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Lauren Owen

Lauren is a culture and employee experience nerd, with a strong foundation in diversity, equity, and inclusion. Her journey’s taken her through public, nonprofit, and government roles, and she likes nothing better than translating big ideas into practical, people-centered action.

Lauren Owen
In Culture

Unlocking creativity in your neurodivergent teams

The Home logo, alongside the Neurodiversity Celebration Week logo, on a pink background.

People often talk about how neurodiverse teams improve creativity. Birbeck have backed this up with a study that suggested employers see high levels of creativity and innovation from their neurodivergent staff. But spoiler alert: just hiring a few ADHD folks won’t magically guarantee a burst of brilliant ideas. To truly let those sparks fly, you need to provide the right conditions and support. 

Why does this matter? The neurodivergent brain works in fascinating, sometimes unexpected ways. And it’s not just people in traditional creative fields this applies to.  

People like Tim Burton, Billie Eilish, Carly Simon, Tommy Hilfiger, Robin Williams, and Temple Grandin all demonstrate massive creativity in their own ways and in their own environments. But so do people like Richard Branson, Steve Jobs, and Ingvar Kamprad. So remember, creativity can include things like: 

Process Optimisation
Bill Gates (who’s said he probably has ADHD) famously said, “I choose a lazy person to do a hard job. Because a lazy person will find an easy way to do it.” You could easily swap “lazy” with “neurodivergent” here. Many of us love order, efficiency, and simplicity, and if there’s an unnecessary part of a process, you can bet we’ll cut it out. 

Innovation
Another quote for you, this time from Einstein (also probably neurodivergent): “Question everything.” Neurodivergent folks are often the ones asking “But why?” (Yes, we were those kids). And when you can respond with, “I don’t know, but let’s find out,” the door opens for some brilliant innovation. 

Unexpected connections
Neurodivergent people are known for their special interests and hyperfocus. For ADHD in particular, those interests tend to shift quickly, leaving us with a surprising amount of knowledge about weird and wonderful topics. This unique mix can lead to making connections between seemingly unrelated ideas and fresh approaches. 

So, how do you unlock this creativity? 

For me, it comes down to three big things:  

  1. Give permission (but set guardrails)
    Encouraging creativity isn’t about handing someone a blank sheet of paper and saying “go wild.” Make sure your teams have clear guidelines. Where and how can they rethink things? Are there any red lines they can’t cross? (And if so, be ready to explain why!) You can even ask them to specifically think about improvements, and whether they should report back on their ideas or just get on with making them happen.
  2. Encourage creativity (and give it room to fail)
    Take people’s ideas seriously, and welcome their challenges (“why” usually means they’re interested, not pushing back!). Offer pilots or test projects where failure is safe and seen as part of the process, not something to be punished. If something doesn’t work, take the time to explain clearly and directly why, and encourage them to rethink their approach rather than shutting it down.
  3. Embrace flexibility (in the right ways)
    Neurodivergent people often work best when they can control their environment. That might be a quiet, low-light space with their own music or the buzz of a busy coffee shop. Give them flexibility around environment and work timing. And when it comes to creative projects, make sure they have the space to dig in when their brains are firing on all cylinders.

The bottom line

If you want creativity from your neurodivergent employees, you have to meet them halfway. That means giving them the tools, freedom, and encouragement they need to flourish. And when you get it right? The results can be truly game-changing. 

Author: Lauren Owen

Lauren Owen
In Culture

All I want for Christmas is…inclusion

Ah, the work Holiday party – twinkling lights, free booze and a few questionable dance moves. It’s supposed to be the ultimate chance to let loose and connect with your team. But for six in 10 employees with disabilities, chronic health conditions, or neurodivergence, it can just be one more way to feel left out. 

Deloitte’s Disability Inclusion @ Work report dropped a sobering stat – more than half of disabled employees have missed out on work events because of accessibility issues. Think about that for a moment. Wanting to join the fun but being unable to get through the door, literally or figuratively. 

And this isn’t just a party problem. It’s part of a bigger challenge disabled people face every day at work. 

What’s really going on? 

The story Deloitte tells isn’t unique. Home’s The Work Project report shows that globally, disabled employees consistently report having a significantly poorer experience at work compared to their peers.  

They’re less likely to find meaning in their work, less likely to see opportunities for growth, and far less likely to feel heard or valued when they speak up. Many don’t feel comfortable sharing their life experiences with colleagues, and a shocking 54% of disabled people report feeling discriminated against at work. Unsurprisingly, the vast majority of them are job hunting. 

And when we consider the added barriers faced by disabled employees from racially minoritised groups, the stats only get bleaker.  

Here’s the thing – globally, one in six people is disabled. This isn’t a small issue. For too many, exclusion isn’t an occasional inconvenience. It’s a regular part of life. Whether it’s a venue with no wheelchair access, an overwhelming sensory environment, or poorly communicated plans, these barriers send a clear message: this wasn’t designed for you. 

And let’s face it, when someone feels excluded, it’s not just their night that’s impacted. It’s their sense of belonging in the workplace overall. 

I know how it feels 

As someone with ADHD, I know what it’s like to feel out of place in some environments. Overstimulating spaces with blaring music make me feel cut off because I can’t hear or focus on conversations. Unclear plans about what’s happening, when and what we’re eating, or how long the event will last can leave me feeling anxious the entire night.  

Then there’s the expectation to find the perfect balance between “relaxed” and “professional.” For me, masking ADHD traits is always a challenge, and the mix of alcohol, informality, and the pressure to “have fun” only makes it harder. 

Thankfully, I now work with a genuinely lovely, inclusive team, but I’ve spent many years navigating parties that were just plain hard work.  

Make your event more inclusive 

So, how do we make the magic of the season work for everyone? Here are a few practical tips. 

  • Listen to your people. Involve Employee Resource Groups or similar reps in the planning process-they’ll offer valuable insight. And don’t forget to ask for feedback after the event to improve next time.
  • Pick an accessible venue. Choose a location that’s easy to enter, navigate, and has accessible facilities like bathrooms. And don’t forget the catering – cover all dietary needs, from allergies to cultural or personal preferences. 
  • Be sensory-friendly. Keep the music at a reasonable volume, skip the strobe lights, and offer a quiet space where people can recharge. You might also try having different phases to your event – a quieter coffee-and-cake start for those who don’t want the noise and booze, followed by something livelier for those who do. 
  • Share the details early. Let everyone know what to expect. Include accessibility information in the invite and clarify that participation isn’t mandatory. Most people, disabled or not, dread compulsory fun. Let them know it’s okay to dip in for a bit or skip altogether. 

These changes aren’t hard or expensive, but they can be the difference between someone feeling part of the team or left out entirely. 

It’s about more than parties 

Let’s be real. Inclusion doesn’t start or stop with the holidays. If someone feels excluded at the work party, chances are they’ve been feeling that way all year. Making events accessible is just one part of creating a culture where everyone belongs.  

So, as you’re stringing up the fairy lights and planning the playlist, take a moment to think about what inclusion means. Because when everyone feels welcome, that’s when the real magic happens. 

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