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Struggling to stay on track isn’t a sign something is wrong with the autistic person, or with the people supporting them. It’s usually a sign that the conditions just aren’t matching the way they learn best yet.When something is new, there’s a lot happening at once:<ul><li>unfamiliar steps</li><li>unclear expectations</li><li>social pressure</li><li>new sensory environments</li><li>switching between tasks</li><li>trying to hold too much in working memory</li></ul>It’s not the learning itself that’s hard. It’s the load.<figure id="figure-434mbk3inhmi9fnldp"><img id="434mbk3inhmi9fnldp" src="https://media.gettyimages.com/id/1435677635/photo/abstract-fractal-generative-art-pink-plasma-energy-force-field-on-white-landing-page.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=nWPqREgoECCTkQE8OzgtN9_4dmlp4vC5zdi19UCSM44=" alt="Abstract Fractal Generative Art Pink Plasma Energy Force Field on White Landing Page Background" title="Abstract Fractal Generative Art Pink Plasma Energy Force Field on White Landing Page Background" class="object-cover bg-gray-100 rounded-2xl md:rounded-3xl lg:rounded-4xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/1435677635/photo/abstract-fractal-generative-art-pink-plasma-energy-force-field-on-white-landing-page.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=nWPqREgoECCTkQE8OzgtN9_4dmlp4vC5zdi19UCSM44=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>From our persepctive, there are a few things that make the biggest difference:1. A single, clear starting pointIt's not a plan or a schedule - it's just the very first step, plainly written out.Autistic brains do well with certainty, so a single anchor point calms the whole system.2. Breaking the task into small pieces This isn't “chunking”, it's more about breaking something down to the level where the mind stops resisting. Think logical, small steps.If the step still feels too big, it is too big! 3. Reducing the number of moving parts New tasks can fall apart when too many variables compete for attention.Removing even one source of friction, such as a noisy environment, unclear instructions, an unpredictable person, vague timing, etc. changes everything.4. Externalizing the process Autistic adults do well when the steps live outside their head:<ul><li>written lists</li><li>visual maps</li><li>timelines</li><li>scripts</li><li>checklists</li><li>whiteboards</li></ul>It saves bandwidth and reduces pressure to “keep track.” Note: sometimes when we reveal our own issues and struggles in a lighthearted way it can be a release for the neurodivergent person. It takes them out of their head to hear how we deal with new challenges and life changes with varying degrees of success.5. Predictability <ul><li>Not rigidity; predictability.</li><li>Knowing when something starts and when it stops.</li><li>Knowing how long it will take.</li><li>Knowing what will happen first, second, third.</li></ul>Predictability is energizing and can be fuel to overcome work and life challenges and changes.6. Zero shame when something stallsA lot of autistic adults have been blamed for “checking out” or “getting stuck,” when really their cognitive load hit capacity.There’s nothing moral about it - it’s just how the brain works.When the load is lowered, the task moves again. Again, empathy is very important when holding back and checking how well we are doing, in our own communication, boundaries and advice.<figure id="figure-yzx70bi2hbmiclaor5"><img id="yzx70bi2hbmiclaor5" src="https://media.gettyimages.com/id/1387998706/photo/abstract-white-background-with-connected-dots-and-lines-medical-background-background-for.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=GjOZ6QoR95qMULwNr2i0GaX2U4_tD1Wr_1kOD5M2DD0=" alt="Abstract white background with connected dots and lines. Medical background. Background for business presentations. 3D" title="Abstract white background with connected dots and lines. Medical background. Background for business presentations. 3D" class="object-cover bg-gray-100 rounded-2xl md:rounded-3xl lg:rounded-4xl" style="aspect-ratio: 16/9; object-position: undefined undefined;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/1387998706/photo/abstract-white-background-with-connected-dots-and-lines-medical-background-background-for.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=GjOZ6QoR95qMULwNr2i0GaX2U4_tD1Wr_1kOD5M2DD0=" data-mce-style="aspect-ratio: 16/9; object-position: undefined undefined;"></figure><h3>Working with autism</h3>Usually the autistic people we work with aren’t struggling with the material. They’re struggling with the conditions around the material - the transitions, the uncertainty, the pace, the sensory load, the unspoken rules.Once those are adjusted, their ability becomes obvious.Thanks for taking the time to read this. This is simply the kind of support we try to offer at INCLX: practical, steady, and built around the person in front of us. <a data-mce-href="https://inclx.com/contact-us" href="https://inclx.com/contact-us">Reach out</a> to learn about the ways we can help autistic individuals thrive in school, work and life.<a data-mce-href="https://inclx.com/blog" href="https://inclx.com/blog" data-mce-selected="inline-boundary">Go Back</a>

Staying on Track When You’re Autistic and Learning Something New

