Neurodivergence

Neurodivergence refers to neurological differences in which an individual’s brain functions differently from what is considered ‘neurotypical.’ Neurotypical refers to the ‘norm’ or ‘expected’ brain functioning; however, it’s important to remember that there is no such thing as “normal.”

While exact figures vary, it’s estimated that approximately one in seven people is neurodivergent, meaning you likely already know many neurodivergent individuals (Neurodiversity | NHS England | Workforce, Training and Education).

These neurological differences can often be observed in brain imaging and are very real. They may coexist with other neurodivergent conditions or health issues. Some (but not all) examples of neurodivergent conditions include:

  • Autism
  • Obsessive-compulsive disorder (OCD)
  • Attention deficit hyperactivity disorder (ADHD)
  • Dyslexia
  • Dyscalculia
  • Dyspraxia
  • Learning disabilities

Neurodivergent thinking brings many valuable strengths that benefit organisations, educators, employers, communities, and society at large. People with neurodivergent minds often offer fresh, insightful, and innovative approaches, which are assets in any setting. However, neurodivergence does not follow a fixed pattern; there are no uniform ‘symptoms,’ and everyone’s strengths, experiences, and challenges may vary daily.

For organisations and institutions to truly benefit from neurodivergent thinking, environments need to be inclusive and accessible. Adjustments such as clear communication, minimal jargon, sensory-aware spaces, and empathetic understanding can make a significant difference. These accommodations have helped me personally thrive as a neurodivergent individual. It’s essential to remember that everyone is different, and the best way to support someone is to ask what they need.

It’s also vital to recognise that neurodivergent conditions can be invisible disabilities. They may make it difficult, or even impossible, to function in standardised environments that expect everyone to operate the same way. While I highlight the strengths of neurodivergence, I never overlook the real, everyday barriers many of us face.

I avoid terms such as “neuro spicy” or “superheroes” because they can oversimplify deeply complex experiences and minimise the challenges people encounter.

My work focuses primarily on autism, OCD, and ADHD, reflecting my own lived experience. However, I also draw on a broader understanding of neurodivergence through research and professional practice.

To learn more about specific neurodivergent conditions, here are some reputable resources:

What Are Invisible Disabilities?


Invisible disabilities are conditions that affect a person’s daily life, health, or functioning but are not immediately visible to others. These can exist alongside neurodivergent conditions or other health issues and often bring additional challenges.

In 2022–23, research found that 24% of the UK population lived with a disability (Source: https://commonslibrary.parliament.uk/research-briefings/cbp-9602/ ). Of that figure, it’s estimated that around 80% of disabilities were invisible (Source: https://researchbriefings.files.parliament.uk/documents/POST-PN-0689/POST-PN-0689.pdf ).

Invisible disabilities are diverse and can vary in how they affect individuals. Some (but not all) examples include:

  • Fibromyalgia
  • Chronic illnesses
  • Diabetes
  • Arthritis
  • Autoimmune conditions
  • Epilepsy
  • Long COVID
  • Migraines
  • Multiple sclerosis
  • Parkinson’s
  • Menopause
  • Colitis

Many people with invisible disabilities face barriers in education, employment, healthcare, and public life because environments are often created with a ‘one size fits all’ mindset. However, these barriers can often be reduced, or sometimes removed, through thoughtful, reasonable adjustments.

For example, I experience migraines triggered by bright lights and function best in well-controlled lighting. Others may need flexible breaks, quieter spaces, or additional rest time to manage fatigue, pain, or sensory sensitivities.

As with neurodivergence, the best approach is not to assume. Even among people with the same diagnosis, needs can differ significantly. The most effective way to support someone is to ask what works best for them.

People with invisible disabilities bring a wide range of insight, resilience, and valuable skills to all settings. But to fully participate and thrive, they may require adjustments that respect their unique needs. These accommodations and a shift toward greater understanding are essential for genuine inclusion and equity.

My work often draws from lived experience and examples related to migraines, fibromyalgia, spinal conditions, arthritis, and autoimmune disorders.

To learn more about hidden disabilities, here are some helpful resources:

Hidden disabilities – Hidden Disabilities.

A – Z Hidden Disabilities | Hidden Disabilities – Hidden Disabilities Charity.