This mistake keeps neurodivergent people from thriving

The summer so far has been a surreal mix of light and heavy. At home, there have been moments of calm and laughter. But alongside this, it’s impossible to ignore the excruciating pain and injustice in the world.

It can be hard to focus on work when we’re bearing witness to such suffering. If you feel this, please know that I feel it to. And yet, I keep coming back to why I do this. Sharing what I know about neurodiversity isn’t just a job to me - it’s one small way to make change in a world that desperately needs it.

Today I’m talking about:

• Info: Why binary thinking undermines neuroinclusion

• Tips: How to move from rigid categories to a human-first approach

• Recommendations: Resources to help you design environments where difference thrives

One way doesn’t work for all of us

Even within the umbrella of being neurodivergent, no two people are the same.

• Some think best when walking. Others need to sit still.

• Some find cameras exhausting. Others feel disconnected without them.

• Some get energy from bouncing ideas in a group. Others need quiet time to process.

• Some need step-by-step guidance. Others prefer a broad goal and freedom to figure it out.

• Some want the day mapped out. Others thrive when each day feels different.

The list could go on forever. And that’s the point.

The problem with categorisation

Inclusion fails when it’s reduced to a checklist of “what neurodivergent people need.”

When we treat people as a single category, we erase individuality. We risk replacing one rigid system with another. This is where some neurodiversity training falls short - prescribing the right way to work with autistic people, or ADHDers, or dyslexic people, as if there’s a universal playbook.

When in reality there’s as much variation within each neurodivergent identity as there is between them.

When we work from binary thinking - on/off, good/bad, autistic/not autistic - we’re not creating space for people. We’re just moving them from one labelled box to another.

What works instead

We build cultures that enable difference by focusing on the human first, not the label.

That means:

• Asking, not guessing – Don’t assume you know what works. Ask the person. Then listen.

• Offering choice – Make flexibility the default, not the exception.

• Valuing nuance – Needs can change depending on the day, the project, or the season.

• Resisting the urge to standardise everything – Consistency matters for fairness, but not at the expense of adaptability.

This isn’t just good practice for neurodivergent people. It’s how you create environments where everyone can thrive.

Practical tips for moving beyond binary thinking

• Offer multiple ways to engage - written, verbal, visual, collaborative, solo.

• Keep processes flexible enough to adjust for individual needs without long approval chains.

• Review any training materials for sweeping generalisations like “all X people need Y.”

• Build regular feedback loops so people can say when something’s no longer working.

Recommended resources

• Dr Naomi Fisher: a clinical psychologist and author, with a much needed nuanced approach to neurodiversity and neuroinclusion. She specialises in trauma, autism and alternative ways to learn.

• Tool: 22 Questions for Understanding How People Work Best – reply to this email with “22 questions” and I’ll send you the PDF.

Closing thought:
When we stop trying to fit people into categories, we see them more clearly. And when we see people clearly, we can build spaces that don’t just include them, they enable them to thrive.

Speak soon,

Jess

PS Whenever you’re ready, here are some ways I can help:

• Want me to speak or run a workshop in your organisation? Head here to book a chat and make a plan.

• Join the waitlist for our NeuroNavigator® programme and become a certified Neurodiversity Champion. Doors closed for September, next cohort will be January 2026.

• Book a FREE Discovery call to chat through how I can support your workplace, your school or your family.