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A few of the thoughts that came to me today were around memories of people I've worked with who have found adjusting and staying relevant in life an uphill battle. Learning later in life isn’t the same as learning when you’re young. It comes with more responsibility, more complexity, and often more doubt. It also comes with clearer purpose and a deeper understanding of what you actually need. A lot of learning advice seems written for people who have wide-open schedules and far fewer responsibilities. Most adults I work with are juggling work, health, family, or big transitions, and just finding space to learn is part of the challenge. <img id="iqxcxwatzmmi0fr4ce" src="https://media.gettyimages.com/id/2219464931/photo/abstract-glitter-pink-and-gold-lights-background-de-focused.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=aWwXhLmXTLyy-BL1scsklx8zo4OHa2HKAmg38TvjGTk=" alt="abstract glitter pink and gold lights background. de-focused" title="abstract glitter pink and gold lights background. de-focused" class="object-cover bg-gray-100 rounded-2xl md:rounded-3xl lg:rounded-4xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/2219464931/photo/abstract-glitter-pink-and-gold-lights-background-de-focused.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=aWwXhLmXTLyy-BL1scsklx8zo4OHa2HKAmg38TvjGTk=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"><h2>Starting Later Isn’t Starting Over</h2>Getting back into learning doesn’t mean going back to the beginning. Experience shapes how new information lands - sometimes it helps, sometimes it gets in the way, but usually it does both. When learning happens after a full day, or during a period of stress, or while managing a disability or neurodivergence, focus and memory behave differently. It isn’t a question of trying harder or wanting it more - it’s a question of what the mind has room for at that moment. Small, steady steps usually work better than pushing hard.<figure id="figure-5x1insu16mi0fs1ou"><img id="5x1insu16mi0fs1ou" src="https://media.gettyimages.com/id/1162477803/photo/red-echnology-lines-and-spheres.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=hUs0kFFUuSc4OXFPkzoGgd1oJ-gQuBnbWb1QSWU6dMw=" alt="Red echnology lines and spheres" title="Red echnology lines and spheres" class="object-cover bg-gray-100 rounded-2xl md:rounded-3xl lg:rounded-4xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/1162477803/photo/red-echnology-lines-and-spheres.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=hUs0kFFUuSc4OXFPkzoGgd1oJ-gQuBnbWb1QSWU6dMw=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h2>Clarity Over Speed</h2>Clear explanations, concrete examples, and time to think things through make learning easier. As adults we often need the “why” and the “how” before the details start to make sense. Understanding tends to stick longer than quick memorization - and comprehension is a word that comes up a lot at INCLX.From what we see everyday, brains that work differently need different conditions. That might mean slower pacing, more structure, fewer steps at once, or a quieter environment. It might mean breaking tasks into parts or taking time to reset before moving on.Neurodivergence doesn’t block learning. It reshapes the route. Sometimes, a simple awareness of this can be the foundation to success.<figure id="figure-xsv7jxx9uami0ftsom"><img id="xsv7jxx9uami0ftsom" src="https://media.gettyimages.com/id/1079493064/photo/light-illumination-crystal-glass-background.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=Fh0kbhZ0l_5KlVAmmOm8n8bheKyPliK4gbC5ks_6o18=" alt="Light, illumination, crystal glass background" title="Light, illumination, crystal glass background" class="object-cover bg-gray-100 rounded-2xl md:rounded-3xl lg:rounded-4xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/1079493064/photo/light-illumination-crystal-glass-background.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=Fh0kbhZ0l_5KlVAmmOm8n8bheKyPliK4gbC5ks_6o18=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h2>The Pace Changes</h2>There isn’t a standard timeline for learning as an adult. Some weeks move quickly. Others don’t. Progress can be uneven, but it still adds up. The important part is keeping a pace that’s manageable with everything else in life.New skills can lighten the load. They can make work smoother, communication clearer, and daily tasks less draining. They can reduce stress and open up different choices. The benefit isn’t always dramatic. Often, it’s subtle, but steady.Small improvements change the shape of a day.<h3>It’s Never Too Late</h3>Brains continue adapting throughout life. The methods change, but the capacity doesn’t disappear. Learning later in life is about finding the approaches that fit now, not the ones that fit years ago. It's a step-by-step basis and we try to make it feel seamless.We’re not here to push you through content or get you ready for a test. The focus is helping you comprehend the "why" behind the "what"; to understand yourself; how you learn, what supports you, and what gets in your way - so you can see the steps, make sense of them, and move forward.<a data-mce-href="https://inclx.com/blog" href="https://inclx.com/blog">Go Back</a>

Learning Later In Life - what it really looks like.

