Neuro-Inclusion by Design: Workplaces That Work for Neurodivergent People
Tracks
Marquis - In-Person Only
| Monday, September 28, 2026 |
| 2:20 PM - 2:40 PM |
| Marquis Room |
Overview
Selah Dimech, Neuraffirm
Key Learnings
1. Recognise how workplace systems, communication practices and productivity expectations can unintentionally create barriers for neurodivergent employees.
2. Understand the limitations of accommodation-based approaches when systemic barriers remain unchanged.
3. Explore strategies for designing workplaces that naturally support diverse ways of thinking, communicating and working.
Speaker
Selah Dimech
Director & Occupational Therapist
Neuraffirm
Neuro-Inclusion by Design: Workplaces That Work for Neurodivergent People
Presentation Overview
For many neurodivergent people, participation in the workforce can be challenging, particularly when their differences are not immediately visible. Many feel uncertain about whether to disclose their neurodivergence, concerned about how it may be perceived or whether it could affect opportunities for progression. As a result, some remain silent about their needs. Others move between roles hoping the next workplace may be a better fit. Many stay in positions that contribute to burnout because starting somewhere new feels too uncertain.
In response to growing awareness of neurodivergence and disability inclusion, many organisations have introduced accommodation processes, asking employees what adjustments they need to succeed. While this represents an important step forward, it assumes individuals already know what accommodations will be helpful. In reality, many neurodivergent people only identify their needs after encountering barriers within a specific role or workplace.
Research and lived experience highlight several workplace factors that commonly create challenges. These include unclear expectations, inconsistent communication practices, rigid productivity models, sensory environments that are difficult to regulate within, and systems that place heavy demands on executive functioning. Often the barrier is not the work itself, but the way work is structured and managed.
From an occupational therapy perspective, this raises an important question: what if workplaces focused less on adjusting individuals to fit existing systems, and more on designing systems that work for a broader range of people from the outset?
Drawing on lived experience as a neurodivergent occupational therapist and insights from developing an intentionally inclusive workplace, this presentation explores practical ways organisations can rethink communication practices, expectations and workflows. Small but intentional changes can reduce barriers, support employee wellbeing, and create workplaces where neurodivergent people, and ultimately all employees, can thrive.
In response to growing awareness of neurodivergence and disability inclusion, many organisations have introduced accommodation processes, asking employees what adjustments they need to succeed. While this represents an important step forward, it assumes individuals already know what accommodations will be helpful. In reality, many neurodivergent people only identify their needs after encountering barriers within a specific role or workplace.
Research and lived experience highlight several workplace factors that commonly create challenges. These include unclear expectations, inconsistent communication practices, rigid productivity models, sensory environments that are difficult to regulate within, and systems that place heavy demands on executive functioning. Often the barrier is not the work itself, but the way work is structured and managed.
From an occupational therapy perspective, this raises an important question: what if workplaces focused less on adjusting individuals to fit existing systems, and more on designing systems that work for a broader range of people from the outset?
Drawing on lived experience as a neurodivergent occupational therapist and insights from developing an intentionally inclusive workplace, this presentation explores practical ways organisations can rethink communication practices, expectations and workflows. Small but intentional changes can reduce barriers, support employee wellbeing, and create workplaces where neurodivergent people, and ultimately all employees, can thrive.
Biography
Selah Dimech is an Occupational Therapist and founder of Neuraffirm, an OT and Allied Health Assistant practice providing neurodiversity-affirming support for adults. As a neurodivergent clinician, Selah combines lived experience with clinical expertise to support neurodivergent adults in building sustainable and meaningful lives. Her research exploring autistic family experiences has been published internationally, and in 2024 she received the Elspeth Pearson Award for contributions to the occupational therapy profession. Selah was a panelist at the Neurodivergent Minds Conference and serves as an Expert Advisor for Understanding Zoe, contributing to the development of accessible, neurodiversity-affirming resources and education.
