Lead Happy & Neurodiversity: Why Every Brain Belongs in Leadership

14/03/2025

Lead Happy & Neurodiversity: Why Every Brain Belongs in Leadership

From 17th–23rd March, it’s Neurodiversity Celebration Week—a movement dedicated to recognising, supporting, and championing different ways of thinking.

It’s a topic we’re passionate about, not just because it matters in its own right, but because neurodiversity is part of our daily lives, at home, at work, and in wider society.

So, of course, we’re going to talk about it!

We’ve put together this article as a starting point for discussion—whether that’s within your organisation, your teams, or simply as a personal reflection. There’s already so much great work happening in this space, but there’s also a long way to go in truly creating workplaces where every brain can thrive.

Let’s dive in.

What is Neurodiversity?

Neurodiversity is the idea that neurological differences—such as autism, ADHD, dyslexia, dyspraxia, and other cognitive variations—are a natural and valuable part of human diversity. Coined by sociologist Judy Singer in the late 1990s, the term challenges the outdated notion that brain differences should be “fixed” or “cured.” Instead, neurodiversity recognises that these variations bring unique strengths, perspectives, and abilities that benefit both individuals and society as a whole.

Think of it like biodiversity in nature: a thriving ecosystem isn’t made up of just one type of tree, plant, or animal. Diversity creates strength, adaptability, and resilience. The same applies to human brains. Some people are highly analytical, some are natural problem-solvers, and others see the world in a way that fuels creativity and innovation. Neurodiversity encourages us to move beyond a deficit-based model of thinking and embrace the idea that different ways of processing information are not just valid but essential.

Neurodiversity vs. Neurodivergence – What’s the Difference?

These terms are often used interchangeably, but they’re not quite the same thing.

• Neurodiversity refers to the concept that all brains function differently. It’s an umbrella term that includes both neurotypical (people whose brains function in the way society generally expects) and neurodivergent individuals.
• Neurodivergence refers to individuals whose cognitive functioning differs from the “typical” or expected neurological patterns. This includes conditions like autism, ADHD, dyslexia, and Tourette’s syndrome, among others.

In other words, we are all part of neurodiversity, but only some people are neurodivergent.

A useful analogy: Imagine a workplace where everyone speaks different languages. Some speak English, some French, others Mandarin or Spanish. The workplace itself represents neurodiversity. However, those who speak a language different from the dominant one might be considered neurodivergent in that context—not because their language is “wrong,” but because it differs from the majority’s expectations.

Why Does This Matter?

Understanding this distinction helps shift the focus away from “disability” and towards inclusion, adaptability, and leveraging strengths. When workplaces and society recognise neurodivergence as part of natural human variation rather than a problem to be solved, it fosters a culture of acceptance, innovation, and equity.

 

How Lead Happy Embraces Neurodiversity

At Lead Happy, we don’t just talk about inclusion—we build experiences that genuinely work for all neurotypes. With co-founders who have personal experience of neurodivergence (Tom with ADHD and Anna as the parent of two autistic sons), we understand the nuances of what real inclusion looks like.

Every leadership experience we create is designed with neurodiversity in mind—whether it’s ensuring psychological safety in group settings, embracing different communication styles, or adapting learning experiences so that everyone can engage in a way that works for them. Because when people are supported in a way that aligns with how their brains work, they thrive.

The (Slow) Evolution of Neurodivergence in the Workplace

For much of history, neurodivergence was either misunderstood, stigmatised, or entirely overlooked in professional environments. The workplace was designed with one type of brain in mind—the neurotypical one—while those who processed information differently were often labelled as “difficult,” “unfocused,” or simply “not a good fit.”

A Brief (and Frustrating) History

In the 20th century, neurodivergent individuals were largely excluded from professional spaces. Autism and ADHD were classified as disorders needing medical intervention rather than natural variations in cognitive processing. Many neurodivergent people were either forced to mask their differences (often at the cost of their mental well-being) or were pushed out of the workforce altogether.

