Teams thrive on diverse perspectives – yet one form of diversity is often overlooked or misunderstood: neurodiversity.

Neurodiversity refers to the natural variation in how people think, process, and experience the world. It includes conditions such as ADHD, autism, dyslexia, dyspraxia, and others – but it’s not a problem to fix. It’s a source of innovation, resilience, and insight – when embraced intentionally.

As Leaders, we have a unique opportunity to create team environments where neurodiverse thinkers can flourish. And it starts with recognising that cognitive inclusion isn’t extra – it’s essential.

Why It Matters in Delivery

Delivery teams depend on:

• Pattern recognition
• Lateral thinking
• Deep focus
• Creative problem-solving

These strengths often align with neurodiverse profiles. But standard ways of working – constant context-switching, unstructured meetings, rigid communication norms – can exclude or exhaust those same contributors.

Inclusion means designing for variability, not conformity.

Micro-Shifts That Make a Macro Difference

You don’t need a certification to lead inclusively. You need intention. Try these everyday adjustments:

In Meetings

• Share agendas ahead of time to reduce cognitive load
• Use visual aids and written summaries
• Offer multiple ways to contribute (chat, post-meeting, visual boards)

In Delivery Rhythms

• Respect preferences for deep work – limit interruptions
• Avoid glorifying “always-on” availability
• Build flexibility into sprint cadences

In Communication

• Use clear, plain language – skip the corporate jargon
• Offer structured feedback, not ambiguous cues
• Encourage questions without judgement

Lead With Curiosity, Not Assumptions

Neurodiversity is deeply individual. No two autistic team members are the same. ADHD looks different in every context.

So ask. Listen. Learn.

“Is there a way we could structure this that works better for your focus style?” “Would async brainstorming help you contribute more comfortably?”

This isn’t just inclusive – it’s effective. When people feel safe to share their needs, their contributions grow exponentially.

Delivering Work AND Psychological Safety

Remember: inclusion isn’t a detour from delivery – it’s a fuel source.

By designing team practices, workflows, and communication styles that include neurodiverse minds, we tap into strengths our products – and our teams – desperately need.

The invitation for leaders is simple:

Make it safe to think differently.