Person-Centered Manager Syllabus
1:1 “Office Hour”
Neuroinclusion in the Workplace:
Building Inclusion, Empathy, and Understanding
This comprehensive guide explores the multifaceted world of neurodiversity and provides actionable strategies for creating truly inclusive environments in both professional and personal settings. We'll examine the real challenges faced by neurodivergent individuals, explore evidence-based approaches to support diverse thinking styles, and equip you with practical tools to champion neuroinclusion in your workplace and community.
Your Journey Through Neuroinclusion
01
Foundation concepts, definitions, and understanding neurodiversity as natural human variation
02
Active support strategies, best practices, and ways to champion neurodivergent colleagues
03
How different brains process information and the workplace implications of processing differences
04
Core skills for workplace success and how to support diverse executive function profiles
05
Practical tools, shared responsibilities, and creating sustainable neuroinclusive cultures
06
Recognizing, respecting, and affirming the diverse identities, experiences, and ways of being that people bring into the workplace.
Introduction to Neuroinclusion
Key Insights
1:5
Neurodivergent Employees
One in five employees think, work, and communicate in non-traditional ways, bringing unique perspectives and problem-solving approaches to their teams
80%
Under- or Unemployed
Despite possessing valuable skills and talents, up to 80% of neurodivergent individuals remain under- or unemployed due to systemic barriers

Business Impact: Neurodiversity in the workplace drives creativity, boosts employee retention, and increases team productivity. Organizations that embrace neuroinclusion gain competitive advantages through diverse thinking and innovation.
Essential Definitions
Understanding neurodiversity begins with clear, respectful language. These foundational terms help us navigate conversations about brain differences with accuracy and empathy. Familiarizing yourself with this vocabulary is the first step toward creating more inclusive spaces.
Neurotypical
Describes individuals whose brain development and functioning align with what society considers typical or standard patterns of thinking, learning, and processing information
Neurodivergent
Refers to individuals whose brain functioning differs from societal norms, encompassing neurotypes such as autism, ADHD, dyslexia, dyspraxia, and other variations in cognitive processing
Neurodiverse
Describes a group or population composed of people with different types of brain functioning, including both neurotypical and neurodivergent individuals working or living together
Neurotype
Refers to a specific type or profile of brain functioning, such as autistic, ADHD, or dyslexic neurotypes—each with distinct characteristics and strengths
Neuroinclusive
Describes environments, policies, practices, and cultures intentionally designed to welcome, support, and celebrate people of all neurotypes without requiring conformity to neurotypical norms
Neurodiversity represents a fundamental shift in perspective—viewing brain differences not as deficits to be corrected, but as natural variations that enrich our communities and workplaces.
Understanding Neurodiversity
What Is Neurodiversity?
Neurodiversity is the recognition that human brains naturally develop and function in many different ways. Just as biodiversity strengthens ecosystems, neurodiversity enriches our communities by bringing together people with different ways of thinking, learning, and experiencing the world.
This perspective celebrates cognitive differences as valuable variations rather than deficiencies. When we embrace neurodiversity, we acknowledge that there are many valid ways to interact with and understand our environment, each bringing unique contributions to society.
Key Things to Remember
  • Brain differences are a natural, expected part of human variety—like different eye colors, heights, or temperaments
  • How someone's brain works fundamentally shapes how they perceive, interpret, and interact with the world around them
  • Each person's unique cognitive profile brings valuable skills, perspectives, and innovative approaches to problem-solving
  • Support needs vary significantly from person to person and may shift over time based on context, environment, and life circumstances
  • When we create space for diverse thinking styles, entire communities become more creative, resilient, and effective
Embracing neurodiversity means recognizing that there is no single "right" way for a brain to work. Every person's neurotype contributes something valuable to the collective human experience.
Common Neurodivergent Neurotypes
Neurodivergence encompasses a wide spectrum of neurotypes, each with distinct characteristics, strengths, and support needs. Understanding this diversity helps us recognize that there's no single "neurodivergent experience"—rather, each person brings their own unique combination of traits and abilities.
Primary Neurotypes
  • Autism Spectrum Disorder (ASD) - Differences in social communication, sensory processing, and pattern recognition
  • Attention-Deficit/Hyperactivity Disorder (ADHD) - Variations in attention regulation, impulse control, and executive function
  • Dyslexia - Distinct processing of written language and phonological information
  • Dysgraphia - Differences in written expression and fine motor coordination
  • Dyscalculia - Unique mathematical and numerical processing patterns
Additional Conditions
  • Post-Traumatic Stress Disorder (PTSD) - Altered stress response and memory processing
  • Traumatic Brain Injury (TBI) - Changes in cognitive function following injury
  • Bipolar Disorders - Cyclical variations in mood and energy regulation
  • Tourette Syndrome - Neurological differences involving tics and movements
  • Obsessive-Compulsive Disorder (OCD) - Distinct patterns in thought processing and behavior

Co-occurrence is Common: Many neurodivergent individuals experience multiple overlapping conditions. For example, it's quite common for someone to have both ADHD and dyslexia, or autism and anxiety. This intersection creates unique profiles that require personalized support approaches.
