Stop waiting for a diagnosis: neuro-inclusive design beats tradition so you can outpace, outperform and outlast your competition
Published on 10 May 2025 • Written by Dr Lisa Colledge
Let’s start with four real scenarios.
A neurodivergent team member quietly struggles with sensory overload and executive function challenges, but doesn’t have a formal diagnosis and fears the stigma they might face from team members if they share their situation. They don’t speak up. Instead, they mask their differences dat after day—and burn out.
A neurotypical team member notices the accommodations made for a colleague with an unusual working style, and wonders why their own needs for focused time or structured instructions are seen as preference, not necessity. They feel frustrated, excluded, and resentful of that colleague.
A team manager is supporting a team member with ADHD who needs near-term deadlines and lots of stimulation—and another who’s autistic and needs calm, clear communication. They're left wondering: how can I realistically juggle these needs and ensure each of these neurodivergent team members feels their requirements are met, and what about the preferences of the other team members?
A well-meaning organization creates a reasonable adjustments process that complies with national legal requirements—and thus requires people to share a medical diagnosis to secure the right to accommodations. Although it works on paper, in practice, it’s a patchwork of exceptions, bueaucracy and confusion.
This is the typical model. It relies on individuals self-identifying, seeking accommodations, and triggering a bureaucratic response that does enough to be legally compliant and no more. It puts pressure on the most vulnerable to declare something they may have been victimized for in the past, attempts to solve problems case-by-case, and is impossible to scale across an organization. It’s reactive, fragile, and, frankly, unfair.
If you’re serious about building a future-ready workplace that can outpace, outperform, and outlast your competition, you need a different, modern approach: one rooted in culture, not forms. One that creates Neuro-Inspired Teams.
Here are 5 reasons that a cultural approach is not only better—it’s the only way that you can build an organization in which including the full diversity of cognitive styles is fair, scalable and sustainable.
1. It’s universal – no labels required
Neurodivergent team members with a diagnosis are not always willing to disclose. They may fear stigma, especially if they’ve faced discrimination in the past. Furthermore, many neurodivergent people are undiagnosed, in assessment limbo, unsure whether a diagnosis applies to them, or unaware their struggles could be addressed. And even those without neuro-developmental differences—people facing chronic stress, trauma, health challenges, or big life transitions—may show behavioral traits that are similar to those caused by neurodivergence, and benefit from inclusive environments.
Neurodivergent individuals shouldn’t need to reveal something deeply personal and potentially risky just to be able to contribute and thrive.
Neurotypical teammates shouldn’t be excluded from flexibility or support simply for not belonging to a group wth a label. We cannot achieve equality by shifting privilege from one group to another.
Leaders shouldn’t wait for formal diagnoses before making efforts to enable each person in their teams to contribute their best.
Organizations shouldn’t require paperwork before they allow people to thrive.
A neuro-inclusive culture anticipates a range of cognitive styles, including the neurodivergent extremes, and builds in flexible, relevant team norms from the start. That means fewer accommodation requests—and many more people thriving by default.
2. It’s shared – not a one-sided burden
In the traditional model, neurotypical people are asked to adjust for neurodivergent colleagues. But this dynamic breaks down in real teams. Here are a few examples of how:
What if multiple people in a team have different needs? Should one person’s comfort take priority?
What if the team lead is neurodivergent? The assumption that managers are always neurotypical is far from correct.
In tech, many teams have a cognitive profile well established to be skewed toward traits of autism. Should tech teams with a majority of neurodivergent people accommodate neurotypicals?
And what if one person is a member of multiple project teams. Need they re-declare their neurodivergence and re-negotiate accommodations with a different team lead each time?
Consider instead the following, team-minded assertions:
All team members, regardless of their neurotypes, want fairness in their ability to contribute to their team's successful performance.
Neurotypicals and neurodivergents alike benefit from the clearer communication, predictable workflows, and flexibility that are inspired by empowering talent with different thinking styles to succeed.
