In his recently published memoir, 'Source Code: My Beginnings', Bill Gates shares that, had he grown up today, he believes he would have been diagnosed with autism. He describes childhood traits such as obsessiveness, social awkwardness, and bluntness, and emphasises that he wouldn't change his brain "for anything". Gates joins a growing list of high-achievers who identify with neurodivergent traits, contributing to broader conversations about recognising and valuing neurological differences in society.

This article examines the financial consequences for US companies that are scaling back their DEI initiatives in response to political pressure. It highlights that while some companies, like Target, have seen a significant drop in sales and stock value after rolling back DEI commitments, others, such as Costco, have experienced growth by maintaining their focus on inclusion. The article asserts that consumers increasingly make purchasing decisions based on whether a brand's values align with their own, and that pulling back on DEI can erode trust and diminish brand perception. It suggests that CMOs must balance political pressures with the risk of alienating diverse customer segments.

A family in New Brunswick, Canada, is upset after they were allegedly asked to leave a hospital's emergency room because their seven-year-old son, who has autism, ADHD, and epilepsy, was being too loud while experiencing seizures. His mother said a nurse told her the family would have to leave because their son was "disrupting other patients". The article states that the parents feel their son was discriminated against and that they were denied a basic human right to medical care. The hospital's health network stated that while it cannot comment on specific cases, it encourages staff to offer quieter spaces when available for patients with unique behavioural challenges.

Celebrating World Autism Awareness Day, The Times of India advocates for a shift from viewing autism as a deficit to celebrating it as a natural neuro-variation with unique strengths. It highlights that autistic individuals often possess exceptional skills in areas like attention to detail, pattern recognition, and focused concentration, leading to significant contributions in various fields. Citing successful figures like Pokemon creator Satoshi Tajiri and Dr Temple Grandin, the Times calls for fostering inclusive environments in education and employment. The core message is to move beyond awareness to genuine acceptance and appreciation, allowing the unique talents of autistic people to flourish.

Investment Week discusses how Diversity, Equity, and Inclusion (DEI) initiatives are holding up in the face of political and financial pressures. While some large financial institutions have scaled back their public commitment, the report highlights that many smaller and newer firms have DEI embedded in their company culture. It suggests that a quieter approach does not necessarily mean a lesser commitment. The piece argues that leaders still believe in the benefits of diversity for finding talent and improving outcomes. It also mentions a new report from a think tank, City Hive, showing an increase in firms signing a statement to remove barriers for under-represented groups.

A government-funded review has revealed significant inequalities for disabled people in the UK labour market. The report, which synthesises over a decade of research, highlights a persistent employment gap of nearly 28 percentage points between disabled and non-disabled people. It identifies systemic barriers such as inaccessible recruitment processes, employer bias, and a lack of reasonable adjustments in the workplace. The article strongly criticises the Department for Work and Pensions (DWP) for its role in perpetuating a "punitive" welfare system. The DWP is accused of disproportionately harming disabled claimants through reforms, cuts to benefits, and a culture of suspicion. The article concludes that until the DWP changes its approach, little progress will be made.

FE News's article discusses the increasing number of neurodiverse students in further and higher education and the need for a cultural shift in how institutions support them. It argues that simply having policies in place is not enough and that true inclusion requires a change in institutional culture. The piece highlights that neurodiverse students should be seen as an asset with qualities like creativity and resilience, which are highly valued in the modern workplace. It concludes that failing to properly support these learners is not only a social injustice but also a strategic risk for institutions and the wider economy.

A new study highlights significant failures by UK employers to provide legally required reasonable adjustments for staff with Attention Deficit Hyperactivity Disorder (ADHD). The Owl Centre, a neurodiversity specialist, found that 55% of assessed adults with ADHD face barriers in securing or maintaining employment, and a staggering 80% reported never receiving the adjustments they requested. Common issues cited included difficulties with planning, sensitivity to noise and light, and struggles with meeting deadlines. ADHD is recognised as a disability under the Equality Act 2010. The specialist organisation suggests that simple, practical adjustments like providing clear job descriptions, offering distraction-free workspaces, or allowing the use of headphones could help businesses access and retain a valuable pool of innovative and creative talent.

According to the IFS, the Special Educational Needs and Disabilities (SEND) system in England is in crisis, marked by spiralling costs and patchy provision. Since 2018, the number of pupils with Education, Health and Care Plans (EHCPs) has soared by nearly 80%, driving high-needs funding up by over £4 billion. Despite this, councils are running significant deficits due to the legally binding nature of EHCP entitlements, which prioritise individual support over system-wide capacity or affordability. The authors argue that reform, due in a government White Paper this autumn, is essential but must focus on increasing supply-side capacity within mainstream schools. This requires better staff training, clearer expectations on outcomes and quality, and a fundamental shift in school culture. Without a coherent strategy to build effective provision, simply cutting legal rights risks repeating the negative effects of past welfare cuts and failing children.

A campaign group for parents of children with special educational needs (SEN) in Northern Ireland has raised serious safety concerns after reports that some children are being transported to school by drivers with criminal records. Giving evidence to a Stormont committee, SEN Reform NI highlighted that vetting for sub-contracted drivers is unclear and that children are sometimes transported without the legally required car seats. Parents face significant anxiety each year, often unaware of transport arrangements until days before term begins, making childcare and employment difficult to manage. The group described the SEN system as "structurally inequitable", with many parents struggling to find suitable school placements for their children. They report that the situation has worsened this year and are calling on the Education Authority for greater clarity and transparency on safeguarding policies to ensure the safety and well-being of their vulnerable children.

