You’re likely excluding a fifth of your potential attendees without realising it.
Studies show that 15-20% of the population is neurodivergent – that’s people with autism, ADHD, dyslexia, Tourette’s syndrome, and other neurological variations. At a 500-person conference, you’re looking at 100 attendees who process information differently. Yet most events are designed as if everyone’s brain works the same way.
The result? Research reveals that 85% of neurodivergent individuals actively avoid events due to sensory overload or anxiety. Only 15% feel comfortable asking organisers for help. That’s not just lost ticket sales – it’s lost perspectives, lost innovation, and lost business opportunities.
Here’s the thing: accommodating neurodiversity in events isn’t charity work. The adjustments that help neurodivergent attendees – quiet spaces, clear signage, flexible schedules – improve the experience for everyone. Introverts, anxious attendees, parents with children, anyone fighting a headache – they all benefit from these changes. You’re not making special provisions; you’re future-proofing your events and building accessibility into your brand.
Dr Zena Burgess of the Australian Psychological Society puts it simply: “It can be as simple as ensuring there is a dedicated quiet space to help someone regulate their nervous system.” Small changes, massive impact.
Forward-thinking businesses that prioritise neurodiversity in events are already seeing the advantages. Better engagement metrics. Enhanced compliance with diversity standards. Stronger brand reputation. For event agencies, it’s become a clear differentiator in winning and retaining clients in sectors increasingly focused on neurodiversity in business.
Making Your Events Work for Every Brain
Fix Your Environment
Start with the basics. Harsh lighting, sudden loud noises, and strong fragrances drive people away. Set up a quiet room – not a storage cupboard with a chair, but a proper retreat space. Stock it with noise-cancelling headphones, stress balls, and comfortable seating.
Mix up your seating options. Not everyone thrives in row after row of conference chairs. Add standing desks, bean bags, and movement-friendly zones. Let people choose what works for them.
Catering matters too. Clear labelling isn’t just about allergies – texture and taste sensitivities are real. Provide varied options and make ingredients transparent.
Rethink Your Schedule
Marathon sessions kill engagement for everyone, but they’re especially difficult for neurodivergent event attendees. Attention drops after 20-30 minutes – plan accordingly. Build in movement breaks. Explicitly tell people they can step out whenever needed. Remove the stigma – normalise breaks.
Embrace hybrid delivery. Live-streaming and recording sessions isn’t lazy – it’s inclusive. Some people absorb information better in their own space, on their own schedule. Flexibility increases attendance and satisfaction.
Communicate Like You Mean It
Send detailed information before the event. Maps, schedules, what to expect – the lot. Pre-event transparency reduces anxiety and increases turnout among neurodivergent individuals.
During the event, drop the jargon. Use clear signage. Provide captions and written summaries. Not everyone processes verbal information effectively, especially in noisy environments.
Offer multiple ways to participate. Event apps for questions beat microphones for many people. Chat functions, response cards, anonymous feedback tools – give attendees choices in how they engage.
Use Technology Properly
Your event app needs to work with screen readers. Text must be resizable. These aren’t nice-to-haves anymore – they’re foundational to neurodiversity-friendly event design.
Digital check-in reduces queues and stress. Let attendees note accommodation needs during registration, then actually act on that information. Keep it confidential, but keep it accessible to the staff who need to know.
Live captioning technology has come a long way. Use it. Make presentation materials available digitally before sessions start. These simple steps dramatically improve comprehension and engagement.
Train Your Team
Your staff need to recognise when someone’s struggling with sensory overload. More importantly, they need to know how to help without making it worse. Brief, practical training pays dividends.
Consider sunflower lanyards – an internationally recognised symbol for hidden disabilities. Attendees can wear them if they choose, signalling they might need additional support. Train staff to spot them and respond appropriately.
Leadership matters – set the tone from the top. When opening the event, normalise the use of quiet spaces and breaks. Make it clear that different people need different things, and that’s perfectly fine.
The Bottom Line
Neuroinclusive design makes business sense. You expand your addressable audience, improve satisfaction scores, and build a reputation for thoughtful leadership. In sectors with strong diversity requirements, it helps meet compliance standards whilst actually improving outcomes.
The changes required are modest. The impact is not. Whether you’re running internal corporate events or large public conferences, designing events for neurodiversity sets you apart for all the right reasons.
Start small if needed. Pick two or three changes for your next event. Measure the impact. Build from there. But start now – because your competitors are already figuring this out, and that 20% of the audience you’re currently losing won’t wait forever.
Neurodiversity refers to the natural variation in how people think, learn, and process information. In events, this means designing experiences that are inclusive of people with neurological differences such as autism, ADHD, dyslexia, Tourette’s syndrome, and more.
Because 15–20% of your potential attendees are neurodivergent. Inclusive design not only improves attendance and engagement but also demonstrates a commitment to diversity and inclusion – a growing expectation in business and brand leadership.
Start by creating sensory-friendly environments: offer quiet spaces, avoid harsh lighting and loud noises, and provide clear signage. Use simple, accessible language in communications, both pre-event and on-site. Offer a range of seating options, provide detailed schedules in advance, and allow attendees to step away when needed. Make use of assistive technology like live captions and ensure your digital tools (e.g., event apps) are screen reader compatible. Most importantly, train your staff to recognise and support different needs sensitively and proactively.
Add a quiet room with calming elements. Offer varied seating like beanbags or standing areas. Ensure session content is captioned and available in advance. Allow for flexible attendance, including virtual participation. Clearly communicate what to expect before the event.
Not at all. Many of the most impactful changes are low-cost or cost-neutral – such as adjusting session length, improving communications, or training staff. The return on investment comes through increased reach, satisfaction, and reputation.
Supporting neurodiversity in events aligns with wider goals around diversity, equity, and inclusion. Organisations that embrace neurodiversity in business often unlock better innovation, employee engagement, and long-term brand loyalty.
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