Neuroinclusive Enablement: Advancing Collaboration and Team Dynamics Through Inclusive Practices
Jose Francis Llenado (RPsy, MA.Org Psy, BS Psy), Carolyn Burr (M.Lead, Grad.Dip.Couns, B.A.), Adj Professor Michael Fieldhouse (MBA, BAppSc)
Untapped
Untapped talent represents opportunities to tap into skills, abilities, and potential, where it may they be otherwise be underutilised or unrecognised. Divergent thinking, and processing of information gives way to innovation-the key is to bring this out thought through providing a space that enables the release of hidden talents. In this insight piece, we explore some of the documented evidence and best practices of how team enablement can help neurodiverse individuals to flourish at work.
In today’s rapidly evolving workplace, the conversation around diversity and inclusion is expanding. Grounded in empirical research and lived experience, neuroinclusive practices offer not just ethical alignment but a strategic advantage for organisations. As noted, inclusive policies such as flexible-working and clear communication protocols can build a positive and supportive work environment (Rogers, A., Brady, P., & Roberts, D, 2025). These practices have the capacity to reshape team dynamics. Despite growing awareness, neurodivergent individuals can face systemic barriers in the workplace. Yet, the opportunity for change can be profound. - flexible workflows, sensory-friendly spaces, and strengths-based framing all hallmarks of creating positive practices. Further, these approaches can encourage diverse problem-solving and deeper engagement within and across teams. For example. managers, when equipped with neurodiversity awareness skills, can become more empowered to lead with strength, empathy and adaptability. This not only improves interpersonal relationships but helps to foster trust and performance.
Neurodiversity as an Asset
Research by Roberson (2020) highlights that diversity and inclusion (D&I) initiatives significantly enhance organisational performance by fostering psychological safety, improving collaboration, and boosting innovation. Meta-analytic methodology was conducted to generate the findings, synthesizing data from 42 peer-reviewed studies to evaluate the impact of diversity and inclusion (D&I) initiatives on organizational performance. Findings were generated through statistical aggregation and effect size analysis. The findings suggest that when companies that implemented structured D&I strategies saw measurable improvements in employee engagement, innovation capacity, team collaboration, and financial outcomes, with inclusive leadership and cultural competence emerging as key mediators of success (Roberson 2020). These outcomes suggest further that strategic, evidence-based D&I practices are essential not only for ethical leadership but also for long-term business success. This implies that organizational systems that facilitate divergent thinking allows innovation and thriving (Leuhery et al, 2024; Roberson, 2020
Okatta, Ajayi, and Olawale (2024) aggregated findings from a wide range of studies to evaluate how diversity and inclusion (D&I) initiatives can impact organisational performance. The authors concluded that D&I programs resulted in enhanced innovation, decision-making, employee engagement, and financial outcomes. Organizations that embed D&I into their culture rather than as a compliance checkbox were able to also realise stronger productivity and a competitive advantage. Okatta, Ajayi, and Olawale (2024) also showed that commitment from leadership commitment, inclusive policies, and employee involvement were instrumental success factors. The study also demonstrated the strategic value of D&I, recommending clear metrics, ongoing training, and integration with business goals to maximize impact
In other studies, the biopsychosocial model by Lauder, (2024) explored how neurodivergent staff and students experience inclusion and exclusion in a conservation-focused workplace. Lauder found key barriers to be sensory-overwhelming environments, mental health challenges, and organizational cultures that prioritises overwork. Facilitators of inclusion involved empathy, acceptance, and aligning roles with individual strengths. The research emphasized that neuro-inclusion requires flexible work arrangements, personalised accommodations, and importantly engagement with neurodivergent voices. (Lauder, 2024; Ortigas, Perez, 2009, Hechanova et al. 2017) Through the recommendations, highlights the role of enhancing person-job fit, prioritising well-being, and fostering autonomy to create truly inclusive environments.
Barriers to Neuroinclusion
Nair, Kumar, and Bhargava (2025) present a scoping review of 17 studies to identify barriers and opportunities for integrating neurodivergent individuals into modern workplaces. The authors highlight six psychosocial domains where neurodivergent employees face challenges, including Conceptualization of neurodiversity, Employment selection, Workplace Challenges, Aversion, and inadequate accommodations. Despite these barriers, the review emphasizes strengths of neurodivergent individuals, including pattern recognition and creative problem-solving. These strengths can enhance organisational innovation and productivity. The paper advocates for a shift from deficit-based HR practices to inclusive strategies like manager training, tailored accommodations, and cultural transformation. These findings underscore the, need for organizations to adopt nuanced, evidence-based approaches to diversity, equity, and inclusion that recognize neurodiversity as an asset rather than a liability, further emphasizing systemic adjustment to facilitate needs and minimize distress enabling individuals to thrive (Kemp, 2015).
Consistent with the above findings, Vargas-Salas et al., (2025) have also identifiedare barriers and opportunities neurodivergent individuals face in employment settings om 63 peer-reviewed studies, the key highlights indicate persistent challenges such as stigma, inconsistent inclusion policies, and unclear definitions of neurodivergence versus neurodiversity. While some organizations have begun adapting hiring practices, the review reveals major gaps in understanding long-term career development and retention for neurodivergent employees. The authors advocate for standardized terminology, evidence-based inclusion strategies, and deeper research into workplace outcomes. Their findings underscore the need for more inclusive environments that recognize neurodiversity as a strength rather than a liability (Vargas-Salas et al., 2025).