Neurodiversity refers to the variety of ways in which the human brain can function, encompassing conditions such as autism, ADHD, dyslexia, and more. Embracing neurodiversity in the workplace can lead to innovative thinking and a broader range of problem-solving skills. In the realms of IT and cybersecurity, these unique perspectives can be particularly valuable.<figure id="figure-7sbics6tomi0f5fuw"><img id="7sbics6tomi0f5fuw" src="https://media.gettyimages.com/id/2176975135/photo/marble-granite-white-wall-surface-pink-pattern-graphic-abstract-light-elegant-for-do-floor.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=jPJwJhosWksiuaXbRYVduJoDM4bXOsu-W6pbo-EUt3o=" alt="Marble granite white wall surface pink pattern graphic abstract light elegant for do floor ceramic counter texture stone slab smooth tile gray silver backgrounds natural for interior decoration." title="Marble granite white wall surface pink pattern graphic abstract light elegant for do floor ceramic counter texture stone slab smooth tile gray silver backgrounds natural for interior decoration." class="object-cover bg-gray-100 rounded-2xl md:rounded-3xl lg:rounded-4xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/2176975135/photo/marble-granite-white-wall-surface-pink-pattern-graphic-abstract-light-elegant-for-do-floor.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=jPJwJhosWksiuaXbRYVduJoDM4bXOsu-W6pbo-EUt3o=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>Many neurodivergent adults possess exceptional abilities in areas like pattern recognition, logical reasoning, and attention to detail. These skills can be particularly beneficial in IT and cybersecurity roles, where precision and analytical thinking are crucial.<h2>Ideal IT and Cybersecurity Roles</h2>For neurodivergent individuals, certain IT and cybersecurity careers can be especially rewarding. These roles often align well with their strengths and provide fulfilling opportunities for growth and innovation.<h3>Software Development</h3>Software development offers a structured environment where problem-solving and creativity intersect. Neurodivergent individuals often excel in coding and debugging, making them valuable assets to development teams.<figure id="figure-ko1ztx2jvmi0f5lxe"><img id="ko1ztx2jvmi0f5lxe" src="https://media.gettyimages.com/id/2194000419/photo/beautiful-soft-pink-wing-feather-pattern-texture-background.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=6iQBwDmv9duSYAWfPR2s92y3mACrdiR0MG3oh0AXrR4=" alt="Beautiful soft pink wing feather pattern texture background" title="Beautiful soft pink wing feather pattern texture background" class="object-cover bg-gray-100 rounded-2xl md:rounded-3xl lg:rounded-4xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/2194000419/photo/beautiful-soft-pink-wing-feather-pattern-texture-background.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=6iQBwDmv9duSYAWfPR2s92y3mACrdiR0MG3oh0AXrR4=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>Data Analysis</h3>Data analysis requires a keen eye for detail and the ability to identify patterns, making it an ideal field for neurodivergent individuals. Their ability to process large amounts of information can lead to valuable insights and advancements.<h2>How INCLX Supports Your Journey</h2>INCLX is dedicated to supporting neurodivergent adults in their pursuit of IT and cybersecurity careers. Our tailored programs and resources help bridge the gap between talent and opportunity, ensuring that every individual can thrive.<figure id="figure-u84toqmxglmi0f5qaf"><img id="u84toqmxglmi0f5qaf" src="https://media.gettyimages.com/id/1663059416/photo/watercolor-flower-blot-with-drops-and-doodle-line-elements-abstract-texture-light-beige.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=z0YacdkA7BECEieS_VMCde-i03SC7SJ1LJpyNPacrX0=" alt="Watercolor flower blot with drops and doodle line elements. Abstract texture light beige background." title="Watercolor flower blot with drops and doodle line elements. Abstract texture light beige background." class="object-cover bg-gray-100 rounded-2xl md:rounded-3xl lg:rounded-4xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/1663059416/photo/watercolor-flower-blot-with-drops-and-doodle-line-elements-abstract-texture-light-beige.