If you work in learning and development (L&D), you already know that people learn differently. We build training to resonate across visual, auditory and kinesthetic preferences; that part isn’t new. The gap is that we stop at preference and rarely address processing. Neurodiversity takes us deeper. It includes ADHD, autism, dyslexia and dyspraxia. It also includes acquired cognitive differences such as the lingering effects of long COVID.

My sibling manages cognitive fatigue that can deplete focus quickly and often shows up as brain fog. Cognitive fatigue is the drain on mental resources after sustained effort. Brain fog is the felt symptom of that depletion, such as slowed recall or trouble concentrating. Then there’s my best friend, who has ADHD. Her brain moves fast, ideas firing in every direction. She’s sharp, creative and resourceful. But when training is designed for one pace, one format or one way of paying attention, it can make even the brightest learner feel out of sync. Both are talented, capable professionals — and both would struggle in a one-size-fits-all learning environment.

According to Deloitte, roughly 15-20% of the overall population are neurodivergent; and that doesn’t count those who experience post-viral fatigue, hormonal changes or trauma-related cognitive shifts. The truth is, there is no “average learner.” There never was.

Turning Neurodiversity Into a Learning Strength

Inclusion shouldn’t happen after someone raises their hand and says they need help. It should be built into how we design learning programs from the beginning. When you design for cognitive diversity upfront, you make learning more effective for everyone. The same pacing that helps a learner with ADHD focus also helps a manager juggling five meetings stay engaged. The same clear, chunked content that helps someone managing long COVID improves retention across the board.

Here’s where to start:

• Expand your learner personas. Account for differences in attention, energy and sensory needs.
• Cocreate with your learners. Involve neurodivergent employees in pilots and feedback loops.
• Design with flexibility. Offer multiple ways to engage and demonstrate mastery.

The CIPD’s 2024 “Neuroinclusion at Work” report found that inclusive design drives higher engagement, stronger retention and better performance outcomes.

6 Strategies to Design Learning That Actually Works

1. Redefine Multimodal Learning

Multimodality is about giving learners options.

Example: For a system rollout, include a short video walkthrough, a printable quick guide and a sandbox environment for hands-on practice.

Each format meets a different learner where they are, but all lead to the same outcome, confidence and capability.

Suggested Framework: Universal Design for Learning (CAST)  — build with multiple ways to engage, represent and express learning.

Suggested Tools: Articulate Rise, H5P, Canva Video or Camtasia.

2. Chunk and Scaffold Everything

I say this jokingly, but I blame TikTok: Staying focused is harder than ever, and even corporate learners aren’t immune. Between constant notifications, busy schedules and competing priorities, people are looking for quick, meaningful bursts of content. Add neurodivergence, ADHD, cognitive fatigue or brain fog from long COVID, and making content digestible becomes non-negotiable.

The goal isn’t simplification for its own sake but honoring cognitive capacity. At the University of Illinois Urbana-Champaign’s Gies College of Business, where I’m completing my graduate work, lectures rarely last more than 10-15 minutes before shifting gears by using breakout rooms, polls or discussion. It’s intentional. Attention wanes, and engagement resets it.

Example: My sibling, who manages cognitive fatigue, can focus deeply for about 15-20 minutes before needing a pause. And honestly, most of us aren’t far behind.

Action Steps:

• Break long sessions into short, clearly labeled segments.
• Add engagement every 10-15 minutes (i.e. polls, chat prompts or quick discussions).
• Replace long decks with short, clear takeaways.
• Use progress bars to help learners see their advancement.

Suggested Tools: LearnUpon, Docebo, Rise 360 and Canva for microlearning videos.

3. Simplify the Environment

Cognitive overload often starts before learning even begins. Busy screens, inconsistent layouts and excessive clicking all chip away at focus.

Action Steps:

• Keep layouts and icons consistent across modules.
• Avoid autoplay and flashing elements.
• Test your design with real neurodivergent learners, not just your team.

Suggested Tools: Figma, UserTesting and Microsoft Accessibility Checker.

4. Build in Pacing and Pause Points

Some learners thrive on structure; others need flexibility to recharge. The best training design accommodates both.

Example: Offer a live session for those who benefit from collaboration and an asynchronous version for those who need to pause, process or replay.

Implementation Tips:

• Record sessions and include searchable transcripts.
• Allow learners to pause, rewind and resume.
• Add “energy check-ins” or suggested breaks within modules.

Suggested Tools: Zoom, Otter.ai, Panopto or Docebo Shape.

5. Speak Human

Corporate jargon is a barrier. When people are already working harder to process information, complex language only makes learning harder.

Action Steps:

• Use plain, conversational language. For example, replace corporate phrases like “optimize synergies” with clear, relatable language such as “work better together.”
• Keep sentences short and active.
• Use tools like Hemingway or Grammarly to check readability.

6. Close the Loop With Real Feedback

You can’t improve inclusivity without feedback from the people you’re trying to serve.

Ask: “What part of this training felt overwhelming?”; “Where did you lose focus and why?” Then, act on what you learn.

Action Steps:

• Pilot courses with neurodivergent employees.
• Use short post-training surveys.
• Measure not just completion, but confidence and retention.

Suggested Tools: Qualtrics, Google Forms, Mentimeter and Miro Boards.

Leadership That Builds Trust and Engagement

In my “Leadership and Teams” coursework, one principle stuck with me: leadership isn’t about control, it’s about creating conditions where others can thrive. Dr. Elizabeth Luckman of the University of Illinois puts it plainly: “Leadership is about creating conditions where others can thrive, focusing less on authority and more on influence, trust and engagement.” That idea translates directly to training. When a leader says, “Take your time. Come back to it when you’re ready,” they’re building psychological safety.

Key Applications:

• Announce Flexibility: “You have 72 hours to complete this module and work when you can.”
• Check In: “Anyone need a quick stretch or mental break?”
• Normalize: Work to normalize replays and retakes.

Those small actions create big trust.

Moving Forward: A Practical Roadmap

Here’s a step-by-step approach to make your learning programs more neuroinclusive and effective for all learners:

1. Audit one existing course for accessibility gaps (i.e., too long, too dense or too rigid).
2. Redesign using these six strategies.
3. Collect data on engagement and retention — not just completion.
4. Document standards in a Neuroinclusive Design Guide.
5. Train facilitators to recognize cognitive fatigue and respond with empathy.

The Future of Learning: Adaptive, Empathetic and Real

Technology is ready: Artificial intelligence (AI) can adjust pacing, and virtual reality (VR) can modify lighting and sound for sensory comfort. What we need now is intention. More than an equity initiative, inclusive learning helps sustain talent, drive performance and build workplaces that genuinely support people. You don’t have to rebuild everything at once. Start small; redesign one course or collect one new insight. Because the future of learning belongs to those who design for real minds — minds that move fast, minds that tire quickly, minds that wander creatively and minds that are still healing.

Building with empathy means more than teaching; it’s honoring how people learn.

Action Checklist for L&D Leaders

Here are five things you can do tomorrow to make learning more inclusive:

1. Audit one course. Spot where learners may struggle with pacing or overload.
2. Add choice. Give options for how learners engage — video, text, or practice.
3. Chunk the content. Keep lessons short and focused.
4. Simplify the slides. Replace clutter with clear, key takeaways.
5. Ask and adapt. Collect quick feedback from neurodiverse learners and act on it.

Start small, stay curious and lead with empathy. That’s how learning and people thrive.