The ongoing debate over office versus home working highlights a critical diversity, equity, and inclusion (DEI) issue: how to accommodate diverse working styles. While some people thrive in a collaborative office, evidence shows that flexible working models are vital for others, particularly neurodiverse employees, such as those with autism. For neurodivergent staff, home working provides essential reasonable adjustments. It allows for crucial sensory control, enabling people to manage their environment by adjusting lighting and noise levels, thereby reducing the overwhelm and social exhaustion often caused by constant office interactions. It also offers valuable routine flexibility, permitting breaks when needed. This shift necessitates that organisations move beyond personal preferences to adopt evidence-based, individualised approaches. Successful employers will be those who remain flexible and listen to the diverse needs of their workforce, ensuring everyone can contribute effectively while maintaining their wellbeing.

Gregg Wallace, the well-known television presenter, has reportedly been banned from working at the BBC following an investigation into his behaviour on the set of MasterChef. In a lengthy statement, Wallace suggested his recent autism diagnosis was a factor in his conduct, claiming the BBC failed to investigate his disability or protect him in what he described as a "dangerous environment." This has sparked debate among disability advocates about using autism as an excuse for inappropriate behaviour. Wallace has apologised for his "inappropriate" humour and language, but maintains that the investigation exonerates him of the most damaging claims.

GTCO held its annual conference on autism, which aimed to promote a national commitment to supporting individuals on the spectrum. The event, themed 'From Awareness to Action: 15 Years of Advancing Autism Inclusion,' was designed to create awareness and drive meaningful action. The programme included consultations, capacity-building sessions, and community engagement activities. The conference emphasised the need to shift from mere awareness to deliberate and inclusive action for those with autism spectrum disorder. GTCO also received commendation for its long-standing commitment to creating impactful support systems through its awareness and advocacy programme.

A support group in Devon is providing help for neurodivergent children during the summer holidays, a time when a lack of routine and large crowds can be overwhelming. The group, founded by Sarah Coy, is run by the Teignmouth Neurodiversity Hub and has attracted 50 parents since it started 18 months ago. It offers a safe and structured environment with various activities such as puzzles, games and arts and crafts. The group's aim is to help children cope while also providing a space where parents feel supported and understood.

Silicon Republic discusses the challenges faced by neurodivergent people in the workplace, particularly with socialisation and navigating unspoken rules. It points out that many neurodivergent workers are undiagnosed or choose not to disclose their status, making it difficult for organisations to offer individual accommodations. The piece argues that instead of relying on individually requested adjustments, employers should apply universal design principles to the workplace to create environments that support all people. The author's research in the UK suggests that social challenges are a greater struggle for neurodivergent people than securing reasonable adjustments and that meaningful relationships at work are crucial for their wellbeing and career progression.

An article in The Guardian explores how neurodiversity can be a powerful force in saving nature. Author Joe Harkness, in his book 'Neurodivergent, By Nature', highlights the strong link between human diversity and biodiversity. The article says that an estimated 30% of conservation employees are neurodivergent, drawn to nature for its calming effects and because their unique wiring lends itself to the special interests needed for ecological work. Harkness argues that different ways of thinking - from hyperfocus to sensory "superpowers" - are essential for tackling the extinction crisis. He also points out that for conservation to succeed, it must embrace all forms of diversity and adapt its working practices to be more inclusive.

The Guardian discusses a new book by author Joe Harkness, which argues that neurodiverse people can play a vital role in conservation and fighting the extinction crisis. It notes that an estimated 30% of conservation employees are neurodivergent, and their unique skills, such as hyperfocus, lateral thinking, and memory, make them exceptionally effective in the field. The piece highlights how embracing a diversity of minds can bring different perspectives and approaches to complex problems. Harkness emphasises that without a diversity of people, there cannot be true biodiversity, arguing the two are intrinsically linked. He also criticises the mainstream education system for failing to support neurodiverse students, preventing them from discovering their passion for nature.

MDI has published a guide for journalists on how to report responsibly on autism. It notes that media portrayals often rely on outdated stereotypes, such as reducing autism to a "tragedy" or focusing on white, male, savant-like characters. The piece advocates for centering autistic perspectives, using identity-first language (such as "is autistic"), and avoiding terms like "high-functioning" or "low-functioning." It also urges journalists to use diverse images and avoid linking autism to violence. The article recommends that newsrooms hire autistic journalists and build relationships with autistic-led organisations to ensure ongoing engagement with the community and more accurate, respectful reporting.

The Independent highlights significant job discrimination faced by neurodivergent people in the United Kingdom (and, presumably, elsewhere). The article examines the case of Luke Gawthorn, a financial analyst with autism, who initially hid his diagnosis on applications due to fear of prejudice. He is one of an estimated three million neurodivergent people in the UK who report experiencing discrimination from hiring managers. Research from Zurich, where Mr Gawthorn works, found that almost half of neurodivergent people have faced such discrimination. A third were rejected from a role after disclosing their condition, and many feel employers view neurodiversity as a "red flag". This has a severe negative impact on confidence, mental health, and earning capacity. As a result, 47% of neurodivergent people feel they cannot disclose their condition to recruiters. The UK's worryingly low employment rate for autistic adults - just one in three - underscores the severity of the problem.

The Guardian questions the exponential rise in autism diagnoses, which has seen the figure increase from one in 2,500 children 80 years ago to one in 36 today. While acknowledging that greater awareness and understanding are key factors, the article suggests that diagnostic boundaries are expanding to include a wider range of people, leading to a "loop" where increased awareness brings more people forward, which in turn widens the criteria further. The author notes that this has led to large numbers of adults, particularly women and girls, seeking diagnosis for differences they have long noticed.