Inclusion or an unfair advantage?

One of the most common objections I hear when delivering neurodiversity training is: ‘If we make adjustments for one person, is that really fair to the rest of the team?’ It’s a natural concern, but it’s built on a misunderstanding of what inclusion really means.

Reasonable adjustments are not about giving special treatment. They’re about levelling the playing field so everyone can work at their best. It’s like providing a ramp for wheelchair access. No one would call that favouritism. It’s simply what’s needed so everyone can get through the door.

The same principle applies to neurodivergent colleagues. Adjustments (like flexible working or tools for memory and organisation) remove workplace barriers that are invisible to most, but very real for some. When we make these changes, we’re not giving someone an unfair advantage – we’re recognising that one-size-fits-all environments actually disadvantage many talented people.

Addressing this objection head-on is a vital step for any organisation that wants to be truly inclusive. Adjustments don’t just benefit one group of people. They benefit everyone. People feel valued, morale improves and the organisation becomes more resilient and innovative.

If your team is struggling with this question, a tailored training or follow-up session can help shift perspectives and build confidence in inclusive practices.

Rather than asking ‘Is it fair?’, try asking ‘Is it inclusive?’. That’s where real progress happens.