Sarah Vickrage of Fellowship of Inspection Nominees offers key recommendations to ensure neuro-inclusion is operationally embedded as opposed to being optional.
Neurodiversity may be in the spotlight, but neuro-inclusion is not simply about compliance or individual adjustments. It means designing neuro-affirming workplaces and learning environments that recognise cognitive diversity as the norm. As the sector faces pressure around recruitment, retention and learner success, neuro-inclusion is no longer optional but operationally essential.
Many neurodivergent people receive diagnoses in adulthood, often after years of struggling in education or employment, sometimes only when they begin apprenticeships. Late diagnosis often follows years of masking difficulties, compensating for challenges, or internalising feelings of failure. People may not even recognise their coping strategies as masking until burnout or loss of confidence hits. Many have previously been labelled disorganised or disengaged when they were navigating undiagnosed ADHD, autism or dyslexia.
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