In this checklist, we explore:

• The advantages of a neurodiverse workforce
• Practical tools to create neuroinclusion within your team 
• The best practices to handle disclosure in the workplace
• Accommodations leaders should be familiar with 

As a leader, when someone tells you they identify as neurodivergent, create a conversation around their needs by saying: “Thank you for sharing this with me. What can I do to support you?”

Unlocking the power of neurodivergence 

When we start seeing neurological differences as valuable assets, we can turn these diverse ways of thinking into powerful strengths.

As the challenges organisations face become more complex, they require more innovative and diverse mindsets. With this, understanding and leading neurodiverse teams is not just a necessity as we move towards a more inclusive future, but a strategic advantage.

For leaders to best support their people, they need to approach neurodiversity with curiosity and openness, while familiarising themselves with accommodations, commonly referred to as reasonable adjustments.