Building Inclusive Spaces

Neurodiversity and Autism Strategies for Lasting Change

Three people of different genders and backgrounds in an office space talking to each other.

Transforming Your Space with Autism & Neurodiversity Inclusion

As a doctoral student in Educational Leadership and an autistic researcher, coach, and educator, I believe that true inclusion goes beyond awareness—it requires practical, autism-conscious strategies that foster lasting change. Drawing from both my lived experience as an autistic person and my work in nonprofit leadership, I’ve developed workshops and classes that focus on empowering organizations to create inclusive environments for neurodivergent individuals.

Whether you’re a teacher looking to support autistic students or a business aiming to integrate neurodiversity into your workplace, my hands-on workshops offer practical tools and real-world strategies. Together, we can transform your spaces into places where neurodivergent individuals thrive, helping your team or school embrace the full potential of inclusion.

Three people in an office talking. they are from different backgrounds.

Classes or Workshops (Half Day)

Empower your team with practical, autism-conscious strategies through interactive learning. My classes and workshops focus on building inclusive practices for neurodivergent and autistic individuals in various educational, workplace, or community-based settings.

Educational Workshop Package

This workshop equips educators with the tools to create classrooms where autistic and otherwise neurodivergent students thrive. Participants will gain hands-on experience implementing sensory accommodations, personalized strategies, and communication methods to support autistic students.

Includes:

  • 2-3 hour interactive workshop

  • Presentation slides and activities

  • 1-hour Q&A session

  • One month of follow-up email support for ongoing guidance and questions

Ideal for: Schools and educational institutions focused on fostering inclusive, supportive learning environments for neurodivergent students.

Rate: $750 (Half Day), $1,400 (Full Day)

Interactive Elements: Engage in case studies, role-playing exercises, and group discussions to ensure participants leave with practical skills they can apply immediately.

Outcomes:

  • Implement sensory accommodations

  • Develop personalized communication strategies

  • Support learning diversity through tailored approaches


Corporate Neurodiversity Strategy Package

Equip your business with the knowledge and tools needed to create an inclusive workplace for neurodivergent employees. This comprehensive package includes a presentation and consulting session that help identify key areas for improvement in your organization's accessibility and inclusivity.

Includes:

  • 2-hour presentation on neurodiversity in the workplace

  • 3-hour consulting session to assess and improve accommodations

  • Customized written recommendations and action plan

  • One follow-up virtual meeting for additional support

  • Two months of email support to ensure successful implementation

Ideal for: Corporate clients committed to creating neurodivergent-friendly workplaces.

Rate: $1,500 (Half Day), $3,500 (Full Package with follow-up report)

Outcomes:

  • Develop a concrete action plan for workplace adjustments

  • Adjust sensory environments, communication practices, and employee accommodations

  • Build a more inclusive, productive workplace culture

Add-On Options: Extend consulting support or quarterly check-ins to ensure long-term success.

A neurodivergent man sits at a desk with a laptop, smiling at the camera.

Hiring Autistic Workers:

Autistic Strengths and Skills Can Enhance Your Talent Pool

Autistic traits that translate into highly-ought workplace skills, supported by empirical evidence.

  • Neuro-inclusion has been shown to deliver multiple benefits to companies and employees alike. Neurodiversity in the workplace allows companies to leverage the full spectrum of skills and knowledge within the workforce. Neurodivergent employees at JP Morgan Chase worked 48% faster and 92% more efficiently than their neurotypical counterparts. Furthermore, companies that employ diverse workforces and incorporate them into their teams demonstrate more significant innovation and are more receptive to change text goes here

  • Organizational cultures that value difference tend to be early adopters of new business systems and are adept at developing novel products or processes to thrive in an evolving business landscape. Moreover, diverse teams excel in creative problem-solving, surpassing even highly skilled but less diverse teams in performance. Without neuro-inclusion training, employers may view employees as all the same, which can create unreasonable expectations for autistic workers’ behavior and overlook their potential to contribute from their unique background.

    Autistic people possess specific characteristics and skills intrinsic to autistic neurology, differentiating them from their allistic counterparts. Innovative thinking processes due to highly active synaptic activity include noticing patterns, errors, and inconsistencies others may overlook, the ability to draw novel connections, atypical visualization abilities, unique cognitive styles, perspectives, and ways of thinking.

  • Pattern recognition, attention to detail, and sustained, intense focus are autistic qualities that lend themselves to high accuracy rates in spotting errors or maintaining consistency in work. Autistic individuals exhibit remarkable accuracy, often performing tasks such as manual data entry up to eight times more effectively than their neurotypical counterparts. Autistic people’s extreme accuracy in visual perception has also been noted.

    Problem-solving is another strength for autistic workers, often because they can see patterns where others cannot. They may also see the big picture and the order of components within the big picture to identify what could change to resolve issues. Therefore, autistic workers may approach problem-solving in ways that expand possibilities for organizational operations due to atypical perspectives on dilemmas.

  • Organization and systematization are two more hallmark characteristics of autism that lend themselves to work skills. Autistic people can also be very efficient in completing tasks, possibly due to their intense focus and attention to detail or because repetition can appeal to them. Other noted strengths are focus on long-term recurrent tasks, tolerance for monotonous activities, and technical interest in specific work areas. Companies may find that autistic candidates embody these qualities naturally.

  • Companies that employ diverse workforces and incorporate them into their teams experience more significant innovation and are more receptive to change. Companies with diverse workforce composition are also early adopters of latent business systems. They are adept at developing novel products or processes to thrive in an evolving business landscape.

    Diverse teams are shown to excel in creative problem-solving, surpassing even highly skilled but less diverse teams in performance Employee retention also reduces turnover, increasing an organization’s competitiveness by maintaining a workforce with experience within and loyalty to the organization. Employers may be able to improve the retention of autistic and otherwise marginalized employees by dedicating themselves to acceptance and inclusion so their talent pool feels supported and valued.

    This process requires the assistance of a consultant well-versed in autism and autistic ways of being. Indeed, until now, neurodiversity has received substantially less coverage than other diversities in DEI agendas.

As the labor market shifts toward cognitive skillsets, neurodivergence is an increasingly relevant area of organizational diversity that could improve employee job satisfaction, success, innovation, and performance.