What does neuroinclusive communication look like at work?
Many leaders want to create inclusive teams, but do not always know what that means in everyday interactions and communication in meetings and conversations. It is one thing to value difference in principle, but another to understand how communication styles, meeting structures, sensory needs, processing time and psychological safety can be shaped so people feel able to speak and truly contribute.
In this conversation with Sara Bagheri, Communication and Voice Consultant, we explore the intersection between communication and neuroinclusion, with a particular focus on ADHD in the workplace.
Sara holds a Bachelor of Science in Speech, Language and Voice Therapy and works with professionals and organisations to transform how they communicate in speaking environments such as panels, conferences, podcasts and high-stakes interviews.
Together, we explore why neurodiversity is part of the wider human experience of how our brains process information, behaviour and communication differently. Sara shares how ADHD may show up in workplace communication and how behaviours can be misinterpreted.
This conversation connects closely to Cultural Intelligence because both require us to question assumptions. Whether we are working across cultures, languages, generations or neurotypes, leaders need to ask- whose communication style is being rewarded, whose voice is being missed, and what conditions allow more people to contribute their ideas?
Sara's insights and strategies are a valuable reminder that inclusive communication benefits everyone, and improves clarity, participation and psychological safety for the whole team.
What you will learn in this episode:
- What neurodiversity, neurotypical and neurodivergent mean, and why the language matters
- How ADHD can show up through communication, interaction and behaviour at work
- Why directness, urgency, going off on a tangent, or high energy can be misinterpreted
- The ways in which meeting preparation, agendas and clear expectations invite better contribution
- The strengths of those with ADHD and the benefits to the whole team of different communication and participation styles
- Ways for managers to support and reduce the cognitive load for neurodiverse team members
- How meetings can be adapted to support sensory needs and processing time
This conversation is ultimately about creating workplaces where individuals have the space to communicate, contribute or lead in their own way.
For leaders, this means becoming more aware of your own communication preferences, noticing the styles you may unconsciously reward, and creating spaces where different people can participate without having to mask, over-adapt or exhaust themselves to fit in.
What assumptions could you be making about a team member's communication style?
Whose voice is missing from your meetings?
Resources:
Read this Episode's Blog post here:
