Building inclusive systems for working memory

‘I forgot what was said in the meeting as soon as it ended.’

It’s a sentence many people with working memory challenges know all too well. And for a long time, I thought it was just me. I’d leave a meeting, close the door behind me and feel that familiar sense of worry as the details began to slip away. Not because I wasn’t paying attention or I didn’t care. But because my brain simply doesn’t store and process information in the same way as others.

Working memory isn’t about intelligence. It’s about how we hold information in mind while actively using it – something that varies widely from person to person. And in fast-paced workplaces where information is delivered verbally, rapidly, and often without structure, that can create real challenges.

One thing I want more people to understand is that working memory challenges are not character flaws. They are not signs of incompetence. They are differences – completely valid, completely normal differences.

In fact, many of the neurodivergent professionals I work with are some of the most insightful, creative and solution-driven people you could meet. Yet they’ve spent years being told they’re disorganised, forgetful, careless or inconsistent. Labels that stick, not because they’re true, but because the systems around them were never designed with their brains in mind.

And the solutions are often surprisingly simple.

• Provide written summaries after meetings so information doesn’t vanish the moment people walk out the door.

• Share instructions in a clear, structured way.

• Give people time to process information before expecting decisions.

• Use tools that support memory instead of relying solely on verbal recall.

• Normalise asking for clarification without judgement.

• Provide opportunities for people to provide their views after meetings, not just in the moment.

These are not major adjustments. They’re small shifts that create huge differences. They reduce stress. They make collaboration more equitable. And importantly, they communicate that all cognitive styles are welcome – not just the ones that fit the traditional mould.

When we stop expecting every brain to remember, process and organise information in the same way, we open the door to workplaces where people can contribute from their strengths, rather than constantly compensate for their challenges.