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=z0YacdkA7BECEieS_VMCde-i03SC7SJ1LJpyNPacrX0=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>Personalized Career Pathways</h3>We offer personalized career pathways, guiding neurodivergent adults through the skills and certifications needed for success. Our approach considers individual strengths and preferences, creating a roadmap that aligns with their unique capabilities.<ul><li>Customized training and tutoring sessions</li><li>Mentorship from industry professionals</li><li>Access to a supportive community</li></ul><h3>Building an Inclusive Workforce</h3>INCLX partners with leading companies to promote inclusive hiring practices. By advocating for diversity, we aim to create work environments where neurodivergent individuals can contribute meaningfully and feel valued.Join us on this journey to redefine what’s possible in the world of IT and cybersecurity. With the right support and opportunities, neurodivergent adults can achieve remarkable success and drive innovation across the industry.Contact Us or please reach out to Derris Newman, INCLX Tech Mentor, via email: <a href="mailto:dnewman@inclx.com" data-mce-href="mailto:dnewman@inclx.com">dnewman@inclx.com</a>&nbsp;<a data-mce-href="https://inclx.com/blog" href="https://inclx.com/blog" data-mce-selected="inline-boundary">Go Back</a>

Ideal IT and Cybersecurity Careers for Neurodivergent Adults: How INCLX Supports Your Journey

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<h2>Diversity, Equity, and Inclusion (DEI) initiatives are now commonplace in corporate rhetoric.</h2>In principle, DEI is a positive movement aiming to create fair and welcoming workplaces for all. However, evidence shows a disconnect between DEI as a feel-good label and the reality felt by many employees with disabilities or neurodivergence. It’s easy for organizations to tout DEI commitments, like a trendy badge of progress, without fully understanding or addressing the nuanced needs of the people they’re meant to support. This often leads to complacency: assuming that because a company “has DEI,” everything must be handled.The numbers tell a different story, revealing that on a surface level DEI may be present, but the lived experiences of neurodiverse and disabled individuals suggest much work remains.<figure id="figure-6j14kd4duamid738fp"><img id="6j14kd4duamid738fp" src="https://media.gettyimages.com/id/2167853355/photo/abstract-multimedia-fusion-with-bold-colors.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=WAK09YfqHpsVCApU3DLZsAuEEmcQtkMZxxJsISmnvVk=" alt="Vivid Tension: Abstract Multimedia Fusion with Bold Colors" title="Vivid Tension: Abstract Multimedia Fusion with Bold Colors" class="object-cover bg-gray-100 rounded-2xl md:rounded-3xl lg:rounded-4xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/2167853355/photo/abstract-multimedia-fusion-with-bold-colors.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=WAK09YfqHpsVCApU3DLZsAuEEmcQtkMZxxJsISmnvVk=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>DEI: A Positive Idea That Risks Becoming Superficial</h3>There’s no question that DEI is well-intentioned; companies genuinely want to signal inclusion. Surveys indicate that 57% of UK employers now treat diversity and inclusion as a strategic priority in recruitment, and nearly all large companies have established initiatives like disability-focused employee resource groups.The promise of DEI is real, backed by research linking inclusive cultures to gains in innovation and performance. For example, organizations with strong inclusion practices generate up to 19% more revenue from innovative products and servicesAnd specifically in disability inclusion, companies that excel in supporting disabled employees have been found to achieve 2.6× more net income and 2× higher profit margins than their peersThese facts underscore that DEI, when done right, is not just morally right – it’s good for business. Yet, beneath these encouraging commitments lies a concerning pattern: in too many cases DEI remains a buzzword rather than a deeply integrated practice. A PwC global study in 2024 found that only about 4% of organizations truly excel at end-to-end DEI program delivery.