In the 1990s and early 2000s, awareness slowly began to shift. The rise of tech-driven industries highlighted the value of different ways of thinking, particularly in fields like engineering, programming, and creative problem-solving. Companies like Microsoft and SAP were among the first to recognise that autistic individuals often excelled in roles requiring deep focus, pattern recognition, and innovative thinking.

A Shift Towards Inclusion

Fast-forward to today, and the conversation around neurodivergence in the workplace is finally evolving. While challenges remain, there has been significant progress, including:

• Legal Protections – The Equality Act 2010 in the UK recognises some neurodivergent conditions as disabilities, requiring employers to make reasonable adjustments.
• Growing Awareness – More companies now offer neurodiversity training to help managers create inclusive environments.
• Remote & Flexible Working – The post-pandemic shift has provided more autonomy for neurodivergent individuals to structure their work in ways that suit them.
• Strength-Based Hiring – Some organisations actively seek out neurodivergent talent, valuing cognitive diversity rather than treating it as a challenge to overcome.

The Challenges That Remain

Despite this progress, many outdated workplace norms still persist, making it difficult for neurodivergent professionals to thrive. These include:

🚨 Rigid Work Environments – Open-plan offices, strict schedules, and inflexible processes can be overwhelming for some neurodivergent individuals.
🚨 Bias in Hiring – Traditional interviews often favour quick thinking and social confidence, which can disadvantage candidates with different communication styles.
🚨 Lack of Managerial Understanding – Many neurodivergent employees feel unsupported because leadership teams don’t fully understand their needs or how to adapt workflows.

The good news? Change is happening—but it requires a shift in mindset, policy, and leadership. That’s where organisations like Lead Happy come in… but more on that in the next section.

 

How the UK is Changing Its Approach to Neurodiversity

While the UK still has a long way to go, the conversation around neurodiversity has gained serious momentum in recent years. From government initiatives to corporate policies, there is a growing recognition that embracing different neurotypes isn’t just about inclusion—it’s a business advantage.

Government & Legal Protections

The Equality Act 2010 was a landmark moment, legally recognising conditions like autism, ADHD, and dyslexia as disabilities that require reasonable adjustments in the workplace. But legal protection is just the starting point. More recent efforts have focused on actively supporting neurodivergent workers, rather than simply avoiding discrimination.

💼 Access to Work Scheme – A UK government programme offering financial support for workplace adjustments, such as assistive technology, coaching, and mentoring for neurodivergent employees.
📜 Neurodiversity in Business (NiB) – A non-profit organisation launched in 2022 that helps companies implement neurodiversity-friendly policies.
📊 National Employment Strategy for Autistic People – A plan introduced to increase employment rates for autistic individuals, who currently have the lowest employment rate of any disability group in the UK (just 29% in 2022).

How Businesses Are Adapting

Forward-thinking companies are moving beyond compliance and recognising that neurodivergent employees bring immense value. Some of the biggest changes include:

✅ Neurodivergent Hiring Initiatives – Companies like GCHQ, Deloitte, Microsoft, and EY have introduced neurodiversity hiring programmes, adapting recruitment to focus on skills over social performance.
✅ Flexible & Remote Working – Many organisations now understand that rigid, office-based work isn’t for everyone, offering alternative ways of working that suit different needs.
✅ Increased Training & Awareness – More businesses are investing in neurodiversity awareness training, helping managers and HR teams to support and empower neurodivergent colleagues.

Where Gaps Still Exist

Even with this progress, challenges remain:

🚨 One-Size-Fits-All Workplaces – Many office environments are still overwhelming for neurodivergent employees, with sensory distractions and social expectations that don’t accommodate different communication styles.
🚨 Lack of Representation in Leadership – While some companies are hiring neurodivergent employees, few are making space for them in senior leadership roles.
🚨 Stigma & Disclosure Fears – A 2023 survey found that over 50% of neurodivergent workers in the UK hide their diagnosis for fear of bias, exclusion, or being overlooked for promotions.

