If you’re not sure whether you have neurodivergent employees, you do. And if you have neurodivergent employees, you definitely have neurodiverse teams.

But what are neurodiverse teams? 

Neurodiverse teams are teams made up of both neurotypical thinkers (those whose brains think the same way as the majority) and neurodivergent thinkers (those whose brains think differently from the majority).

Neurodiverse teams drive innovation because different types of thinkers, working together, come up with different, fresh, creative ideas and solutions to problems, accelerating growth and increasing profits.

There are plenty of speakers and trainers who added “neurodiversity” to their keynotes page a month ago, hoping to capitalize on the latest diversity trend. 

But to serve, and get the best from, your neurodiverse teams, you need a true neurodiversity expert, someone for whom this is not a trend but a decades-long mission to help neurodivergent teams work together better. 

Someone…

• with over three decades of experience in both the for-profit and nonprofit
  neurodiversity space 
• who sees through the eyes of the neurodivergent, being neurodivergent herself 
• who holds both an M.Ed. and CSP
• with a proven track record of re-engaging neurodivergent individuals
• who has devoted her life to bridging understanding between neurotypical and neurodivergent populations.

Ensure your organization’s success with a neurodiversity expert. Reach out to Susan to learn how she can help your organization reach its high-performing potential by harnessing the untapped power of your neurodiverse teams.

• What if your next quarterly review reveals that your top-performing innovator is actively job hunting because they feel misunderstood?
• When an exceptional candidate discloses their neurodivergence during onboarding, will you know exactly how to set them up for success—or risk losing them within 90 days?
• Picture this: Your next team project fails because half your team thrived in your workplace setup while the other half couldn’t function—how will you explain that to the board?
• The moment you realize your last three major initiatives failed because your diverse thinking styles are clashing instead of collaborating—what’s your next move?
• When your most brilliant problem-solver stops contributing in meetings, will you recognize it’s your environment—not their ability—that’s holding them back?
• That $200,000 office redesign you championed? What happens when occupancy data shows it’s driving your best talent to work remotely?
• Your next exit interview reveals a pattern: innovative thinkers are leaving because leadership sees their unique approaches as problems rather than solutions. How many more will you lose?
• When your year-end training ROI report shows a 70% knowledge retention gap, how will you justify continuing the same one-size-fits-all approach?
• The moment your competitor launches a groundbreaking innovation, will you realize too late that you’ve been stifling your team’s natural divergent thinking?
• During your next DEI audit, what will you say when asked about your specific strategy for empowering neurodivergent voices in your workplace?
• When your HR director shows you the growing stack of internal complaints about ‘unfair treatment,’ will you have a clear policy to point to—or just good intentions?”

✔️She will help you resolve the issues that can surface when neurotypical and neurodivergent people work together.

✔️And, she will give your company the tools necessary to achieve the competitive advantage that can only come from leaders who understand that neurodiversity is a key that unlocks the innovation that drives business!

The Inclusive Dynamic Workplace Design™ Framework

What is Inclusive Dynamic Workplace Design™?

The Inclusive Dynamic Workplace Design (IDWD) Framework provides a flexible yet structured approach to creating work environments that support the diverse needs of all employees. It empowers organizations to cultivate inclusivity while driving innovation, productivity, and employee engagement.

The framework is built on three core pillars: optimizing physical workspaces, leveraging technology, and fostering a culture of inclusion and psychological safety. Each pillar is designed to be tailored to your organization’s unique needs, ensuring an inclusive environment for both neurodivergent and neurotypical employees.

Organizations that implement the IDWD Framework see tangible benefits, including improved talent retention, enhanced collaboration, and increased innovation. By aligning inclusivity with organizational goals, this framework delivers both immediate and long-term value.

In today’s competitive landscape, embracing neurodiversity isn’t just a social responsibility—it’s a strategic advantage. The IDWD Framework equips leaders with the tools and insights needed to future-proof their organizations by unlocking the full potential of a diverse workforce. From reimagining office layouts with quiet zones and collaborative spaces to adopting technologies that support remote work and inclusive communication, the IDWD Framework provides actionable strategies for organizations of any size.

Susan’s programs – keynotes, training, consulting and coaching…

• Support better collaboration within and between aligned thinking groups.
• Ensure employees can easily access the tools and technologies needed to complete their assignments and meet/exceed expectations.
• Improve employee learning; level up your organization’s Learning Management System; and match skills, personality type, and interests with roles.
• Reprioritize and reconfigure your physical office space to create ideal environments for divergent and typical thinkers.

When implemented thoughtfully, Inclusive Dynamic Workplace Design (IDWD) benefits the entire company. It creates hybrid and in-office workspaces that improve focus; facilitates the seamless execution of tasks; and makes employees happier.

Susan will work closely with your organization to develop and implement a customized, three-part action plan:

1. Discover Needs — Through her thorough discovery process, Susan will

• gather information about your organization and culture
• discuss your organization’s learning, engagement, innovation, and productivity goals
• identify opportunities for improvement
• determine what outcomes will best serve your organization.

2. Implement Solutions — Throughout her assignment, Susan will work with your leaders and teams to

• secure buy-in from stakeholders
• scaffold in the improvements to your physical and cultural environment
• monitor KPIs and metrics to ensure outcomes are achieved and your investment is returned.

3. Maintain Results — For three months after delivery, Susan will follow up via virtual meetings with your leadership to

• help your teams settle into their new physical and cultural environment
• manage growing pains
• answer questions
• secure adoption of IDWD solutions.

—Susan Fitzell