Celebrating Neurodiversity: What is neuro-affirming support?

Neurodiversity exists in all spaces and all of us are neurodiverse, however, not all of us are neurodivergent. It is estimated that around 15 to 20 percent of the population is.  During Neurodiversity Celebration Week 2025, I want to shine a light on how neuro-affirming support helps us to move away from seeing neurodivergence as deficit based, but rather as a term that includes unique ways of thinking, which should be included and celebrated.  For all coaches, life coaches or other niches, it's essential that we create a safe and supportive space for all of our clients, and understanding how to do this for our neurodivergent clients is especially important.

What does neurodiversity encompass?

Neurodiversity and neurodivergence specifically, includes a range of neurotypes, conditions, thinking and processing styles such as Autism, ADHD, Dyslexia, OCD and others - many of which can co-occur. For example, someone who is Autistic with ADHD (AuDHD), or Dyslexic and Autistic, would require a different type of support - having this broader understanding can shape our practices. It is useful to bear in mind that some individuals may become aware of having more than one neurotype at different stages of their lives.

It is also important to consider the impact of intersectionality and how this shapes everyday experiences, as well as access to support, such as a person’s gender, race, physical health and/or other identities. For example, increasingly there is more understanding around the experiences of neurodivergent women, who are often making their discoveries during life transitions such as the menopause.

Neurotypical refers to individuals whose neurological development falls within typical, or ‘expected’ ranges and neurodivergent as a term encompasses a range different cognitive processes and experiences. Identity-first language is increasingly being used, for example ‘I am Autistic, I am dyslexic with ADHD’.

Functioning labels are being phased out such as low/high functioning, due to their implications and instead we are seeing phrases such as ‘high/low support needs’. In addition, words such as discovery or self-identification create a shift away from a formal diagnosis (which not everyone can access). Under the Equality Act, both are valid for receiving support in, for example, workplaces.

What do we mean by neuro-inclusion?

Neuro- inclusion is our ability as a society to accept, respect and celebrate all thinking types. It focuses on creating fairness, in relation to opportunities, support and outcomes, recognising that this may need to be more individual in nature. A quote I often refer to is “fair isn’t everyone getting the same thing, fair is everyone getting what they need in order to be successful.” There are many strengths which coincide with neurodivergence. Some of these include creativity, innovation, pattern spotting and resilience. It is important not to consider these as stereotypes, but rather capabilities which are not fixed. For example, some may be more evident if a person is well supported, some may not be seen at all, if an individual is, for example, dysregulated. This is why many neurodivergent individuals have what is called a ‘spikey profile’ – a visual representation and recognition of the unique and wide-ranging skillsets that can exist.

How can coaches provide more neuro-affirming support?

We want our clients to receive the full, potentially transformative benefit of coaching. It is therefore important that coaches provide their clients with neuro-affirming support during sessions.

This is not only to allow them to work at their best, by receiving support which aligns with their neurotype/s, but also to alleviate the challenges that come with having to mask. Research shows that high levels of suppressed neurodivergence can lead to mental health difficulties, for example.

The ideal scenario would be for all coaches to undergo some sort of neurodiversity training or CPD, however there are many additional things that can be done to create this support:

• Catering for a client’s individual needs, such as how verbal/written information is delivered and processed, or understanding sensory triggers/preferences and the adjustments that may be required
• Allowing for flexibility with coaching models and techniques. For example, providing alternatives to more structured goal setting frameworks, or taking into account energy fluctuations that can often be greater in neurodivergent individuals
• Using a strength based approach, which accommodates challenges such as executive functioning, but embraces a person’s unique neurotype/s
• Understanding how motivation or engagement levels may differ and not making assumptions that a client is being ‘challenging’, as this may be related to other factors in the context of their neurodivergence
• Accessing mentors, peer support or groups, where insights can be provided from coaches specialising in neurodiversity and reflections can be made about how to create more neuro-affirming support

The benefits of coaching for neurodivergent clients

Neurodivergent individuals can greatly benefit from the coaching process, if it is designed to meet their unique needs. Moving away from a ‘one-size fits all’ approach in our practices not only gives clients more tailored support, but also helps to create a broader shift towards respecting and embracing diversity in all senses.

I will end with one of my favourite quotes, which captures what I believe to be the essence of neuro-inclusion: “When a flower doesn’t bloom, you fix the environment in which it grows, not the flower.”

It’s exciting to think that as coaches, with a greater understanding of what neurodivergent individuals can bring to the world, we have a part to play in making this growth possible. Cause for celebration indeed.  

About Author:

Anita is a Neuro-inclusion Speaker, Trainer and Neurodiversity Coach, with both professional and lived experience.  Through her business, Anita Patel Coaching, she works with others to create more neuro-affirming environments and support, she adopts a strength-based, intersectional approach and focuses on the removal of barriers to success.    Anita received a diagnosis of both Autism and ADHD (AuDHD) for herself in her forties, after also recovering from cancer. This led to her changing career paths, with a desire to create lasting change in the area of neuro-inclusion.