This blog was written by Sophie Hallam, experienced Diversity and Inclusion Practitioner, on behalf of Mental Health Matters.

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Human brains work in many different ways. The term neurodiversity was introduced by sociologist Judy Singer in the 1990s.

‘Neurodiversity’ describes the range of ways people think, learn and experience the world. ‘Neurodivergent’ on the other hand refers to someone whose brain works differently from what is often seen as “typical”. As a society we are neurodiverse. As people, some of us are neurodivergent.

We must, however, look beyond individuals and think about the systems around them. When neurodivergent people struggle with their mental health, the problem is often not the person. It is the world they are expected to fit into.

Many neurodivergent people spend their lives navigating environments and services that were not designed with them in mind. Research shows that neurodivergent communities are more likely to experience poor mental health. This is not because of their neurotype. It is often because of the barriers they face every day.

These barriers come from misunderstanding, stigma and systems that have not been built to include everyone. Looking at neurodivergent mental health through the social model of disability helps us understand that change often needs to happen in the environment, not the individual.

Stigma: The silent weight shaping experience

Stigma still affects many neurodivergent people. Being misunderstood repeatedly can lead to isolation, loneliness, and self-doubt.

Stereotypes and negative language can frame neurodivergence as a problem to be fixed rather than a difference to be understood. This influences how people are treated and how services are designed.

Professionals who understand neurodiversity can help change this. Listening to people’s experience and avoiding assumptions can make a huge difference to someone seeking support.

Workplaces also have a role to play. Training and open conversations can help challenge bias and build more inclusive cultures.

Access: When support systems don’t support everyone

Many neurodivergent people struggle to access support that works for them.

Some services are built around expectations of how people should communicate or behave. When someone does not fit those expectations, they may struggle to get the help they need.

This can mean people fall through the cracks. Not because they do not need support, but because the system does not work for them.

Access is not just about whether support exists. It is about whether it works for different people. If services are not flexible or inclusive, many neurodivergent people will continue to miss out on the help they need.

Environments: When spaces help or harm mental health

The environments we live and work in can have a big impact. For some neurodivergent people, busy or overwhelming spaces can increase stress and exhaustion. Lighting, noise, smells and layout can all affect how comfortable and safe a space feels.

Changes to environments can help, but there is no single solution that works for everyone. What helps one person may overwhelm another. That is why it is important to involve neurodivergent people when designing spaces and services.

Many people also feel pressure to hide their natural behaviours to fit in. This is known as masking. Over time, masking can lead to exhaustion, anxiety and burnout.

Creating more inclusive environments can reduce that pressure and support better wellbeing.

Empowering neurodivergent people to challenge systems

Neurodivergent people can still be supported to advocate for their needs.

Talking about adjustments at work can feel difficult, but it can lead to real improvements in someone’s daily environment. It also often provides an opportunity for discussion and learning.

It’s important to recognise that it’s okay not to know exactly what works. Finding what works often takes time. Some examples of adjustments include flexible working hours or locations, assistive technology such as screen readers or dictation tools, clearer communication, or changes to lighting and noise levels.

Workplaces must consider flexible working requests, and reviewing organisational policies through a neuroinclusive lens is a powerful place to start.

Moving forward: Rebuilding systems with neuroinclusion by default

Good intentions matter, but they need to be backed up by policies, design and everyday practice. If organisations want to be truly neuroinclusive, accessibility needs to be built in from the start, not added later as an afterthought.

To remove barriers, we need to look at how stigma influences decisions, how environments affect people’s experiences, and whether support is truly accessible. When neurodivergent people are involved in creating services and workplaces, the results are better for everyone.

Neuroinclusive design benefits everyone. When we include neurodivergent voices in decisions about services, workplaces and communities, we create environments that value different skills, ways of thinking and perspectives. Our message is clear:

It's not you. It's the system. And together, we can change it.