Inclusive design rooted in clarity, predictability, and psychological safety unlocks hidden potential in neurodivergent teams. Drawing from a powerful classroom example, this post explores how high expectations, structured support, and sensory-aware environments lead to engagement, trust, and performance.

Defense and cybersecurity agencies like GCHQ and Unit 9900 recruit autistic and dyslexic talent for elite roles in visual thinking, pattern recognition, and anomaly detection. This episode explores why neurodivergent professionals are key to high performance, innovation, and cognitive diversity—no diagnosis required.

Autism-at-work programs from companies like SAP and Microsoft proved the business case for hiring neurodivergent talent—with dramatic gains in innovation, productivity, and retention. But as today's workforce evolves, these diagnosis-based programs no longer scale. In this blog, Dr. Lisa Colledge explores why the next chapter of neurodiversity inclusion in the workplace must go beyond formal programs. With over 50% of Gen Z identifying as neurodivergent, organizations must shift from compliance to culture—embedding cognitive inclusion, flexible design, and neuro-inclusive leadership into everyday team practices. Featuring insights from ASML, EY, and the FIT Framework (Fair, Intentional, Team-Minded), this post offers a blueprint for creating high-performing, neurodiverse teams—without needing diagnosis-based initiatives. Perfect for founders, team leads, and HR professionals ready to future-proof their teams through inclusive design and diverse thinking.

Autistic thinkers bring a unique edge to high-stakes environments. They are less susceptible to cognitive bias and tend to make clearer, more rational decisions under pressure. Dr Lisa Colledge explores how autistic strengths like logic, focus, and structure give teams a competitive advantage in data-rich sectors like tech, finance, and healthcare, and how inclusive team cultures can unlock this potential.