Managers struggle to welcome and balance adjustments unless there's a consistent cultural model.
Organizations can’t afford fractured norms that shift by team.
A cultural approach levels the field. Everyone adjusts a little. Everyone benefits a lot. Inclusion becomes a shared commitment to each team’s performance and cohesion.
3. It’s portable – not just for the lucky few
When inclusion depends on your team, your manager, or your project, it’s not true inclusion—it’s closer to luck. But most people experience changes of role, manager, and team members frequently.
Neurodivergent employees shouldn’t need to restart the conversation every time they move within the company, of there is movement within their team members.
Teammates shouldn’t have to figure out from scratch what inclusion looks like for each new group they are a part of.
Leaders have an accountability to create team norms that support everyone by default.
Organizations need inclusive practices that work anywhere—not just in high-performing pockets.
A cultural approach embeds inclusive team practices across the organization. The knowledge of how to build psychologically safe, cognitively inclusive teams becomes standard. Inclusion becomes portable.
4. It’s scalable – and sustainable
With 25% of Oxford students and 53% of Gen Z currently identifying as neurodivergent, these aren’t fringe needs—they’re the expectations of our future workforce. Whether someone has a formal diagnosis is becoming less relevant. These individuals self-identify, speak up, expect workplace inclusion—and increasingly only accept offers from places that provide it.
No company can train every manager in every nuance of every possible neurodivergence diagnosis—especially considering that many people experience more than one neurodivergence. Waiting for forms and approvals is slow. And accommodating only those who disclose leaves many unsupported.
When the culture anticipates neurodivergent needs:
Neurodivergent team members feel included from day one.
Their teammates model inclusive behavior naturally when it’s embedded in team norms.
Leaders build culture every day by how they run meetings, set expectations, and support people.
Organizations stay relevant and successful, regardless of changes in their compeittive environment, because cultural norms evolve faster than policy manuals.
Culturally-driven neuro-inclusion is scalable, sustainable, and adaptive. It's how you enable your organization to naturally keep up with evolving expectations—without constantly reinventing the wheel.
5. It’s future-fit – designed for complexity
People are complex. Teams are complex. Work is complex. The competitive environment is complex. No checkbox, no policy, and no single process can keep up. Yet many organizations are still trying to control the complexity of neurodivergence with rules rather than designing for it.
Neurodivergent individuals aren’t defined by a single diagnosis.
Team members bring multiple overlapping identities and needs, especially in combination.
Leaders need tools to help them and their teams navigate nuance, not one-size-fits-all playbooks.
Organizations face increasing unpredictability—and must embed adaptability at the cultural level.
As I discussed in my podcast on resilience, 84% of companies say they are unprepared for future disruption, and 90% admit they lack the capabilities for long-term resilience. The companies that thrive through change don’t rely on rigid compliance—they embed the capability of resilience into their culture.
A neuro-inclusive culture is that kind of culture. It welcomes complexity, and offers the capability to flex with change. It builds the adaptability needed to survive and thrive—whatever comes next.
So why isn’t everyone doing this?
Because:
It’s easier to fill out a form than to lead change.
It feels less urgent than today’s operational challenges.
It’s not legally required. You’re compliant—surely that’s enough?
But here’s the reality: you can’t afford to wait.
The world is getting more unpredictable. Disruptions are more frequent. Your next competitive advantage won’t come from compliance—it will come from your talent that is fully enabled to contribute its skills.
You can keep firefighting with reactive accommodations—or you can invest once in building a capability that keeps working.
Build it once. Reap the rewards for years. Create a place where talent of all types can thrive. That’s how you future-proof your culture.
I call it building Neuro-Inspired Teams.
I’m Dr Lisa Colledge, and I help ambitious leaders build future-ready teams they trust to deliver now and adapt to whatever’s next — driving engagement, performance, and enduring resilience.
Learn more about building Neuro-Inspired Teams that outpace, outperform, and outlast your competition.
