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Get a custom proposalPractical neuroinclusion for workplaces
Divergent Thinking is a UK-based neuroinclusion and neurodiversity consultancy helping organisations build accessible, high-performing workplaces. We deliver practical training for managers and teams, neuroinclusion audits across the employee lifecycle, and strategy support to improve communication, meetings, workload design, recruitment, onboarding and reasonable adjustments.
Our approach is evidence-informed and behaviour-change focused — designed for real-world implementation, not awareness-only initiatives. Work is delivered online or in-person across the UK, supporting corporate, public sector, charity and education clients.
Common outcomes include improved manager confidence, clearer communication norms, stronger adjustments processes, and a prioritised roadmap for sustainable neuroinclusive practice.
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Min project size
Undisclosed
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Hourly rate
$100 - $149 / hr
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Employees
2 - 9
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Year founded
Founded 2022
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Our Story
Divergent Thinking exists to make work more accessible and more effective — at the same time. Too often, neuroinclusion is treated as awareness or “culture” without changing the day-to-day systems that shape performance. We focus on practical design: clearer communication, better meetings, better onboarding, better workload management, and a reasonable adjustments process people can trust. We’re a UK-based neuroinclusion and neurodiversity consultancy supporting organisations through training.
Meet the Team
Nat HawleyDirector
Nat Hawley is the founder of Divergent Thinking, a UK-based neuroinclusion and neurodiversity consultancy. He delivers practical training for managers and teams, conducts neuroinclusion audits across the employee lifecycle, and advises organisations
What Sets Us Apart
Practical, manager-ready tools
We don’t stop at awareness. Every engagement includes practical assets managers can use immediately—scripts, checklists, meeting standards, and clear “what good looks like” examples that reduce guesswork and improve delivery.Systems change, not surface change
We look at the full employee lifecycle—recruitment, onboarding, communication, workload, meetings and performance—so neuroinclusion becomes part of how work is designed, not an optional initiative.Evidence-informed and measurable
Our approach is grounded in research and focused on outcomes. We define success upfront and track progress through meaningful measures like manager confidence, friction points, time-to-productivity and practical adoption of adjustments.
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