A few weeks ago, I ran a poll asking my network whether neuroinclusion should be part of the broader disability inclusion conversation or a separate one.
Here’s what you told me:
🧩 Some see them as the same.
🧠 Others feel neurodivergent experiences need a distinct spotlight.
📣 And a good portion weren’t sure but were curious to explore the nuance.
That curiosity? It matters.
While neurodivergent people are protected under disability legislation, the lived experience of neurodivergence can be vastly different from other types of disability—and so can the barriers people face.
In this edition of Making Inclusion Work, I unpack why this conversation matters, the risks of folding everything into one category, the risks of keeping them separate, and how we can do better.
It’s a conversation I’ve seen playing out across workplaces, in DEI strategies, and even among neurodivergent people themselves. I span both groups as an autistic wheelchair user, and I know how complicated it can get.
Some say neurodivergence isn’t always a disability and should be approached differently. Others argue that many neurodivergent people are disabled—not because of how they function but because of how society responds.
So, let’s break it down.
🔍 What’s the Difference Between Neuroinclusion and Disability Inclusion?
💡 Neuroinclusion is about recognising, valuing, and accommodating neurodivergent individuals whose brains process information differently from what society considers “typical.” This includes autistic people, ADHDers, and those with dyslexia, dyspraxia, and other neurological differences.
💡 Disability inclusion focuses on removing the physical, systemic, and attitudinal barriers that prevent disabled people from participating equally in work, education, and life. This includes physical, sensory, cognitive, and mental health disabilities—and the environments and systems that create exclusion.
At first glance, they seem connected but distinct. But here’s where it gets tricky: neurodivergence and disability are not mutually exclusive.
🧠 When Neurodivergence Is a Disability
Not all neurodivergent people identify as disabled. Some may never require accommodations, while others experience daily barriers that prevent them from fully participating.
For example:
🔹 An autistic employee who thrives in a structured, quiet environment may feel supported and included.
🔹 Another autistic person may face sensory overload, unwritten social rules, and inaccessible communication—which can make their workplace disabling.
The key isn’t about who is or isn’t disabled—it’s about recognising when and how someone is experiencing barriers to participation.
🚧 When Separating the Two Becomes a Problem
Here’s where separating neuroinclusion from disability inclusion can get messy:
🚨 It reinforces ableism. Neuroinclusion is often framed as the “positive” side of inclusion—celebrating strengths and innovation. Disability inclusion still faces stigma, stereotypes, and assumptions of deficit. That split feeds a hierarchy of whose needs are more palatable.
🚨 It creates gaps. Organisations may pour resources into one area (like flexible work for neurodivergent folks) while neglecting other crucial accessibility needs. This fragmented approach rarely leads to genuine inclusion.
🚨 It leaves people out. Many neurodivergent people also live with physical disabilities, chronic illness, or mental health conditions. Separating the two risks missing intersectional experiences—again.
✅ So, What’s the Solution?
💡 Acknowledge that neuroinclusion and disability inclusion are connected—but not identical. Neurodivergent people should be part of disability inclusion strategies because their barriers are real, whether or not they identify as disabled.
💡 Embrace the diversity of neurodivergent experience. Not everyone will need adjustments. Some will. Some won’t. Inclusion means being flexible enough to support both.
💡 Build inclusion that removes all barriers—not just the ones that are easy or already understood. Whether it’s access to communication, environments, technology, or culture—the goal is the same: make sure no one is left out.
Where Do You Stand?
Should neuroinclusion be part of disability inclusion, or does it need its own space?
I’d love to hear your thoughts. Comment, message me, or share how your organisation navigates this.
If you’re unsure where your workplace stands, my free Workplace Ableism Self-Audit can help you spot invisible barriers you might be missing:
Let’s keep making inclusion work—strategically, thoughtfully, and with real impact.
🛠️ How to Work with Me
I support organisations across Australia with:
- Disability Inclusion Policy + Action Plan Development
- Inclusive Committee Reviews
- Stakeholder Engagement + Focus Group Facilitation
- Data Analysis
- Disability Inclusion Advisory
🔗 Book an intro chat to find out how I can support your team.
#NeuroInclusion #DisabilityInclusion #MakingInclusionWork #DEI #AinsleeHooperConsulting #RemoveInvisibleBarriers #ReduceTheRiskofAbleism
