Design for Neuroinclusion

A call for organizations interested in turning inclusive intentions into action

I don’t think inclusion efforts falter because leaders don’t care. I believe they falter when awareness doesn’t lead to action, and when systems weren’t designed by people with diverse lived experiences in mind and body.

If you’re leading an organization and noticing things like:
• Repeated misunderstandings about roles
• Managers are unsure whether something is a performance issue or a support need
• Communication friction that feels harder than it should

The challenge may not be commitment. It may be operational design that is not neuroinclusive. Many organizations have already invested in DEI training. The intention is there. But especially for leaders focusing on operational goals, a practical question emerges:

"How do we build inclusion into how we actually work?"

I wish to partner with leaders asking that question. The work I do includes some training, but it goes beyond providing neurodiversity expertise. Together, we identify where operational ambiguity unintentionally creates exclusion and redesign systems so inclusion is structural, not reactive.

Depending on your needs, that might include:
• Clarifying roles and decision rights
• Strengthening communication norms, benefiting all employees
• Aligning performance expectations and strengthening a learning culture
• Supporting managers in relating the neurodiversity of experiences
• Pairing targeted workshops with hands-on systems improvements

I’m currently looking for one nonprofit organization to pilot this neuroinclusion approach with — ideally, a team that has done foundational DEI work and is ready to operationalize it.

If you’re involved in nonprofit leadership and operations and thinking, “We might need this,” or you know someone who does, let me know! I’d love to pilot this with you!

Best,
Marissa Mosunich
Operate Well Consulting
Brave Zebra Work Coaching
www.operatewell.com