The UK is moving in the right direction, but there’s still plenty of work to do. Creating truly inclusive workplaces requires systemic change, better education, and leadership that prioritises people over outdated structures.

That’s exactly why Lead Happy takes a different approach to leadership… and that’s what we’ll cover next.

 

The Real Challenge: Fixing the Workplace, Not the People

Many businesses still operate under the assumption that neurodivergent employees must adjust to fit the system—when in reality, the system itself often needs adjusting. Workplaces were traditionally designed with one type of brain in mind, favouring those who thrive in structured, predictable environments. But the modern workforce is evolving, and companies that embrace cognitive diversity are reaping the benefits.

Instead of expecting neurodivergent employees to mask their differences, the best organisations are rethinking how work gets done. This means:

✅ Offering flexible work environments – Recognising that open-plan offices, rigid schedules, or constant meetings may not suit every brain.
✅ Reimagining hiring & performance reviews – Moving beyond traditional interviews that favour social confidence over raw ability.
✅ Empowering different communication styles – Making space for written communication, asynchronous work, and alternative problem-solving approaches.

🚀 Microsoft, JPMorgan, and SAP have all introduced neurodiversity hiring initiatives, proving that inclusive teams don’t just improve diversity—they drive business success.

🚀 A 2023 study by Harvard Business Review found that companies with neurodivergent employees in decision-making roles saw a 30% increase in innovation.

🚀 A Deloitte report highlighted that organisations that actively embrace cognitive diversity are more likely to outperform competitors in profitability and team performance.

The bottom line? Neurodivergence is not a deficit. It’s a competitive edge.

And that’s exactly why Lead Happy designs leadership experiences for all neurotypes… but more on that next.

 

Lead Happy and Neurodiversity

At Lead Happy, we don’t just talk about inclusion—we design leadership experiences that work for all neurotypes. We know firsthand that neurodivergent individuals don’t need to be “fixed” or “accommodated” as an afterthought. Instead, when workplaces actively support different ways of thinking, learning, and leading, the result is more engaged teams, better collaboration, and smarter decision-making.

Neurodiversity isn’t just something we work with—it’s something we live with, in, and around every day. This shapes our approach, ensuring that everything we do is built with a deep understanding of different cognitive styles, communication needs, and leadership strengths.

How We Build Neuro-Inclusive Leadership Experiences

💡 Psychological Safety First – Many leadership training environments feel high-pressure, socially demanding, and energy-draining for neurodivergent people. We create spaces where all participants feel comfortable contributing in their own way—whether that’s speaking up in the moment, taking time to process, or engaging in alternative formats.

💡 Flexible Communication Styles – Some people process best through discussion, others through visual tools or written reflections. Our leadership experiences adapt to different learning and engagement styles, ensuring everyone can thrive—not just those who think fast or speak first.

💡 Challenging Traditional Leadership Models – Old-school leadership training often rewards confidence over competence, favouring extroverted, neurotypical traits. At Lead Happy, we celebrate different styles of leadership—from deep-thinkers and strategists to fast-movers and creative disruptors.

💡 Practical Adjustments That Make a Difference – Small changes have big impacts. Whether it’s reducing sensory overload in training sessions, offering written and verbal instructions, or providing time for processing and reflection, we integrate real, meaningful accessibility into everything we do.

Our mission is simple: Leadership isn’t just for one type of brain. It’s for every brain.

And that’s exactly why we don’t do off-the-shelf training—we create experiences that work for real people, in real teams, with real differences.

How Lead Happy Supports Neurodiversity Through Its Experiences

At Lead Happy, we believe that leadership training should work for every brain, not just the ones that fit a traditional mould. That’s why we design our experiences with neurodiversity at the core, ensuring that different cognitive styles aren’t just accommodated—they’re valued.

Here’s how we make that happen:

1. Creating Environments Where Neurodivergent Leaders Can Thrive

Leadership training can often feel high-pressure, fast-paced, and socially demanding—which can be exhausting for many neurodivergent individuals. We intentionally structure our experiences to create an environment where people feel safe to learn, engage, and contribute in ways that work for them.

