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Today, I want to walk through some of the tangible ways we can create more neuroinclusive environments—through adjustments, hiring practices, accessible interviews, and workplace coaching. These aren’t just nice-to-haves—they’re essential steps toward equity, belonging, and unlocking the full potential of our teams.

Yep. Been there. Many times. And if you’re neurodivergent, that freeze isn’t a character flaw. It’s often the result of: – nervous system overload– task overwhelm or unclear starting points– perfectionism or fear of failure– low dopamine (a.k.a. no motivation fuel in the tank) When your brain sees “a task” and your body feels “a threat,” it makes total sense that you can’t just start.

"Do you have any resources about what to do about feeling overwhelm especially when things have to be pushed to the next day, so at the end of the week there's a big pile up? I know that I need more time than I normally do to prepare to focus/tackle tasks, but I don't know how to adjust my reality (I need to get things done!) with my other reality (I can't do as much as I used to)."

Sensory burnout is a common experience for many neurodivergent people—especially those who are autistic, ADHDers, or have sensory processing differences. It happens when your nervous system is overstimulated for too long without enough regulation or rest.

You’ve got a team full of smart, capable people—but somehow, things still feel off. Deadlines are missed, communication feels clunky, and that one employee keeps asking if they really have to come to the team-building escape room. If you’re managing neurodivergent folks (and statistically, you are), these aren’t signs of dysfunction—they’re signs that your workplace norms might need a tune-up. Here are some thought provoking questions to get yourself thinking about how th

While working in #nonprofits I've had the opportunity to travel around the world, visit many communities, and witness different ways of...