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Neurodiverseology®

Design Systems. Remove Barriers. Enable Neurodivergent Talent.

 

Neuroinclusive Systems for Higher Education — and Neurodivergent Performance at Work.

Evidence-based tools that remove barriers and enhance performance — for students and staff in Higher Education Institutions (HEIs), and organisations supporting neurodivergent talent (employers and public services).

For HEIs (now): reasonable adjustments, executive function scaffolds, neuroinclusive assessments.

For organisations (next): onboarding systems, disclosure support, manager micro-cues (including employers and public services).

The Neuroinclusive Systems Framework™

by Variation Works™

A practical 3-pillar method for reducing executive-function variance and improving learning and workflow outcomes — measured with simple before/after indicators.

How it works
  1. Identify load drivers (sources of cognitive load).
  2. Redesign the system (workflow, communication, assessment/onboarding).
  3. Measure outcomes (micro-metrics that show improvement).

Neurodiverseology® translates psychology into implementable system design across three connected layers: Cognitive Load, Environment & Workflow, and Measurement & Outcomes.
We don’t “fix the individual”; we redesign the conditions that influence day-to-day performance—and define success outcomes with preliminary before-and-after indicators.

Pillar 1
Cognitive Load (Performance)
Goal: reduce executive-function variance at the point of use (the student/employee experience).
We identify: initiation gaps, planning load, working-memory overload, switching costs, and sensory load.
We implement: task triage, timeboxing, cue stacks, templates, and predictable routines.
Evidence: self-ratings + submission/on-time patterns (baseline → post-change).

Pillar 2
Environment & Workflow (System Design)
Goal: make the system legible (so people don’t burn effort on decoding expectations).
We identify: unclear communications, delayed materials, assessment/onboarding ambiguity, and sensory needs misalignment.
We implement: message scripts, micro-rubrics, “materials in advance” standards, quieter/clearer options.
Evidence: fewer clarification emails + improved engagement markers.

Pillar 3
Measurement & Outcomes (Reliability)
Goal: prove impact with lightweight metrics that leadership will actually accept.
We track: attendance/participation, on-time delivery, progression/retention indicators.
We run: 2-week micro-pilots + feedback loops (keep what works, drop what doesn’t).
Evidence: quarterly “before/after” micro-metrics you can publish internally.

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