Huma Siraj
Imagine strolling along busy city streets. You spot the stunning buildings and grand structures all around. Then you see those curb cuts and ramps meant for wheelchairs. Those basic elements turn out to help lots of folks. Travelers drag suitcases over them easily. Parents roll strollers without trouble. Even folks hurrying for a bus get a smoother path.
Building inclusion right from the beginning makes daily life better for all kinds of people. That core concept drives universal design. Workplaces need to adopt it too. Plenty of companies still build setups that suit only neurotypical folks. They figure quick, talkative, straight-line, always-ready thinking counts as standard. Intelligence comes in many forms though.
My company Coqual just released research called The Neuroinclusion Imperative. It looks at ways to tap into this hidden potential. We found that one in five people see themselves as neurodivergent. Among younger groups, almost one in three fit that description. Leaders handle teams full of neurodiverse members without even knowing it. The coming workforce brings all sorts of brain types. Groups that welcome those differences spark true breakthroughs.
Leaders Can Take Some Steps Right Now. They Start by Leading with Flexibility
Flexibility goes beyond being nice. It forms the base of strong leadership. Back during the pandemic, I made everyone keep cameras on for online meetings. My neurodivergent children pointed out the issue. Endless video time wore them out and made them feel watched all the time. That realization flipped my approach completely.
I started checking with my team on their preferences. Did they want to speak up, type in the chat, turn cameras off, or just listen quietly. The change boosted everyone’s energy levels. It sharpened attention spans too. People took more real ownership of their parts.
Neurodivergent workers often mention how standard office rules hold them back. Sitting silent on endless video calls, for instance, makes them look checked out. Flexibility opens room for everyone to bring their best side forward.
Leaders Build Clarity Into Daily Routines
Clarity equals true inclusion. It lets people grasp what is expected of them. It cuts down on worry and swaps vague guessing for solid assurance.
During a big webinar once, a team member filled the chat with thoughts. At first it threw things off. His goal was just to contribute helpfully though. We worked out a way to handle ideas together. Some went out right away. Others we held back. We also set up notes for future use. Those clear steps improved things for the whole group.
These days we kick off every project with three key questions. We ask how someone likes to communicate. We find out what skills they aim to build right now. We learn what they hope others grasp about their work habits.
Our study revealed that eighty-three percent of neurodivergent workers feel overlooked on the job. Straightforward rules close that divide. They let individuals really flourish.
Leaders Pick Curiosity Instead of Just Following Rules
Curiosity shifts conflict toward growth. In one client job, a coworker brought up an ethics issue. It halted the whole talk for a bit. Rather than brush it aside, we dug deeper. We pulled together a small team. We shared materials and talked it through. A clash turned into our deepest discussion yet.
That experience showed me curiosity demands real listening. It calls for willingness to adjust. Teams build real strength when inquiries get embraced, not dodged.
Leaders Mix Varied Thinking Patterns to Get Stronger Results
Differences in cognition do not block progress. They ignite fresh ideas and creativity.
I teamed up once with a coworker whose mind worked opposite to mine. I go for broad views and speed things along. She zeroed in on fine points, exactness, and ordered steps. Early on we annoyed each other plenty. Things turned around when we quit pushing to alter one another.
- Her careful eye steadied my concepts.
- My broader outlook stretched her methods.
We created output that stood alone in quality. No single person could have matched it. Varied mental approaches let groups adjust quicker. They lead to firmer choices. They push bolder inventions too.
Inclusion Brings Real Change
Neuroinclusion skips special fixes. It crafts setups that serve everyone more effectively.
Each meeting setup, feedback method, and talk style shapes if folks feel held back or lifted up.
Top leaders view those parts as useful tools. They skip treating them as fixed customs. When jobs fit multiple brain types, overlooked talents emerge. Fresh ideas multiply. Groups turn into forces that cannot stop.
Companies making room for every mind type do more than keep up. They shape what comes next.
