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Neurodiverseology®

Neuroinclusive assessment & feedback systems for Higher Education — and organisations supporting neurodivergent talent.

Design Systems. Remove Barriers. Enable Neurodivergent Talent.

Evidence-based tools that remove barriers and improve performance — by redesigning assessment briefs, feedback standards, and reasonable adjustments so expectations are clear and support is consistent.

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Download: Neuroinclusive Systems Quick Audit (PDF)

BPS award • First-Class • HE research • NMH ecosystem credibility

Evidence-based • Systems-led • Implementation-focused

Neurodivergent performance issues are often system design issues — assessment and feedback are where change has the most impact.

  • Unclear briefs and hidden expectations (“hidden curriculum”).
  • Inconsistent reasonable adjustments and variable staff interpretation.
  • Outdated one-size-fits-all processes create high cognitive load and admin friction.

For HEIs (now): assessment & feedback redesign, reasonable adjustments systems, executive function scaffolds.

For organisations (next): onboarding and role clarity systems, disclosure and adjustments pathways, manager micro-cues + operating rhythms (including employers and public services).

The Neuroinclusive Assessment & Feedback Framework™

by Variation Works™


A practical 3-pillar method for redesigning assessment briefs, feedback standards, and reasonable adjustments —
measured with simple before/after indicators that show whether clarity and consistency have improved.

How it works
  1. Diagnose friction (where assessment and feedback create ambiguity, overload, or inconsistent interpretation).
  2. Redesign the system (brief templates, feedback standards, and decision rules for reasonable adjustments).
  3. Demonstrate impact (micro-metrics that show clarity, consistency, and workflow outcomes improving).

Neurodiverseology® translates applied psychology into implementable assessment and feedback system design across three connected layers:
Clarity & Cognitive Load, Assessment & Feedback System Design, and Measurement & Outcomes.
We don’t “fix the individual”; we redesign the conditions that shape day-to-day performance — and define success with simple before-and-after indicators.

Pillar 1
Clarity & Cognitive Load (Performance)
Goal: reduce avoidable cognitive load caused by unclear briefs and hidden expectations.
We identify: ambiguity, switching costs, working-memory overload, initiation barriers, and “where do I start?” friction.
We implement: brief clarity standards, step-by-step structures, exemplars, scaffolds, and predictable submission workflows.
Evidence: fewer clarification emails + improved confidence/self-ratings (baseline → post-change).

Pillar 2
Assessment & Feedback System Design (Consistency)
Goal: make assessment and feedback consistent, legible, and fair across modules and staff.
We identify: brief variation, unclear rubrics, inconsistent feedback practices, and “interpretation variance” between staff.
We implement: standardised brief templates, micro-rubrics, feedback clarity standards, and decision rules for reasonable adjustments.
Evidence: fewer disputes/escalations + improved staff confidence applying standards.

Pillar 3
Measurement & Outcomes (Proof)
Goal: show impact with lightweight metrics leadership will accept.
We track: clarification emails, late submissions, resubmission patterns, escalation volume, and student/staff experience indicators.
We run: short pilots + feedback loops (keep what works, drop what doesn’t).
Evidence: publishable “before/after” micro-metrics for internal reporting.

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