Divergent Thinking UK

11/10/2026

Participation should never depend on being the quickest person to speak.

These workshop activities gave people several routes into the same conversation: an anonymous poll, hands-on materials and group prioritisation. Each route surfaces different information and reduces the pressure to perform in one particular way.

Managers can use the same principle in everyday meetings. Share the question in advance, invite written input, allow quiet thinking time and do not make speaking first the price of being heard.

What is one extra way people could contribute in your next team session?

10/10/2026

Which part of one role could flex without weakening the outcome?

A practical way to see the issue: Following National Work Life Week, look at what can flex by time, place or sequence and co-design the boundaries. For World Mental Health Day, give lived experience a defined route to influence a real decision.

Keep the response specific:
• Map which role outcomes require a fixed time or place.
• Invite employees to test one bounded flex option.
• Review its effect after four weeks.

This study reviews 25 articles on the homeworking experiences of neuro-divergent workers. Participants described the challenges and benefits relating to th

09/10/2026

Cognitive access is a workplace design issue. Nat Hawley’s latest article for Workplace Insight explores how clearer information, working environments and everyday management practices can reduce barriers at work. Read the article:

If people must disclose, negotiate and explain before they work well, the barrier is not only individual, it is built into workplace design

09/10/2026

This Divergent Thinking delivery workshop is part of our social-enterprise model: supporting neurodivergent young people to better understand their brains in language that is practical, affirming and non-diagnostic. We create structured, accessible sessions with different ways to join in—helping young people explore what supports their learning, communication and wellbeing.

08/10/2026

Inclusive hiring technology can widen access to opportunity — but it is only the front door.

In a new article for ME HR & Learning, Divergent Thinking founder Nat Hawley looks at what organisations need after recruitment if neurodivergent employees are to stay, perform and progress:

• onboarding that explains how work actually happens
• clear ownership when a barrier is raised
• practical support that does not make diagnosis the price of clarity
• managers who can separate essential standards from familiar methods
• retention and progression measures, not hiring figures alone

Technology can improve access. It cannot compensate for an operating environment that leaves each employee to negotiate alone.

Read “Inclusive Hiring Tech Is Only the Front Door”:
https://me-hrl.com/inclusive-hiring-tech-is-only-the-front-door?utm_source=fb_page&utm_medium=Divergent+Thinking+UK&utm_campaign=publer

Which part of the employee journey does your organisation need to redesign next?

07/10/2026

A new date for the diary — and a thoughtful space for anyone interested in strengths, identity and the conditions that make contribution sustainable.

Superpowered: Leveraging Your Neurodivergent Strengths
Wednesday, 4 November 2026 · 12:00 UK time

Together, we will turn a complex neurodiversity topic into clear, humane and practical action.

We will work through:
• the evidence and lived-experience context
• a common myth to leave behind
• one action to use within 48 hours

Cameras are optional. You can contribute by voice, chat or polls, and quiet reflection is equally welcome. There is no cold calling and no pressure to disclose, and the session stays educational and non-diagnostic.

Book your place on Eventbrite: https://www.eventbrite.co.uk/e/superpowered-leveraging-your-neurodivergent-strengths-registration-1979669562954?utm_source=fb_page&utm_medium=Divergent+Thinking+UK&utm_campaign=publer

This session helps you identify your neurodivergent strengths, understand the conditions they need, and translate them into real outcomes.

07/10/2026

Where could written structure reduce memory load today?

In day-to-day work, Recent UK office-based research points to concerns around verbal information, memory and processing as well as written work. Treat this as a prompt to inspect information load, not as a diagnostic checklist.

Move from intention to action:
• Put multi-step instructions in writing.
• Reduce simultaneous verbal and written demands.
• Check understanding without testing recall.

Try it on a real task: After a verbal briefing, send a three-line note with the outcome, sequence and deadline instead of asking ‘Does that all make sense?’

The connected blog: “From Toolkit to Training: Why Autistic-Inclusive Digital Communication Must Move From Research Into Everyday Practice”.

Practical guidance from Divergent Thinking: From Toolkit to Training: Why Autistic-Inclusive Digital Communication Must Move From Research Into Everyday Practice

06/10/2026

Participation is where insight becomes useful. In this Divergent Thinking delivery workshop, the room is actively involved rather than simply being talked at. We design learning so people can contribute in different ways, make sense of the ideas and connect them to real decisions at work.

04/10/2026

A few moments from a Divergent Thinking session at Impact Hub London.

The useful work in a room like this is not the slide deck. It is the point where people test an idea against their own team, notice where a process excludes someone, and choose one change they can try.

One practical starting point: offer the question before asking for answers. Give people a moment to think, then make space for spoken, written and anonymous responses. The quality of participation usually improves when speed is not treated as the same thing as insight.

What helps you contribute your best thinking?

04/10/2026

If you meant to book, this is your three-day reminder. You can listen, reflect or take part in the way that works for you.

Burnout to Balance: Recharging Your Neurodivergent Mind
Wednesday, 7 October 2026 · 12:00 UK time

We will use the hour to spot overload early, reduce avoidable friction and plan recovery without blaming the individual.

The practical agenda:
• early warning signs
• workload and sensory friction
• a realistic recovery plan

Cameras are optional, with room for voice, chat, polls and quiet reflection. There is no cold calling and no disclosure pressure. The discussion stays educational and non-diagnostic.

Book your place on Eventbrite: https://www.eventbrite.co.uk/e/burnout-to-balance-recharging-your-neurodivergent-mind-registration-1979669082517?utm_source=fb_page&utm_medium=Divergent+Thinking+UK&utm_campaign=publer

Burnout in neurodivergent adults often looks like “coping”, until it doesn’t. Learn to spot early warning signs and reduce demand.