The Case for Tailoring Neuro-Inclusion to Your Industry

Our Founder Dr Doyle recently contributed to a white paper called Neurodiversity behind the wheel from Venson Automotive Solutions Ltd about best practice neurodiversity inclusion for driving related businesses because an expert who has consulted across a wide variety of industries is a useful addition when creating guidance that will speak to the realities of a specific environment. They can help leaders work out the best practical adjustments that enhance safety, efficiency and wellbeing without accidentally disrupting operations.

At Genius Within we are big advocates for universal design as the foundation for neurodiversity inclusion. The idea is simple. Build processes and environments that work for everyone from day one so that accessibility is built in rather than added at the end. This remains an essential goal. It is equally important however, to recognise that universal design will look different in every industry because each sector faces its own pressures, rhythms and daily demands. Believing that any single ten point plan found on the internet will solve everything is unrealistic. Effective inclusion requires a tailored approach that reflects the specific context of your business and the real people who keep it running.

Consider the haulage industry for example. It is built on tight delivery schedules, fatigue management, coordination between drivers and planners, and constant movement across locations. A neuro-inclusive strategy here must account for sensory environments, variable working hours and the unique cognitive demands placed on drivers and logistics teams.

For example, a driver with ADHD might excel in a role that involves constant motion and autonomy, but may perform even better with highly visual scheduling tools or simple step by step communication at depots. Meanwhile, an Autistic person working in route planning may thrive when given clarity, predictable patterns and access to noise controlled spaces away from the busyness of loading bays.

Now let’s compare the haulage industry with the culture and workflow of an insurance office. The environment here is usually quieter, more process driven and more reliant on sustained desk work. The pressure points are different. Staff deal with long case files, regulation and customer communication. A neuro-inclusive approach here might involve redesigned forms that reduce cognitive overload, the option for flexible communication channels, or coaching for managers on supporting employees who process information differently.

A dyslexic employee might benefit from assistive reading software or more accessible, visual templates. An ADHD employee might work better with streamlined communication channels and visual prompts as task reminders. The challenges are less about physical movement and more about information load, communication clarity and emotional labour. An expert able to adapt their advice to the industry will understand how to design supports that enhance accuracy and reduce stress without slowing down your workflow.

The key here message is that context matters. A reasonable adjustment in one industry might be irrelevant or even counterproductive in another. For example, allowing an employee to work from home to reduce sensory overload could work well in an insurance setting but would be impossible for a long-haul driver. On the other hand, offering highly structured checklists may help route planners, but could limit creativity for insurance investigators who need to interpret complex claims. You need someone who is able to review the day-to-day pressures of your sector and identify which strategies will improve performance and which might create unintended consequences.

In addition, experienced experts can support leadership teams who may be nervous about making mistakes or failing to comply with the relevant employment and equality laws. When businesses attempt neuro inclusion without proper guidance, they may unintentionally reinforce stereotypes or implement tools that fail to address real needs. Expert involvement ensures that solutions are evidence based and aligned with both the legal landscape and the practical realities of work.

Ultimately, neuro inclusion is most effective when it goes beyond generic training and becomes integrated into the culture, processes and physical design of each workplace. The haulage yard and the insurance office operate in different worlds, but both can become environments where neurodivergent talent thrives. Achieving this requires informed, industry specific insight delivered by professionals who understand both people and operations. When organisations invest in that level of expertise, they create workplaces where everyone can contribute at their best, and prevent themselves the headache of high staff turnover and costly tribunals.