Most managers want to support their neurodivergent team members, they just don't know how without making it weird or othering.  Here's the framework I teach:  Question 1: "What conditions help you do your best work?"  NOT: "What accommodations do you need?" (frames them as the problem)  YES: "What conditions help you do your best work?" (frames environment as adjustable)  This works because:  It's a question you could ask anyone  It focuses on optimisation, not deficit It g

Most neurodiversity initiatives fail for one reason: they're designed to help neurodivergent people fit in better. Stop trying to fix people. Start fixing systems. Accommodation mindset (which is what most cultures use) says: "We have a standard way of working. If you can't do it that way, we'll make exceptions." The message neurodivergent employees hear: "You're the problem. We'll help you fit in better." This creates:  Shame (needing to be "accommodated")  Isolation (being