Language Matters: Person-First vs. Identity-First
The language we use when discussing neurodiversity carries significant weight and meaning. Understanding the difference between person-first and identity-first language—and when to use each—demonstrates respect and cultural competence. Importantly, different communities and individuals may have strong preferences for one approach over the other.
Person-First Language
Structure: Places the person before the diagnosis or condition
Examples: "person who has autism," "individual with ADHD," "person who has a disability"
  • Emphasizes humanity and personhood before any diagnosis
  • Separates the person from their condition
  • Commonly preferred in medical and educational settings
  • Aligns with traditional disability rights frameworks
Identity-First Language
Structure: Recognizes the diagnosis as an integral, inseparable part of identity
Examples: "autistic person," "dyslexic student," "disabled person"
  • Embraces neurodivergence as a core aspect of identity
  • Recognizes that neurotype shapes experience and worldview
  • Often preferred by self-advocates and advocacy organizations
  • Reflects pride in neurodivergent identity

Best Practice: When interacting with an individual, always respect their personal preference for how they wish to be addressed. Language preferences are deeply personal and can vary significantly. If you're unsure, it's perfectly appropriate—and respectful—to simply ask: "What language do you prefer when discussing [topic]?"
Two Perspectives on Neurodiversity
Throughout history, societies have understood neurodivergence through different lenses. These contrasting perspectives profoundly impact how neurodivergent individuals are treated, what support they receive, and how they're valued in communities and workplaces. Understanding both models helps us recognize why shifting toward a social perspective creates more inclusive, equitable environments.
1
Medical Model (Traditional Approach)
This older, deficit-focused framework views neurodivergence primarily as a medical problem requiring diagnosis, treatment, and correction.
Core Beliefs:
  • Brain differences represent disorders or impairments
  • The goal is to "fix" or "normalize" neurodivergent individuals
  • Responsibility falls on the individual to adapt to standard environments
  • Success means conforming to neurotypical expectations
  • Focuses on limitations rather than strengths
Impact: This model often leads to pathologizing natural brain differences and placing the burden of change solely on neurodivergent individuals.
2
Social Model (Contemporary Approach)
This progressive framework recognizes neurodivergence as natural human variation, seeing barriers as environmental rather than individual deficits.
Core Beliefs:
  • Brain differences are natural variations in human neurology
  • Challenges arise from environmental barriers, not inherent deficits
  • Society should adapt to accommodate diverse neurotypes
  • Success means creating inclusive systems that work for everyone
  • Emphasizes unique strengths and valuable perspectives
Impact: This model shifts focus from "fixing" individuals to designing flexible, accessible environments that honor neurodiversity as a vital aspect of human diversity.
The shift from medical to social models represents a fundamental change in how we understand neurodiversity—moving from asking "What's wrong with this person?" to asking "How can we design better systems?"
Businesses: Bridging the Employment Gap
Forward-thinking organizations recognize that neurodivergent employees bring exceptional skills—pattern recognition, creative problem-solving, attention to detail, and innovative thinking. Yet significant barriers prevent many talented individuals from accessing and thriving in employment. Proactive programs can bridge this gap while strengthening your entire workforce.
Comprehensive Mentorship Programs
Pair neurodivergent employees with dedicated mentors who provide guidance on workplace culture, unwritten rules, and professional development. Mentors help navigate social dynamics, interpret feedback, and build confidence.
  • Match based on complementary skills and communication styles
  • Provide mentor training on neurodiversity and effective coaching
  • Schedule regular check-ins and create structured support frameworks
  • Extend mentorship beyond onboarding to long-term career development
Targeted Career Development
Design specialized training pathways and advancement opportunities that recognize diverse strengths. Create clear progression routes that accommodate different learning styles and timelines.
  • Offer skills training in multiple formats (written, hands-on, video)
  • Provide explicit instruction on implicit workplace expectations
  • Create alternative advancement paths that value diverse contributions
  • Connect employees with internal opportunities aligned to their strengths
Neuroinclusive Environment Design
Intentionally design physical spaces, communication systems, and workplace policies to support diverse neurotypes. Small adjustments create transformative changes.
  • Provide quiet spaces, flexible seating, and sensory-friendly lighting
  • Offer remote work options and flexible scheduling when possible
  • Ensure clear, written communication supplements verbal exchanges
  • Normalize accommodations so requesting support carries no stigma
Common Workplace Challenges
Even well-intentioned workplaces can create significant barriers for neurodivergent employees through standard practices that assume neurotypical processing. Recognizing these common challenges is the first step toward designing more inclusive systems. Small shifts in how we structure meetings, communicate expectations, and create feedback loops can dramatically improve experiences for everyone.
