The A-Z Of Neurodiversity (Everything You Wanted To Know)

What you’ll learn in this guide

Terms like neurodivergent, neurotypical, and neurodiversity-affirming get thrown around, but what exactly do they mean?

And trying to figure out what conditions or who “qualifies” as neurodivergent can feel overwhelming.

Unfortunately, confusion about neurodiversity can lead to miscommunication and frustration. This A-Z guide is here to help!

In this guide, we’ll:

• break down key concepts in clear language
• explore the diverse experiences of neurodivergent people, and
• answer your burning questions.

By the end, we hope you’ll have a better understanding of neurodiversity and feel empowered to create a more inclusive world for everyone.

Before we begin, let’s define some terms so we’re all on the same page.

Definitions of neurodiversity terms

Pathology Paradigm - the assumption that there is a “normal” brain and that individuals who diverge from this standard are defective, disordered and deficient. It is based on societal expectations of cognitive function and behaviour and what underpins modern psychiatry and medicine

Neurodiversity Paradigm - recognises the diverse range of every single brain on the planet and that no two brains are alike

Neurodiversity Movement - a social/political movement in opposition to the pathology paradigm to de-stigmatise neurological & cognitive differences

Neurodiversity-affirming - anyone who affirms and supports neurological differences as neurodivergent rather than disordered

Neurodiverse - refers to a population of people, just like an environment is biodiverse

Neurotypical - refers to the individual and how easily they can conform to typical cognitive standards and behaviour expected of us in society

Neurodivergent - refers to the individual and how they diverge from typical standards expected of us in society. Term coined by activist Kassiane Asasumasu

How this guide works

You may think this guide will be the A-Z of every single way you can be neurodivergent. Or the ‘types of neurodiversity’. However, there is no such thing.

The term neurodiversity is the idea that every single brain is unique and no two brains are alike. There are no ‘types’ of diversity.

Rather than list a glossary of every single condition that could fall under the umbrella of neurodivergence? We wanted to zoom out and showcase the A-Z of more systemic ideas.

Because at the end of the day, anything that falls outside of societal expectations is divergent.

Neurodivergent is not a medical term. It is a social/political term that exists in opposition to the idea of ‘normal’.

Neurodivergence can be both innate (such as autism or ADHD) and acquired (through trauma, illness or injury). It doesn’t matter how you diverge, simply that you do.

To more easily understand neurodivergence, let’s try a thought experiment.

What is neurodivergence?

Imagine a world where you are expected to be proficient at painting, dancing and music. But you’re not expected to be good at reading, writing or arithmetic.

A world where everyone communicates via sign language and you get left out or even punished if you try to communicate via talking.

In this universe, you are a terrible singer. And you have been diagnosed with ‘Tuneful Music Disorder’.

Because you struggle with music, you find school overwhelmingly difficult. You wished you were ‘normal’ like all the singers in class.

Even though talking is your preferred method of communication, you are called non-compliant and punished for not using sign language. Making it even harder to learn, communicate, make friends, and find a job.

At home, you love to play around with math. And it turns out you’re really good at it.

But math isn’t valuable in this universe. So people call you quirky and ‘mathematic’. You end up self-employed solving equations for pocket money on a marketplace called ‘Mathsy’.

Life is hard, but you’ve sort of figured out a way to cope. Even though you never really thrive or feel like you fit in.

Imagining alternative universes like this, where different skills are considered ‘normal? Shows how neurotypical behaviour is simply a set of rules that we expect people to adhere to.

And under the current Pathology Paradigm, if they diverge from that behaviour, we call them disordered.

Neurodivergence is the notion that unexpected differences in neurological processing are not deficits or disorders.

Normal is a weapon. And it’s one we don’t need to use anymore.

What is a neurotypical brain?

A neurotypical brain doesn’t exist. Because the term ‘neurotypical’ simply means someone who is more able to think and behave in ways we expect in society.

And those expectations are shaped by capitalism, racism, misogyny and ableism.

But that doesn’t mean neurotypical people don’t have unique brains. Of course they do. Every single person on the planet has a unique brain. No two brains are alike.

Neurotypical is just a set of behaviours that have been standardised.

What is the neurodiversity movement?

The neurodiversity movement is a social/political movement in opposition to the pathology paradigm. It aims to de-stigmatise neurological & cognitive differences.

Some of the core values that underpin the neurodiversity movement include:

• Respect: Honoring the inherent dignity and worth of all individuals, regardless of neurological differences
• Inclusion: Creating environments where neurodivergent people feel welcomed and valued
• Self-Determination: Empowering individuals to make choices about their own lives
• Justice: Advocating for equal rights and opportunities for neurodivergent people
• Diversity: Celebrating the richness and complexity of human neurology
• Empathy: Understanding and sharing the experiences of others

These values inform the work of advocates, researchers, and policymakers striving to create a more inclusive and equitable world for neurodivergent people.

The A-Z Of Neurodiversity

A: Ableism

Ableism is the discrimination and prejudice against disabled people. It is a system that devalues and pities atypical bodies and brains.

It’s based on the idea that typical abilities are superior. And therefore, non-disabled people deserve better access to public life.

Ableism defines people by their disability and is rooted in the assumption that disabled people automatically require ‘fixing’ or a cure.

But it isn’t just a binary that considers non-disabled people better than disabled people.

It’s a hierarchy. A pyramid. A ladder.

That ranks disabilities from least disabled to most disabled. Or best to worst.

It’s why we can see needing glasses as “not as bad” as needing a wheelchair.

