You asked: "What would be a signal that leaders can check for to identify if they have a non-inclusive culture, especially from a neurodiversity lens?"

Spotting a non-inclusive culture: what leaders should look for through a neurodiversity lens.

Statistically, 1 in 5 people are neurodivergent - but not everyone knows it, and even fewer feel safe to disclose it at work.

If no one in your organisation has shared that they are ND (or if only a tiny handful have), it might be a sign that people don’t feel comfortable or safe to open up. And if they don’t feel safe, they aren’t working at their best.

When neurodivergent employees feel safe and supported, they thrive. When they feel like they have to mask or hide who they are, work becomes harder than it needs to be.

So ask yourself, "Would my employees feel comfortable telling me they are neurodivergent?" If the answer is no (or even, I'm not sure!) it might be time to rethink what inclusion really looks like.

A simple way to start is to pay attention to how often neurodiversity is talked about in your workplace. If it’s barely mentioned, that might explain why no one’s speaking up.

Visibility matters.