We spoke with three neurodiversity advocates about how to create more neuro-inclusive hiring practices and workplace cultures.

If you have a brain, you have bias. Some biases create bigger blind spots for decision-making, however. We’re seeing that a lot now as organizations try to redefine work and the employer-employee relationship.

Diversity training can feel performative, and elicit groans from those asked to attend. But it absolutely can be impactful, and that’s through a mix of both delivery and measurement.

NLI has worked for years to develop "sticky" acronyms to help people understand the brain science behind performance, learning, motivation, feedback, and dealing with bias. Here's a brief summation of that work.

What three scientific elements should we focus on to create more inclusive Australian workplaces for the differently-abled?

Many workers won’t be returning to an in-office situation anytime soon. We know the biases baked into telework; now's our chance to mitigate them.