<figure id="figure-2kdrqwk8qbmid738fp"><img id="2kdrqwk8qbmid738fp" src="https://media.gettyimages.com/id/2212406480/photo/colorful-childrens-hand-prints-on-a-white-background.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=GPu4s9Lw8cxs3JE1iXlZoT-zvdozTr7Tm54pFqq5nzw=" alt="Colorful children's hand prints on a white background." title="Colorful children's hand prints on a white background." class="object-cover bg-gray-100 rounded-2xl md:rounded-3xl lg:rounded-4xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/2212406480/photo/colorful-childrens-hand-prints-on-a-white-background.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=GPu4s9Lw8cxs3JE1iXlZoT-zvdozTr7Tm54pFqq5nzw=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>Lived Reality: Many Don’t Feel the Impact of DEI</h3>So, how do neurodiverse and disabled individuals actually feel at work amid the DEI push? Recent surveys reveal sobering truths. Far from experiencing an inclusive utopia, many in these groups still feel marginalized, unsafe, or simply invisible in their workplaces. Here are some key findings that highlight the disconnect:<ul><li>Fear of disclosure: Over half of employees who need accommodations don’t disclose their disability, and 43% say it’s because they don’t feel safe. Nearly two-thirds of neurodivergent workers fear disclosure will hurt how they’re treated.</li><li>Stigma around accommodations: Stigma is rising - 70% of U.S. adults say there’s stigma in asking for accommodations. About 77% say neurodivergent employees feel pressure to mask or “act neurotypical” to avoid being seen as difficult.</li><li>Doubt about DEI programs: 53% of neurodivergent employees believe their company’s neurodiversity and inclusion efforts are mostly for show. Many see initiatives as optics rather than genuine support.</li><li>Lack of clarity: 68% of neurodivergent workers don’t know what accommodations their company offers, and 51% don’t know who to ask. This shows DEI messaging isn’t translating into everyday guidance or access.</li><li>Penalties for speaking up: 15% of neurodivergent adults say they lost a job, were demoted, or missed opportunities specifically because they asked for accommodations, proof that policies alone aren’t enough without supportive culture and leadership.</li></ul>In sum, while on paper “equitable access” is a pillar of DEI, in practice many neurodiverse and disabled employees still face an accommodation gap. If the workplace and workflows remain designed for the mythical “average” employee only, then those with different needs will continue to be left out. Labeling a workplace as inclusive doesn’t automatically make it usable or navigable for everyone – that requires concrete adjustments, budget, and willpower. Until those pieces fall into place, DEI will be experienced as an empty slogan by the people who arguably need inclusion the most.<figure id="figure-gtjs2bst1fmid738fp"><img id="gtjs2bst1fmid738fp" src="https://media.gettyimages.com/id/1864551371/photo/ambitious-and-confident-woman-employee-moving-forward-to-professional-growth-and-success.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=3cDDOSIohdo8_EgXytc6NbGwdQkSAHTDAuCR2O07CSs=" alt="Ambitious and confident woman, employee moving forward to professional growth and success. Promotion. Contemporary art collage." title="Ambitious and confident woman, employee moving forward to professional growth and success. Promotion. Contemporary art collage." class="object-cover bg-gray-100 rounded-2xl md:rounded-3xl lg:rounded-4xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/1864551371/photo/ambitious-and-confident-woman-employee-moving-forward-to-professional-growth-and-success.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=3cDDOSIohdo8_EgXytc6NbGwdQkSAHTDAuCR2O07CSs=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>Persistent Biases and Barriers (Behind the DEI Façade)</h3>Another layer to examine is the prevalence of bias and non-inclusive behavior that persists despite DEI programs. If an organization truly embraces DEI, one would expect declining incidents of discrimination or harassment and a stronger sense of safety for marginalized groups. The reality, unfortunately, shows that significant barriers remain:Workplace Harassment and Belittlement<ul><li>About 40% of disabled employees report microaggressions, harassment, or bullying each year. One-third say they’ve been denied advancement or unfairly judged because of their disability. Disabled workers face discrimination at higher rates than non-disabled peers. Despite trainings and DEI messaging, everyday bias remains common without real accountability.