VIDEOS
Insights for leaders navigating neurodiversity at work
Videos designed to help you make sense of common challenges, clarify your options, and explore what support, if any, might be useful for you.
INSIDE OUR APPROACH
Four short explainer videos outlining how organisations typically work with us across coaching, training and organisational solutions.
A good place to start if you’re considering what support might be helpful, now or later.
Overview
How organisations unlock the value of neurodiverse talent, lift team performance and reduce risk by tapping into our core services.
Find out how leadership teams use NeuroFuel coaching to transform stress, missed deadlines, and team tension into collaboration, confidence, and exceptional results.
Inclusive leadership isn’t about managing difference. It’s about amplifying it.
When people issues start slowing progress, even the best strategies stall.
Organisational solutions powered by our fast, collaborative approach to helping leadership teams identify the real causes behind team friction and disengagement, then co-designing a neuroinclusive roadmap as the foundation for stronger performance, without burnout.
What if the key to success for your transformation effort isn’t another big change plan, but building neuroinclusive leadership from the ground up?
Here, we share how leaders use NeuroFuel’s training programs to rebuild energy, trust, and performance. When managers learn to lead inclusively and systemically, transformation stops being a project, and starts being the way you work.
PODCASTS
Prefer a longer-form conversation?
These video podcast interviews explore how neuroinclusion plays out in complex workplaces, from leadership judgment and culture to governance and risk. They offer a more expansive look at the ideas behind NeuroFuel, and how thoughtful leadership decisions shape inclusive, high-performing teams over time.
In this episode of FCW Lawyers’ podcast The Verdict - Breaking Workplace News, host Andrew Douglas explores what it really means to support neurodivergent employees — guided by the lived experience of Laura Kendall, a leader with autism and ADHD.
🔹 Neurodiversity isn’t one thing — it spans a wide range of neurotypes and differences in how people think, sense, and communicate.
🔹 When workplaces don’t understand these differences, people struggle — not because of disability, but because of mismatched environments.
🔹 Most organisations already employ neurodivergent talent; many are now starting to realise the strategic value they bring.
🔹 Misconceptions like “hard to manage” or “hard to work with” are outdated and harmful.
🔹 With the right support, neurodivergent people bring exceptional talent, unique skills, and fresh problem-solving.
🔹 Communication matters: be clear, aware, and avoid making people feel “different” through well-meant but excluding comments. The EY Global Neuroinclusion at Work 2025 Study shows that businesses embracing neuroinclusion gain access to highly skilled people in an increasingly complex world. Without neurodivergent thinkers, we’re only playing half the game.
The path forward?
👉 Build psychologically safe workplaces.
👉 Listen and adjust.
👉 Focus on culture, not just individuals.
👉 Lead with compassion and curiosity.
Inclusion isn’t just right — it makes teams smarter, safer, and stronger.
UNCOMFORTABLE QUESTIONS ABOUT NEURODIVERSITY AT WORK
Leaders often have genuine questions about neurodiversity at work, but aren’t always sure how to ask, or answer them.
This video series tackles common, tricky questions with honesty, nuance and real-world framing.
There are no perfect answers, just constructive ways to think and respond.
"Is social media making too many people think they have autism or ADHD these days?"
As a leader working on building a neuroinclusive, winning team at work, have you heard a colleague ask this question?
Your candid response can honour your neurodivergent and neurotypical colleagues alike.
“If I agree to an accommodation for one team member, won’t I have to give it to everyone?”
It's a common question from leaders.
The answer is no, but sometimes the smartest move is to make the adjustment available to everyone.
“Why don’t neurodivergent colleagues just get on with it, like everyone else?”
An uncomfortable question for sure.
Watch here to explore why questions like this miss the mark, and what leaders risk if they buy into this thinking.
“Will we have to tiptoe around neurodivergent colleagues?”
“Are people going to use neurodivergence as an excuse for bad behaviour?”
If these questions come up in your workplace, they’re not really about neurodiversity. They’re about culture.
Here are some practical ways leaders can respond.
“What if I think an accommodation request is unreasonable?”
It’s a question plenty of leaders wrestle with.
This video outlines a simple four-step approach leaders can use to handle these moments with clarity and respect.