Why we’re talking about neurodiversity

Many of us have personal experience of not being part of the majority – whether through our own identities or through our children, family members, or colleagues. We know that thinking differently can bring incredible strengths, fresh perspectives, and huge value. But we also recognise that these strengths often come with challenges, and it’s important to shine a light on both.

There’s a growing awareness and understanding of neurodiversity – not an “over‑diagnosis.” More people are receiving later‑life diagnoses or recognising familiar traits through their children’s assessments. We also now know that diagnostic criteria for many neurodivergent conditions are broader and more accurate than they once were. So it’s important not to be influenced by unhelpful or anti‑inclusive narratives. This is about awareness, understanding, and enabling people to thrive.

Creating an environment that supports neurodivergent colleagues doesn’t just benefit a minority – it improves the experience of all colleagues. At TIG, our focus is on building a workplace that harnesses the strengths neurodivergent thinkers bring, while putting the right scaffolding in place to support any challenges.

Because for us, it always comes back to one thing: our people. 

Founded in 2018 by Siena Castellon, Neurodiversity Celebration Week is a global movement designed to challenge stereotypes and shift the narrative around neurological differences. The campaign encourages schools, universities, businesses, and organisations to recognise the strengths, talents, and contributions of neurodivergent people – and to create environments where everyone can thrive.

What do we mean by Neurodiversity?

Neurodiversity recognises that all humans vary in how we think, learn, process information, and experience the world. Everyone has strengths, as well as areas where they may need support. For some people, these differences are more pronounced, which can lead to both unique advantages and challenges.

Neurodivergent individuals – those whose thinking patterns do not fit the mainstream or “neurotypical” profile – often excel in some areas while finding others particularly difficult. This can sometimes result in inconsistent performance at school or work, not because of capability, but because the environment is not set up to support their needs.

When organisations create inclusive, flexible, and psychologically safe spaces, neurodivergent people can draw on their strengths, contribute their best work, and avoid the exhaustion of constantly compensating for barriers.

A note on language

You may see the terms neurodivergent, neurominority or neurodistinct used to describe people with less typical neurotypes. This can include (but is not limited to):

• ADHD
• Autism
• Dyslexia
• Dyspraxia
• Dyscalculia
• Dysgraphia
• Tourette syndrome 

Some people also include other non‑neurotypical profiles under the neurodiversity umbrella, such as intellectual disabilities, mental health conditions, or acquired brain injuries.

Language in this space evolves, and preferred terminology varies from person to person – so when in doubt, it’s always respectful to ask.

Creating a more inclusive workplace

Neurodiversity becomes a strength when people are supported to work in environments that reduce barriers and amplify individual abilities. By understanding and celebrating different ways of thinking, we move closer to a workplace culture that is inclusive, equitable, and empowering for everyone.