For Neurodiversity Celebration Week, BIT has handed the blog over to us at Divergent Thinking to continue a conversation that has been building for some time.
This is not a random crossover. It grows directly out of the work we have already done together — including our joint panel on Digital Accessibility & Neurodivergence in the Workplace with Mike Hess, Nat Hawley, Amy McCaw, Elliott Natale and James Warnken. That session focused on something both BIT and Divergent Thinking care about deeply: too many workplaces are still being designed around a narrow idea of the “standard” user, leaving talented blind and neurodivergent professionals to carry the burden of navigating systems that were never built with them in mind.
That conversation made one thing very clear: digital accessibility and neurodiversity are not separate issues. They overlap in practical, important ways, especially in hiring, onboarding, training and day-to-day workplace communication.
So today’s guest post is a natural next step.
At BIT, the focus is rightly on building a future where blind professionals and professionals with disabilities can thrive through accessible design, technology and employment pathways. At Divergent Thinking, our focus is on helping organizations understand neurodiversity more deeply and redesign systems so different minds can do their best work.
This week, those two conversations meet in the same place.
Because if we want truly inclusive workplaces, we need to stop treating accessibility as a technical afterthought and start seeing it for what it really is: a foundation for better hiring, better training, better design and better outcomes for everyone. Continue Reading Salesforce White Paper