Building and celebrating neuro-inclusive workplaces

In 1998, sociologist Judy Singer introduced a concept that reshaped how we think about the mind. Drawing inspiration from biodiversity, she coined neurodiversity to describe the natural ways people think, learn, communicate, and process the world differently. A cognitive variation that's an important part of human societies.

On March 16 to 20, join us in celebrating Neurodiversity Celebration Week—an opportunity to recognize the perspectives, experiences and strengths of neurodivergent colleagues.

Appreciating our neurodiversity encourages us to better understand diverse thinking styles, create supportive environments, and recognize strengths. The Centre for Workplace Accessibility is proud to share two new initiatives for faculty and staff that are making our workplace more neuro-inclusive and neuro-affirmative.

Neuro-Inclusive Spaces

Body-doubling is a focus strategy rooted in neurodivergent communities. It means working alongside others—each person doing their own task—while benefiting from shared structure and accountability.

Every Monday from 10am–12pm, the CWA hosts Focus Together: Body‑Doubling Work Sessions. In these sessions, faculty and staff work on their own projects within a Pomodoro rhythm: 25 minutes of focused work followed by 5‑minute breaks for rest or movement. Some people stay the whole time, others come and go as needed, and different people show up week-to-week. What holds us together is the shared space that fosters a sense of belonging. 

Join a session

Neuro-Affirmative Opportunities

The CWA is thrilled to share a new initiative, ADHD Peer-Support with TideMinds Therapy. This seven-week course provides opportunity for neurodivergent staff and faculty to build skills, share experiences, and create a supportive space for growth and understanding. 

•  Establishes a peer-support community grounded in neuro-affirming care.
•  Centers ADHD as a natural cognitive variation rather than a deficit.
•  Offers peer-led knowledge sharing based on lived experience.
•  Builds workplace-oriented strategies that respect diverse energy, motivation, and emotional rhythms.
•  Reduces stigma and strengthens self-advocacy for neurodivergent employees.
•  Fosters connection, belonging, and empowerment.

Interest from our community in this professional development opportunity has been overwhelming, with sessions and waitlists filling quickly. 

Join the waitlist

Practical tips for neuro-inclusive meeting 

Creating inclusive and effective meetings helps everyone participate with clarity and confidence. Tips for meetings:
•    Share a clear agenda and intended outcomes in advance
•    Offer multiple ways for people to contribute (chat, written, verbal, polls)
•    Maintain a predictable pace by pausing regularly and allowing time for processing, and normalize note taking while capturing decisions and next steps in writing

Because our virtual presence also shapes how messages are received, consider using a neutral or blurred background to minimize distractions. Small adjustments like a cleaner backdrop or camera angle can make communication feel clearer and more focused for everyone.

A climate of care

Together, these initiatives reflect a growing culture of empathy, connection, and respect for neurodivergent ways of being. This climate of care strengthens our community—one grounded in understanding, belonging, and the belief that different ways of thinking are not just welcomed, but valued.