A leadership approach that recognizes neurodiversity in a team and intentionally designs communication, workflows, and expectations so different information-processing and working styles can succeed—focusing on strengths rather than forcing everyone into the same “generalist” mold.

A shared belief within a team that it’s safe to take interpersonal risks—asking questions, raising concerns, sharing ideas, or admitting mistakes—without fear of embarrassment, punishment, or negative career consequences.

The proactive process where employees reshape aspects of their work—tasks, relationships, or how they interpret their role—to better align with their strengths, interests, and needs, improving fit and meaning without changing the job title.

A research-based framework (developed by CAST) for designing learning and training that works for a wide range of people by offering flexibility in how learners access information, engage with content, and demonstrate understanding—useful for inclusive workplace training.