation. Simple actions can make

“A truly inclusive workplace doesn’t ask people to hide who they are—it creates space for every individual to contribute their strengths.” At the African Neurodiversity Movement, we believe neuroinclusive workplaces benefit employees, emplo

Creating a neuroinclusive workplace doesn’t always require major changes. Sometimes it’s as simple as: ✅ Giving clear expectations.

Inclusion at work begins with understanding—not assumptions. Neurodivergent employees don’t need to fit into one way of working. They thrive when workplaces recognise different ways of thinking, communicating, learning, and solving problems

“Can neurodivergent people succeed at work?” The better question is: “Are our workplaces designed so everyone has the opportunity to succeed?”