</li></ul>Low Trust to Self-Identify<ul><li>Only 4% of employees identify as having a disability at DEI-participating companies even though about 25% of the workforce actually does. This huge gap shows people still don’t feel safe disclosing, despite ERGs, statements, or awards. Psychological safety hasn’t caught up to DEI branding.</li></ul>Rollback and Complacency Risks<ul><li>Recent DEI rollbacks have immediate effects. One major retailer saw a 30% drop in disabled applicants after scaling back inclusive hiring. Cuts to DEI staff, ERGs, and accessibility efforts quickly erode trust. 64% of Americans believe these rollbacks will make accommodations harder to obtain. When DEI is one of the first things cut, employees get a clear message that inclusion isn’t a priority.</li></ul>The big picture is that real inclusion is complex and ongoing. It’s not achieved by proudly announcing a DEI committee or celebrating one awareness month a year. It involves tackling entrenched biases, training leaders to respond to issues, and building systems where employees feel truly safe and valued. The statistics above highlight that many workplaces are still falling short – biases and barriers remain, just slightly less visible perhaps, even as DEI jargon becomes commonplace. This is why simply saying “we are diverse, equitable, and inclusive” isn’t enough; the proof is in the day-to-day experience of employees, and for many neurodiverse and disabled individuals that experience hasn’t dramatically improved yet.<figure id="figure-c1yqvg681smifc5pe9"><img id="c1yqvg681smifc5pe9" src="https://media.gettyimages.com/id/1469361872/photo/beautiful-woman-with-long-wavy-hair-studio-portrait-in-rgb-color-split-effect-style.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=MzC9Z0T-wPGdm5RI2T5oeC_JvGzMpDfvOO1dLOBh98Q=" alt="Beautiful woman with long wavy hair studio portrait in RGB color split effect style" title="Beautiful woman with long wavy hair studio portrait in RGB color split effect style" class="object-cover bg-gray-100 rounded-2xl md:rounded-3xl lg:rounded-4xl" style="aspect-ratio: 16/9; object-position: undefined undefined;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/1469361872/photo/beautiful-woman-with-long-wavy-hair-studio-portrait-in-rgb-color-split-effect-style.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=MzC9Z0T-wPGdm5RI2T5oeC_JvGzMpDfvOO1dLOBh98Q=" data-mce-style="aspect-ratio: 16/9; object-position: undefined undefined;"></figure><h3>Moving Forward: Making DEI Real (and Where INCLX Fits In)</h3>The data makes one thing clear: DEI is a positive movement, but many neurodivergent and disabled employees still don’t feel the impact. Not because companies don’t care, but because inclusion takes more than statements, workshops, or a yearly initiative. It takes education, clarity, and real support.Most people want to get this right - 82% of Americans believe employers need better training on how to support neurodivergent colleagues. And with nearly 1 in 5 people being neurodivergent (and more than half of Gen Z identifying that way), the expectation for accessible, flexible workplaces is only growing.INCLX helps companies move from DEI goals to DEI outcomes by providing the one-on-one support most organizations don’t have the time or expertise to deliver. We work with students, new hires, managers, and even executives to make sure people understand how to learn, work, and communicate across different brains, without stigma, lowered expectations, or performative inclusion.And we partner with companies who operate with a future-minded approach, organizations that understand the potential of neurodivergent and disabled people, and recognize that the very struggles they’ve faced often become their strengths.<figure id="figure-vuefp5ux4fmifciu16"><img id="vuefp5ux4fmifciu16" src="https://media.gettyimages.com/id/470673524/photo/light-of-the-cross.