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Neuroinclusion, neurodiversity and neurodivergent: what do they mean?
Neuroinclusion is the practice of designing workplaces, policies and everyday management so that neurodivergent people, including those with autism, ADHD, dyslexia, dyspraxia and Tourette's, can do their best work without needing to ask for individual exceptions.
Neuroinclusion, neurodiversity and neurodivergent: what's the difference?
These three terms get used interchangeably, but they mean different things.
Neurodiversity
is the broad idea that human brains and behaviour naturally vary, and that differences like autism, ADHD, dyslexia and dyspraxia are natural variations rather than deficits to be fixed.
Neurodivergent
describes an individual whose brain works in one of these ways. Someone who is neurodivergent may or may not choose to disclose this at work.
Neuroinclusion
is what an organisation does in response. It's the policies, environment and everyday practice that make a workplace work for neurodivergent people, rather than just acknowledging that they exist.
In short:
neurodiversity is the fact, neurodivergent describes the person, and neuroinclusion is the employer's action.
Why employers are paying attention to this now
Neurodivergent employees are already part of every workforce, whether or not they've disclosed it. Neuroinclusion has moved from an HR side project to a board-level DEI and retention priority, as more employers move from responding to individual requests to building support in from the start.
Neuroinclusion support from Peppy
Peppy's neurodiversity service gives employees direct access to specialists, alongside guidance for managers and HR teams. For the full picture, including the business case for employers and what good support looks like in practice, see our complete guide.
Frequently asked questions