Opportunities in Best Practices
It can be attested through the firsthand experiences of neurodivergent employees within a conservation-focused workplace, the efficacy of programs; it was determined that organizational culture, leadership attitudes, and environmental design influence inclusion. Participants emphasized the importance of psychological safety, flexible communication styles, and sensory-friendly spaces. This highlights that neuro-inclusion requires more than policy—it demands relational awareness, co-created accommodations, and ongoing dialogue. These findings suggest that organizations aiming for genuine inclusion must prioritize lived experience and collaborative design over one-size-fits-all solutions. Notable highlighted best practices and consideration of neuroinclusive dynamics (Doyle and McDowall, 2023 pp46 - 51) include:
Environmental Fit: Sensory-friendly environments, flexible scheduling, and autonomy in task execution were essential to neurodivergent employees’ sense of belonging and productivity.
Communication & Leadership: Straight forward direct communication and emotionally intelligent leadership fostered inclusion. Respect for diverse cognitive styles and consistent feedback were highly valued.
Strengths-Based Framing: Recognition of cognitive strength, such as pattern recognition and deep focus enhanced employee engagement and empowerment.
Co-Created Policies: Inclusive policies should be developed collaboratively with neurodivergent staff and need to encompass sensory accessibility and flexible workflow
Manager Training: Leadership development needs to embed neurodiversity awareness, emphasising empathy, adaptability, and trauma-informed supervision.
Rethinking Metrics: Traditional performance measures may not capture neurodivergent contributions. Outcome-based and collaborative metrics are recommended.
Safe Disclosure Channels: Confidential and supportive mechanisms for disclosure is important to help reduce stigma and build trust.
Untapped’s Neurodiversity Training Module
In response to the emerging needs for neuroinclusion identified from both the organisational literature and case studies of lived experience and best practices outlined above, Untapped has developed training protocols that cater to organisations in facilitating neuroinclusion; designed to both build educational awareness and advocacy, and an avenue to develop competencies in the areas of neuroinclusion for managers, supervisors, and staff. Some of the notable modules which are CPD accredited include:
Supporting a neurodiverse workforce - This module offers a transformative approach to workplace inclusion by centering cognitive diversity, emotional safety, and systemic equity. It equips facilitators with tools to unpack bias, reframe productivity norms, and foster environments where neurodivergent talent can thrive. It aims to provide professionals and organisations with the tools to understand and support neurodiversity in the workplace, enhance inclusive communication, and foster leadership practices. This is done through interactive strategies and frameworks of understanding. The module encourages ethical reflection and collaborative problem-solving. It bridges research context with lived experience and challenges organisations to move beyond compliance toward cultures of belonging. In essence, it advocates to recognise neurodiversity not as an exception, but as integral to a positive work environment.
Workplace accommodations – this training module offers a structured, empathetic framework for fostering inclusive environments. It guides facilitators through key concepts such as legal foundations, types of accommodations, and the interactive process, while emphasizing emotional safety, cultural responsiveness, and collaborative problem-solving. Workplace Accommodations equips professionals, managers, and organisations with practical competencies, strategies, and workable tools to understand, support, and accommodate the workplace needs of neurodiverse individuals. Designed to provoke ethical reflection and practical dialogue, the module integrates case scenarios, process questions, and group facilitation strategies to help participants navigate complex situations with nuance and accountability. It serves as a blueprint for cultivating workplaces where equity as a practice and policy.
Communication Across Neurotypes - This module explores the differences in communication styles across neurotypes and provides participants with the skills to adapt their communication strategies for neurodivergent colleagues. It covers how to foster clearer communication, avoid misunderstandings, and build more effective relationships within teams.
Dyslexia in the Workplace: The Most Common Neurodivergence - This learning module introduces dyslexia in the workplace and explores how inclusive practices can support neurodivergent employees to thrive. It covers the impact of dyslexia, strengths individuals bring, and strategies that foster a more neuroinclusive culture, equipping organisations to take meaningful steps towards long-term change. The module brings a focus on describing how dyslexia affects language processing and identifies its impacts. Recognises the different types of dyslexia and their specific characteristics. Assists in understanding common myths about dyslexia and explains its prevalence.
Unlocking Untapped potential
Organisations that embed neuroinclusion into their culture unlock improved innovation, retention, and resilience. By co-designing policies with neurodivergent staff, prioritizing lived experience, and aligning inclusion with business goals, they move beyond tokenism toward meaningful and sustainable employment frameworks. Neuroinclusive environments recognize contributions that create tapestry beyond traditional productivity metrics and foster safe, collaborative spaces. . Ultimately, inclusion becomes a driver of performance, creativity, and cohesion. An exciting move beyond just compliance. For managers and teams alike, neuroinclusive practices can be a pathway towards greater clarity, compassion, and untapped potential.
Content is evidence based with AI assisted formatting for APA referencing
Reference List
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