How to Break Through “Old School” Mentalities About Neurodiversity

Inclusion isn’t “special treatment.” It’s smart business.

And yet, you may still come across a colleague or senior leader who sees neurodiversity initiatives as an optional add-on or a box-ticking exercise. The unfortunate reality is that the people who need this education the most are often the hardest to reach. They can be uncomfortable, defensive, or dismissive before the conversation even begins. 

So, how do you spark change in people without causing defensiveness? Here are a few tips we use at National Neurodiversity Training to initiate those meaningful conversations and make them as constructive and welcoming as possible.

1. Shift from “Calling Out” to “Calling In”

At National Neurodiversity Training, we believe that creating a culture where people learn from their mistakes is more effective than one that punishes them for getting it wrong.

When someone makes a joke, stereotype, or comment that’s inappropriate, don’t shut them down. Instead, call them in.

Calling someone in is about approaching with curiosity and empathy. It’s not about excusing the behaviour, but about understanding where it came from and helping them move forward better informed. It’s an invitation to grow.

Here’s the difference:

Calling Out:
“That joke you made was completely ableist and offensive! You should know better!”

Calling In:
“Hey, I wanted to chat with you about that joke earlier. I know you didn’t mean harm, but it touched on some stereotypes about neurodiversity that can be hurtful. Would you be open to having a chat about this?”

Why this matters:
Calling out is a natural reaction, but it often leads to defensiveness or shame. That’s not how people learn. Calling in helps build trust, encourages reflection, and preserves working relationships.

2. Normalise the Conversation 

Neurodiversity doesn’t always need a formal workshop or policy announcement. Sometimes, the best way to introduce it is through everyday conversations.

Try something like:
“I saw this post by National Neurodiversity Training the other day. It really stuck with me. Did you know that...”

Sharing a fact, article, or personal insight in a casual, non-confrontational way can spark curiosity without triggering resistance. It allows the other person to engage on their own terms.

A simple “isn’t that interesting?” can go a long way. (Keep reading for 3 cool stats to use)

3. Reframe Neurodiversity as a Business Advantage

Let’s be honest, some professionals still view inclusion efforts through a lens of charity or compliance. But inclusion isn’t about being “nice”, it’s about being strategic.

Highlight the business benefits:

• Neurodiverse teams are 30% more productive when supported. (Harvard Business Review, 2021)
• Neuroinclusive culture in companies has been reported to lead to 28% higher revenue (Santora, 2024)
• Companies with neurodiversity initiatives report 30% higher profit margins (Santora, 2024)

Rather than arguing morality, ethics, and legal compliance, frame neurodiversity as a competitive advantage. It shifts the conversation from “why do we have to do this?” to “why wouldn’t we?”

Final Thoughts

As HR and L&D leaders or Neurodiversity Champions, you’re not just implementing training, you’re shaping culture. That means having the courage to model behaviour, challenge outdated mindsets, and advocate for learning over judgment.

Progress starts with conversations. Even awkward ones. Especially awkward ones.

So next time you hear someone dismiss inclusion as “special treatment,” take a breath, lean in, and start the conversation anyway.

Let’s not wait for people to be comfortable before we educate them. Let’s make education something people feel safe participating in, even when they get it wrong.

At National Neurodiversity Training, we believe the real magic happens not when people get it right, but when they’re open to getting better.