Neuroinclusion and Psychological Safety at Work: Key Takeaways from our Neurodiversity Celebration Week Webinar
What does psychological safety really mean for neurodivergent employees? And what does it actually look like in practice, inside real workplaces, with real people?
These were the questions at the heart of our Neurodiversity Celebration Week webinar, Neurodivergence and Psychological Safety at Work: Enabling Neuroinclusion in the Workplace. We brought together a global audience of people leaders, People and Culture professionals, advocates and neurodivergent individuals to explore what meaningful neuroinclusion looks like, beyond the buzzwords, beyond the awareness days, and into the everyday actions that create genuine change.
We were honoured to be joined by two incredible panelists: Karl Perkins, a policy officer and autistic professional with lived experience at the centre of everything he contributes, and Fiona Scullion, Culture and Inclusion Specialist at Coles Group, who leads the accessibility portfolio as part of their Culture and Inclusion team. Our Founder and CEO, Vicky Little, also brought her own perspective, both as a 20-year practitioner in this space and as someone with lived experience of late-diagnosed ADHD.
Psychological Safety and Neuroinclusion in the Workplace: Unlocking Insights
Psychological safety is the heartbeat of an inclusive workplace. It is the difference between employees who feel they must mask their differences to stay safe, and employees who feel confident to contribute their ideas, ask for support, and work in ways that align with their strengths. For all employees, and especially neurodivergent employees, psychological safety is not just beneficial, it’s essential.
At Little Neuroinclusion Agency, we see this every day in our work with organisations across all sectors. When psychological safety is strong, employees thrive. When it is weak, even the most talented individuals can become overwhelmed, disengaged, or burnt out. And while psychological safety is often spoken about in broad terms, its real impact is felt through three interconnected areas:
People Leaders
Workplace Environment
Job Design.
This article explores each of these critical areas in depth, offering practical insights and actions for leaders who want to build workplaces where every mind can excel.
Neuroinclusive Coaching: Empowering Employees, Managers and Organisations
Through delivering thousands of hours of neuroinclusive coaching, we’ve seen firsthand how transformative this support can be. Workplaces come to us increasingly aware of the importance of neuroinclusion in the workplace, yet many leaders still ask the same question: “We understand the why, but what does support actually look like in practice?”
That’s where coaching becomes a powerful bridge between awareness and action. It’s one of the most frequently requested and easily implemented supports for neurodivergent employees and managers, and when delivered well, it creates meaningful, measurable change across teams and organisations.
Drawing on our experience supporting workplaces across sectors, this article unpacks what neuroinclusive coaching is, how it works, and why it’s an essential investment in people, performance, and culture.
Podcast Episode: Late Diagnosis of Neurodivergence in Women and Female Leaders
Late diagnosis of neurodivergence is a common, yet still under-discussed, experience for women and female leaders. In this podcast episode of On The Mic… WIT Shaz – Women in Tech Leadership: The Upsides, Vicky Little, Founder of Little Neuroinclusion Agency, joins host Sharon Daly to explore what it really means to discover you are neurodivergent later in life, and how workplaces must evolve in response.
This conversation goes beyond awareness. It challenges organisations to rethink leadership, burnout, and inclusion through a genuinely neuro-affirming lens.
Neurodivergence and Mental Health in the Workplace: Whitepaper
We partnered with SuperFriend to explore the important intersection of neurodivergence and mental health at work, and unpack how Australian employers can better support neurodivergent employees to thrive.