Rapid-Fire Meeting Culture
Team meetings that move at breakneck pace, jumping quickly between topics with minimal pause time. Questions are fielded immediately, leaving little room for those who need moments to process information or formulate responses.
Impact: Neurodivergent employees may struggle to keep up, miss important details, or feel unable to contribute meaningfully to discussions. This can lead to them appearing disengaged when they're actually working hard to process the conversation.
Solution: Build in pauses, share agendas in advance, allow written questions, and follow up with comprehensive notes.
Lack of Safe Disclosure Channels
Absence of clear, trusted pathways for employees to discuss their neurodivergence or request accommodations. Fear of stigma, discrimination, or negative career impact prevents people from asking for support they need to succeed.
Impact: Employees struggle silently rather than requesting reasonable adjustments. This leads to unnecessary stress, lower performance, and higher turnover—while organizations miss opportunities to support talented team members.
Solution: Establish clear accommodation processes, train managers on inclusive practices, and normalize discussing diverse needs.
Inconsistent Communication Styles
Managers and team members who rely heavily on indirect language, vague feedback, or implicit expectations. Comments like "We need to do better here" or "You know what I mean" leave too much open to interpretation.
Impact: Neurodivergent employees may struggle to understand what's actually expected, leading to repeated misunderstandings, incomplete work, or anxiety about meeting unclear standards. This isn't a comprehension deficit—it's a communication mismatch.
Solution: Practice direct, specific communication with clear expectations, concrete examples, and actionable feedback.
Neurodivergent Employee Responsibilities
Neurodivergent employees are not just recipients of inclusion—they're active participants in building it.
While organizations must create neuroinclusive environments, neurodivergent employees also play important roles in their own success and in fostering workplace inclusion. These responsibilities aren't about conforming to neurotypical norms—they're about engaging authentically while communicating needs clearly.
Understand Your Work Style
  • Reflect on what environments help you focus and which create barriers
  • Identify your communication preferences and processing needs
  • Notice patterns in when you work most effectively
  • Be proactive in seeking tools, approaches, or workflows that enhance your performance
  • Recognize that self-knowledge is powerful—understanding yourself helps you advocate effectively
Express Needs and Preferences
  • Clearly communicate how you work best, whether that's written feedback, flexible deadlines, or fewer meetings
  • Request accommodations or adjustments when they would help you succeed
  • Explain the "why" behind your requests when comfortable doing so
  • Be specific about what would help rather than speaking generally
  • Remember that asking for support isn't weakness—it's professional self-advocacy
Engage in Two-Way Communication
  • Ask clarifying questions when instructions or expectations aren't clear
  • Seek feedback on how your communication style lands with others
  • Be open to adjusting approaches when your current method isn't working
  • Provide updates on project progress, especially if timelines need adjustment
  • Remember that inclusion is collaborative—both giving and receiving communication matters
Respect Others' Ways of Working
  • Recognize that colleagues may have different communication preferences and processing styles
  • Be mindful of how teammates prefer to collaborate and share information
  • Flex where you can to accommodate others' needs
  • Name your limits respectfully when you genuinely can't accommodate a request
  • Remember that everyone benefits when we honor diverse working styles
Shared Responsibilities for All Employees
Creating truly inclusive workplaces requires commitment from everyone—not just leaders or neurodivergent employees. These shared responsibilities form the foundation of cultures where diverse neurotypes can thrive. When everyone contributes to inclusion, the entire organization benefits from broader perspectives, stronger collaboration, and better outcomes.
Communicate Professionally and with Curiosity
  • Use clear, respectful language in all interactions
  • Aim to be understood, not just heard—check for comprehension
  • Ask thoughtful questions to better understand different perspectives and preferences
  • Approach differences with genuine curiosity rather than judgment
  • Remember that miscommunication often stems from different processing styles, not bad intentions
Flex and Adapt Together
  • Be willing to adjust communication styles when possible to meet others' needs
  • Show flexibility with workflows, meeting formats, and timelines
  • Recognize that adaptation goes both ways—everyone contributes to flexibility
  • Understand that collective success depends on mutual accommodation
  • Celebrate creative solutions that work for diverse team members
Give and Receive Feedback Constructively
  • Offer feedback that's timely, specific, and solution-focused
  • Provide context for feedback so recipients understand the impact
  • When receiving feedback, listen with openness before reacting
  • Reflect on feedback privately before responding if you need time to process
  • Assume positive intent while still taking concerns seriously
Foster a Culture of Respect
  • Value different thinking, communication, and working styles equally
  • Treat neurodivergent and neurotypical ways of working as equally valid
  • Challenge jokes, comments, or behaviors that mock or dismiss differences
  • Recognize and celebrate the unique contributions diverse neurotypes bring
  • Model inclusive behavior for colleagues and new team members
Inclusion isn't someone else's job—it's a shared commitment that requires active participation from every member of the team.