Norman’s Blog: Shaping a Neuroinclusive Workplace

Norman’s Blog: Shaping a Neuroinclusive Workplace

Cognitive wellbeing for everyone is at the heart of Social Interest Group’s approach to Neuroinclusive working.

At SIG, we recognise that people communicate, process information and experience the workplace in different ways. By building clearer, more inclusive communication practices, we can better understand and respond to these differences, while creating an environment in which everyone has the opportunity to contribute and thrive.

This approach can also help colleagues and other stakeholders understand behaviours that may be regularly observed but are not always recognised or interpreted consistently. Greater awareness enables us to respond with curiosity, empathy, and appropriate support, rather than making assumptions.

Through our ongoing review of best practice, we are developing a deeper understanding of neurodivergence and how it may shape people’s experiences at work. An important step in this journey was piloting a co-produced employee learning programme, developed in partnership with the Brain Charity.

Colleagues from a broad cross-section of SIG’s departments took part in the pilot. Their feedback highlighted a strong appetite for more opportunities to build awareness, share experiences, and learn from one another.

We hope to continue this conversation as part of SIG’s Disability History Month activities, followed by more regular learning and engagement opportunities in various formats throughout the year.

Strengthening our approach to service delivery

Alongside our work to create a neuroinclusive workplace, there is a distinct, often more complex area of learning related to service delivery.

Some of the people we support may be neurodivergent without having received a formal diagnosis. Other factors, including substance use, mental health needs, trauma, or difficult life experiences, may also shape their experiences and support needs. It is therefore vital that our colleagues have the knowledge and confidence to recognise possible indicators, avoid assumptions, and respond in a person-centred way.

Reviews of AINMS reports have reinforced the importance of investing time and resources in accessible and appropriate learning for colleagues. While individual curiosity and commitment are valuable, they cannot be our only source of knowledge. We need consistent, organisation-wide opportunities that equip colleagues to translate awareness into informed and inclusive practice.

One of the first supportive commitments made by our CEO, Mark Milton, was to recognise our ambition not only to grow as a neuroinclusive organisation, but also to contribute to the development of best practice across the charity sector.

I am excited by the opportunity to contribute to this next stage of SIG’s journey and to support our continued progress throughout 2027 and beyond.

The views and opinions expressed in this blog are those of the authors and do not necessarily reflect the official policy or position of Social Interest Group. Any content our bloggers or authors provide is their opinion and is written to promote discussion and raise awareness of topics.