✅ Psychological Safety is a Priority – No forced participation, no “thinking on the spot” pressure, and no expectation to mask to fit in.
✅ Options for Different Interaction Styles – Some people thrive in group discussions, others prefer quiet reflection, and some process best after the session. We design experiences that allow for all these preferences.

2. Reimagining Leadership Beyond Outdated Norms

Traditional leadership models often reward traits like charisma, quick thinking, and verbal dominance—but we know that great leadership looks different for everyone.

✅ Celebrating Different Leadership Strengths – We help leaders tap into their own unique approach, whether they excel in strategy, deep-focus problem-solving, creative innovation, or relationship-building.
✅ Encouraging Authenticity Over Masking – Instead of training leaders to “perform” leadership, we help them develop confidence in leading in ways that feel natural and sustainable.

3. Making Practical Adjustments That Actually Matter

A truly neuro-inclusive leadership experience isn’t about grand gestures—it’s about small, thoughtful changes that make a huge difference.

🔹 Flexible Communication Styles – We provide content in multiple formats (verbal, written, and visual) so people can engage in the way that works best for them.
🔹 Reducing Sensory Overload – Avoiding overly stimulating environments, limiting unnecessary distractions, and building in breaks for mental reset.
🔹 Time to Process – Not everyone can respond instantly in a fast-paced discussion, so we create space for thinking time, post-session reflection, and follow-up engagement.

4. Encouraging Organisations to Do the Same

Beyond our leadership experiences, we help organisations embed neurodiversity into their cultures—not just as an HR initiative, but as a core part of how teams work together.

🚀 Training for Managers & Teams – Helping leaders understand neurodiversity, so they can build inclusive teams where everyone performs at their best.
🚀 Challenging One-Size-Fits-All Work Cultures – Encouraging companies to rethink how they hire, promote, and develop their people in a way that works for all brains, not just the neurotypical ones.

Because Leadership Shouldn’t Be One-Size-Fits-All

At Lead Happy, we know that leadership isn’t just about extroverts, fast talkers, or people who fit into a predefined mould. The best leaders are the ones who understand themselves, embrace their strengths, and create environments where others can do the same.

That’s why our experiences don’t just support neurodiversity—they thrive because of it.

 

Leadership for Every Brain

Neurodiversity isn’t just about accommodation—it’s about opportunity. When workplaces move beyond outdated leadership models and embrace different ways of thinking, learning, and leading, they create environments where innovation, creativity, and problem-solving thrive.

At Lead Happy, we’ve built our experiences around this belief. We know that leadership isn’t just for one type of brain—it’s for every brain. By redefining leadership development, we’re helping neurodivergent individuals step into their strengths and organisations create teams where everyone can perform at their best.

But change doesn’t happen on its own—it happens when leaders, teams, and organisations commit to doing things differently.

 

What Next? Join the Conversation & Take Action

🚀 Book a Discovery Call – Want to create a more neuro-inclusive leadership culture? Let’s talk. Book a free call here: hello.leadhappy.co.uk/welcome

📩 Sign Up for More Content Like This – Get insights on leadership, team dynamics, and workplace transformation delivered to your inbox. Sign up through the link above.

📖 Explore More on the Lead Happy Lowdown – Read more insightful articles on leadership and team development: leadhappy.co.uk/leadership-articles

🎗️ Support Neurodiversity Celebration Week – Learn more about how to get involved in championing neurodiversity at work and beyond: www.neurodiversityweek.com

📅 Talk to us about how we can support neuro-inclusivity within your organisation:  Book a call:  https://calendly.com/leadhappy/discovery-session

👥 Discover Lead Happy Teams – neuro-inclusive Leadership Development:  https://hello.leadhappy.co.uk/teams

The future of leadership isn’t about changing neurodivergent individuals to fit into rigid structures—it’s about changing leadership itself to embrace every type of brain.

Let’s build that future together.