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=lNJ7MKlTgt0DWR9Ku6ZfSaLbH3eUoa24nRJ76svLR4I=" alt="Light of the Cross" title="Light of the Cross" class="object-cover bg-gray-100 rounded-2xl md:rounded-3xl lg:rounded-4xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/470673524/photo/light-of-the-cross.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=lNJ7MKlTgt0DWR9Ku6ZfSaLbH3eUoa24nRJ76svLR4I=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>Tomorrow’s workforce will expect flexibility, clarity, and support for different working styles. Companies that get ahead of this shift will attract and retain exceptional talent. The research is already clear: teams that include neurodivergent and disabled thinkers are more innovative, more adaptive, and often perform better. Inclusion isn’t just right - it’s a strategic advantage.If your organization wants DEI to be something people can actually feel we’d be glad to help. At INCLX, this is the work we do every day: partnering with people and companies who are ready to build environments where everyone has the chance to grow.Thanks for reading. If anything here resonates, please <a data-mce-href="https://inclx.com/contact-us" href="https://inclx.com/contact-us">reach out</a>. We’d be honored to be part of the next step.<a data-mce-href="https://inclx.com/contact-us" href="https://inclx.com/contact-us">Contact Us</a>&nbsp; &nbsp; &nbsp; <a data-mce-href="https://inclx.com/blog" href="https://inclx.com/blog">Go back</a>&nbsp; &nbsp; &nbsp; <a data-mce-href="https://inclx.com/" href="https://inclx.com/">Return Home</a> Sources<ul><li>Understood.org (2025). “Navigating Stigma, Uncertainty, and Optics: 2025 Neurodiversity at Work Survey,” reported via PR Newswire.</li><li>Fast Company (2025). “Many workplace accommodation requests do not improve the experience of neurodivergent adults.”</li><li>U.S. Bureau of Labor Statistics (2024). “Persons with a Disability: Labor Force Characteristics Summary.”</li><li>HR Brew (2024). “25% of disabled job seekers have experienced discrimination during the job interview process.”</li><li>Urban Institute (2023). “Four in Ten Adults with Disabilities Experienced Unfair Treatment in 2022.”</li><li>Disability:IN (2024). “Disability unemployment hits historic low, but self-disclosure remains rare.”</li></ul>

Beyond the Buzzwords: DEI’s Unseen Gaps for Neurodiverse and Disabled People

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<h3>Cancelling Out the Noise</h3>Over the past few years, “neurodiversity” has finally entered the mainstream conversation. That’s a good thing, but with awareness comes confusion. Some of the loudest voices get the facts right; many don’t. And if you’re neurodivergent, or raising or teaching someone who is, the difference between myth and reality can make or break an educational experience.At INCLX, we see neurodivergence every day - not as a diagnosis to manage, but as a way a person moves through the world. To support someone well, you have to start there.<h3>What Does “Neurodivergent” Actually Mean?</h3>Neurodivergence refers to differences in:<ul><li>attention</li><li>learning</li><li>sensory processing</li><li>communication</li><li>mood and motivation</li><li>social patterning</li></ul>Autism, ADHD, dyslexia, dyspraxia, Tourette’s, bipolar disorder, and others all fall under the neurodivergent umbrella, but labels aren’t the point. Neurodivergence describes a pattern of thinking, not a limitation.Most importantly:Neurodivergent people are not broken. Their wiring isn’t a flaw; it’s simply different. The challenge is not the person. The challenge is the environment, the pace, the expectations, and how little flexibility most systems allow.<h3>Myths That Hold Neurodiverse People Back</h3>Myth 1: “Neurodivergent students can’t succeed academically.”Reality: Many excel (and often beyond expectations) when the material is presented in a way that matches how their brain takes in information. Success is not about ability. It’s about conditions.Myth 2: “They need separate classrooms.”Sometimes specialized programs help. But many neurodivergent learners do exceptionally well in inclusive environments when support is consistent, predictable, and designed intentionally.Myth 3: “Accommodation means lowering standards.”Accommodation means removing obstacles that never should’ve been there in the first place. The expectations stay high; the path changes.