At least 20% of the population has a brain that works differently to what society expects and designs for. Most workplaces are built by and for neurotypical brains. This creates barriers that prevent brilliant neurodivergent people from thriving. In this episode, Leah explains what neurodiversity actually means, what it looks like in your workplace, and why neuroinclusion strengthens purpose-driven organisations.
Episode Length: 29 minutes
In This Episode:
What is Neurodiversity?Human brains naturally vary. There's no single right way for a brain to work. Neurodiversity describes natural cognitive variation and the social movement recognising neurological difference as natural human variation rather than disorder.
Neurotypes: Typical and DivergentMost people have neurotypical brains. Society's systems are built by and for them. Neurodivergent brains work differently. This includes ADHD, Autism, Dyslexia, Dyspraxia, Dyscalculia, tic disorders and others. Many neurodivergent people have multiple neurotypes. Current estimates suggest at least 20% of the population is neurodivergent. Most neurodivergent adults remain undiagnosed.
Medical Model vs Social ModelThe medical model says someone has a disorder needing fixing. It puts the problem in the person. The social model explains that some brains are different, not broken. Society creates barriers that disable neurodivergent people. This puts the problem in systems and environments. Neuroinclusion is about removing barriers so all minds can thrive.
What Neurodivergence Looks Like at WorkBrilliant at certain tasks but struggles with basics. Articulate in meetings but disorganised writing. Direct emails that land badly. Consistently late despite trying. Avoids numbers and data. Needs to understand why. Struggles after changes. Avoids social events. Takes feedback personally. Chaotic desk with their own system. Needs everything in writing. These patterns could all be neurodivergence.
Why This Matters for Your OrganisationComplex problems need different ways of thinking. Neurodivergent people often bring pattern recognition, systems thinking, creative problem solving and attention to detail. If you exclude neurodivergent people, you exclude cognitive diversity. Most purpose-driven organisations have equity values but miss neurodiversity. You already have neurodivergent people in your organisation. Some are masking and burning out. Some don't know yet. Some have left.
The Training GapMost leaders, managers and HR professionals have never been trained on neurodiversity. You're designing processes and setting expectations based on assumptions about how neurotypical brains work. You can't know what you've never been taught. Now you have a choice.
What To Do NextChallenge your assumptions. Stop assuming everyone works like you. Assume everyone's brain works differently. Move from frustration to curiosity. Educate yourself and others. Build understanding systematically across leadership, HR, managers and teams. Look at your systems. If multiple people struggle with the same thing, that's a systems problem. Fixing systems benefits everyone.
Where To StartStart with awareness. Notice patterns. Question assumptions. Ask if something is a barrier or performance before jumping to conclusions. Be honest about whether you need external support. Getting expert guidance saves time and prevents mistakes.
Resources:
- Sign up for additional resources: https://subscribepage.io/5aVJvV
- Book a free call to discuss your organisation's needs: https://calendly.io/leahmilnercampbell/30min
- More info and resources: https://leahmilnercampbell.co.uk
About the Host:Leah Milner-Campbell is a former charity CEO and neuroinclusion specialist. She's Autistic, ADHD, Dyscalculic and Dyspraxic, and works with purpose-driven organisations to understand and support neurodivergent leaders and staff, so they can build workplace cultures where everyone thrives.
29 min