At Haiilo, we care about belonging. We talk about it a lot, about building a workplace where people don’t just fit in, they feel safe and supported to show up as themselves. And as our understanding of what that really means continues to evolve, one thing is clear: creating an inclusive workplace culture must include neurodiversity.
Neurodiversity is not some trend or a buzzword. It’s a fact of life. Around 15-20% of people are thought to be neurodivergent, which, to really oversimplify it massively, means their brains work a bit differently. This includes autism, ADHD, dyslexia, dyspraxia, and more. Most important of all, these are not flaws or deficits, they’re simply variations in how people think, feel, and interact with the world.
We recently heard from mental health support platform Nilo on this topic. If you didn’t get a chance to attend, in this blog we’ll summarise some of the key talking points.
A different way of thinking
At its core, neurodiversity is the idea that there’s no single “normal” way for a brain to function. Neurodivergent people might process information, communicate, or experience emotions differently, but these differences can be strengths as much as shortcomings.
In particular, our session with Nilo explored autism and ADHD, and how they can show up at work. Think difficulty with noisy environments or shifting focus quickly during meetings. Think also about exceptional pattern recognition, creative problem-solving, or deep focus on complex tasks.
The key is that everyone processes the world a little (or a lot) differently.
Beyond the challenges
Yes, there can be challenges. Sensory sensitivity, communication differences, time blindness, or difficulties with organisation can all affect how neurodivergent colleagues experience the workplace. But these are often the very flipsides of the strengths neurodivergent people possess.
Someone with ADHD might struggle to keep a linear to-do list, but might thrive in fast-paced, high-energy brainstorming. Someone with autism might prefer clear structure and routine, but they may also bring incredible attention to detail and a strong sense of fairness.
The point is, when we design work environments to include neurodivergent minds, we tap into a broader spectrum of creativity, focus, and insight.
What can we do at work?
Creating a more neuroinclusive workplace doesn’t require sweeping changes. Often, it’s the small, intentional shifts that make the biggest difference (and most of them benefit everyone).
For example:
- Send out agendas in advance. This gives everyone a chance to prepare and think through what they want to say.
- Provide written follow-ups or meeting summaries. These are helpful to anyone juggling a busy schedule.
- Be mindful of sensory factors. Creating calm, quiet workspaces helps everyone concentrate better.
- Offer different ways to communicate. Not everyone is at their best in real-time conversations. Some people are more comfortable expressing themselves in writing.
- Normalise taking breaks. Whether it’s to reset after a sensory overload or simply to manage energy levels, breaks support better thinking for all of us.
- Make psychological safety a priority. People should feel comfortable asking for what they need without fear of judgment.
None of these ideas are groundbreaking. But they’re meaningful. And collectively, they help us build a culture that doesn’t just accommodate difference. It welcomes it.
We’re learning, and that’s okay
There’s no magic checklist that guarantees a neuroinclusive workplace. It takes awareness, effort, and a willingness to keep growing (even when we don’t have all the answers).
At Haiilo, we’re committed to that growth. We know we won’t always get everything right. But we’re listening, learning, and trying. Every step forward is more space for openness, for understanding, and for everyone to do their best work – and be their best selves.