<figure id="figure-9t1llsdc3tmi0c5ter"><img id="9t1llsdc3tmi0c5ter" src="https://media.gettyimages.com/id/2157960474/photo/digital-technological-background-abstract-structure-with-connected-dots-and-lines-big-data-3d.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=qOfiPM9J3W--hiJsgYFLhGzf77GfgKhgWthQ3mj3ji8=" alt="Digital technological background. Abstract structure with connected dots and lines. Big data. 3D rendering." title="Digital technological background. Abstract structure with connected dots and lines. Big data. 3D rendering." class="object-cover bg-gray-100 rounded-2xl md:rounded-3xl lg:rounded-4xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/2157960474/photo/digital-technological-background-abstract-structure-with-connected-dots-and-lines-big-data-3d.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=qOfiPM9J3W--hiJsgYFLhGzf77GfgKhgWthQ3mj3ji8=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>What Actually Works - Individualized Support Plans</h3>IEPs and 504s matter, and for adults outside K–12, individualized tutoring, pacing plans, or skill-building goals serve the same purpose. A plan prevents burnout, confusion, and working against the grain.<h3>Flexible Teaching and Learning</h3><ul><li>People learn best when you match instruction to their style:</li><li>visual sequencing</li><li>breaking tasks into steps</li><li>using technology</li><li>hands-on demonstrations</li><li>verbal processing</li><li>written scaffolding</li><li>repetition without shame</li><li>Small adjustments, big impact.</li></ul><h3>Sensory Stability</h3><ul><li>Lighting, sound, seating, timing, and breaks shape how safe someone feels.</li><li>A safe nervous system learns; an overwhelmed one can’t. </li></ul><figure id="figure-gdjmylc0wmi0c5xf8"><img id="gdjmylc0wmi0c5xf8" src="https://media.gettyimages.com/id/1203695169/photo/bokeh-night-light-at-city-for-background-beautiful-circle-glitter-merry-christmas-and-happy.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=A98koeFx2RSooE0zZ7eOuj9PkVRixoXSAHbyk1LOtIU=" alt="Bokeh night light at city for background. Beautiful circle glitter merry christmas and happy new year." title="Bokeh night light at city for background. Beautiful circle glitter merry christmas and happy new year." class="object-cover bg-gray-100 rounded-2xl md:rounded-3xl lg:rounded-4xl" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/1203695169/photo/bokeh-night-light-at-city-for-background-beautiful-circle-glitter-merry-christmas-and-happy.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=A98koeFx2RSooE0zZ7eOuj9PkVRixoXSAHbyk1LOtIU=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>The Role of Teachers and Parents</h3>Neurodivergent learners do best when the adults around them communicate openly and consistently.<h3>Teachers and tutors:</h3><ul><li>learn the person, not the diagnosis</li><li>be predictable</li><li>avoid vague instructions</li><li>practice neutrality instead of emotional escalation</li><li>expect uneven progress</li></ul><h3>Parents and caregivers:</h3><ul><li>share what actually works at home</li><li>describe patterns, not judgments</li><li>ask questions early</li><li>don’t wait for crisis moments</li></ul>Education improves dramatically when all sides collaborate rather than guess.<h3>Closing Thought: Inclusion Isn’t a Slogan, It’s a Practice</h3>When we understand how a person learns, what regulates their nervous system, and where their strengths naturally sit, the path forward becomes clear. At INCLX, that’s exactly what we do; we spend time getting to know each learner so we can pinpoint the specific support they need, whether that’s pacing, structure, skill-building, sensory stability, or confidence in a new direction. If you or someone you care about is looking for a way forward in school, career, or personal growth, <a data-mce-href="https://inclx.com/contact-us" href="https://inclx.com/contact-us">reach out</a>. We’ll build a plan that works with who you are, highlights what you do best, and opens the door to the next step with confidence.<a data-mce-href="https://inclx.com/blog" href="https://inclx.com/blog" data-mce-selected="inline-boundary">Go Back</a>

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