Take a moment to look around the room at any of the National Neurodiversity Shows.
You’ll see organisations proudly describing themselves as neuro-inclusive. Employers talking about workplace adjustments. Schools looking for new ways to support their pupils. Families sharing experiences, and neurodivergent people speaking openly about their lives.
Ten years ago, this would have looked very different.
There is no doubt that awareness of neurodiversity has grown enormously. Autism, ADHD, dyslexia, dyspraxia, Tourette syndrome and other neurodivergent conditions are now part of everyday conversations. Many organisations have introduced inclusion strategies. Employers are beginning to recognise that different ways of thinking bring innovation, creativity and fresh perspectives. More people are seeking assessments, asking questions and, perhaps most importantly, feeling able to be themselves.
That is something worth celebrating.
But acceptance and awareness are not the same thing.
Ask yourself…
Have attitudes genuinely changed, or have people simply become more familiar with the language?
Do we celebrate neurodivergent strengths, while still expecting people to fit into systems that weren’t designed for them?
How many talented individuals still spend every working day masking who they really are? How much energy is lost trying to appear “typical” instead of focusing on the job they’re brilliant at? And what could organisations achieve if every employee felt safe enough to bring their authentic self to work?
How many parents still have to fight for support?
How many children leave school believing they are the problem, rather than believing the environment simply didn’t meet their needs?
And how many adults continue to wonder what life could have looked like if someone had been recognised and understood sooner?
These are difficult questions because there isn’t a simple answer.
The good news is that progress is happening. More organisations are investing in neurodiversity training. Schools are becoming more aware of different learning styles. Employers are recognising that different ways of thinking are an asset, not a barrier. Society is moving in the right direction.
But there is still a difference between awareness and true inclusion.
Being accepted shouldn’t depend on where you work, which school you attend or who your manager happens to be. Support shouldn’t be something people have to fight for, and inclusion should be something people experience every day—not just something written into a policy.
This is especially true in the workplace. Too many neurodivergent people still feel they have to mask who they are simply to fit in. Imagine the potential that could be unlocked if every person felt comfortable being themselves. That’s why we’re proud to have Remtek Workplace as our Headline Sponsor. They work with organisations to create environments where people have what they need to thrive, contribute and perform at their very best.
That is also why the National Neurodiversity Shows exist.
Every exhibitor, every speaker, every visitor, every sponsor and every member of our team is here because we believe the same thing: neurodivergent people deserve to be understood, valued and given the opportunity to reach their full potential.
So, are neurodivergent people more accepted in 2026?
Yes.
Is it enough?
Not yet…………………………We’re just getting started!
NNS Team