To overcome ableism, we need to become anti-ableist.

Becoming anti-ableist means actively working to dismantle ableism and promote inclusion for disabled people. It involves supporting the rights and dignity of all people, regardless of their abilities.

Here are some ways to become anti-ableist:

• Educate yourself: Learn about ableism and the experiences of people with disabilities; honour “nothing about us without us” by centreing the lived experiences and voices of disabled people

• Challenge stereotypes: Question harmful assumptions and stereotypes about disability; support accurate, authentic, and diverse representations of disability in the media

• Advocate for inclusion: Actively work to support policies and practices that make society more accessible for all; use your voice to challenge ableist language and behaviour

• Make inclusion intersectional: Recognise that when disabled people are also part of other marginalised groups, they face even more discrimination and challenges

This creates a society that values diversity and helps neurodivergent and disabled people thrive.

back to top

B: Burnout

At this late stage of capitalism, burnout is an issue for many people. Yet, it can be particularly challenging for ADHDers and autistic people.

Heightened sensory processing, social challenges, and overwhelming environments can increase stress and exhaustion.

It’s essential to recognise the signs of autistic/ADHD burnout, such as:

• chronic long-term exhaustion
• increased sensory sensitivities
• skill regression, and
• a loss of interest in activities.

To prevent and manage neurodivergent burnout, you may need specific strategies such as:

• creating sensory-friendly environments,
• setting realistic expectations, and
• building a strong support network.

back to top

C: Co-occurring Conditions

Co-occurring conditions refer to two or more physical or mental health conditions present in the same person.

Neurodivergent people often experience co-occurring conditions at higher rates than the general population. This can significantly impact their well-being and quality of life.

These conditions can interact in complex ways, making diagnosis and treatment more challenging.

Some common examples include:

• migraine
• gastrointestinal issues
• auto-immune diseases
• tics, Tourettes and seizures
• anxiety, depression and c-PTSD
• Mast Cell Activation Syndrome (MCAS)
• Postural Orthostatic Tachycardia Syndrome (POTS)
• endometriosis and Poly-cystic Ovarian Syndrom (PCOS)
• scoliosis, hypermobility and Ehlers-Danlos Syndrome (EDS)
• learning differences such as dyspraxia, dyslexia and dyscalculia
• eating “disorders” such as Binge Eating Disorder (BED) or Avoidant/Restrictive Food Intake Disorder (ARFID)

Understanding the connections between these conditions can help us provide more effective support.

back to top

D: Divergence

Divergence is a core concept within the neurodiversity movement. It challenges the traditional view of neurological differences as deficits or disorders. Instead, it frames them as natural variations in human cognition.

By embracing divergence, we acknowledge that all brains are wired differently. And that these differences contribute to a rich tapestry of human experience.

The neurodiversity movement advocates for a society that values and celebrates these differences. Rather than attempting to automatically “fix” or “cure” them.

It doesn’t mean that cures aren’t on the table. Instead, people have the opportunity to choose how they are cared for.

And that may look like accommodations, support, treatment or even a cure. But those options are up to the individual.

This shift in perspective has far-reaching implications. From research and medicine, education and employment, to social interactions and even self-esteem.

Ultimately, divergence is about recognising the inherent worth of every individual. Regardless of how their brain functions.

back to top

E: Executive Function

Executive function is a set of cognitive skills that help you:

• plan,
• organize, and
• manage your thoughts, emotions and behaviours.

It includes:

• working memory
• flexible thinking
• focus and attention
• planning and organisation
• emotional regulation, and
• self-control.

Many neurodivergent people experience differences in executive function. These differences can vary depending on the person.

Reframing executive dysfunction as differences offers a more accurate and empowering perspective. For instance:

• ADHD: ADHDers often have challenges with time management, organisation, and impulse control. However, they might also have exceptional creativity, problem-solving, and hyperfocus.

• Autism: Autistic people often experience difficulties with planning, flexibility, and task initiation. Yet, they may have strong attention to detail, pattern recognition, and systems thinking.

• Dyslexia: People with dyslexia may struggle with organisation and time management. But they may have strong visual-spatial skills, creativity, and holistic thinking.

A neurodiversity-affirming approach leverages these strengths. While also providing accommodations and support that assist areas of challenge.

It’s about creating an inclusive environment where everyone feels valued and empowered.

back to top

F: Functioning Labels

The terms “high-functioning” and “low-functioning” are often used to describe neurodivergent people. But, these terms are being challenged due to their limitations and harm.

These labels often oversimplify complex individuals. And they can create unrealistic expectations and contribute to stigma.

A neurodiversity-affirming approach sees people as valuable, no matter how well they function.

Instead of focusing on functioning? A more helpful attitude is to recognise individual strengths, challenges, and support needs. Acknowledging that every individual possesses a unique range of abilities.

By shifting the focus from function to needs, we adopt more person-centered language. Here are some alternatives:

• Focus on specific needs and supports:

  • Instead of saying “high-functioning”? You could be specific such as “requires minimal support in daily living activities.”

• Emphasize strengths and challenges:

  • Highlight an individual’s strengths and areas where they might need extra support. For example, “demonstrates strong pattern recognition but struggles with social interactions.”

• Avoid generalizations:

  • Recognise that people with the same diagnosis can have very different experiences and support needs.

This shift creates inclusive language that reflects the actual diversity of human experience.

back to top

G: Gender

Gender identity is a person’s internal sense of being male, female, both, neither, or somewhere in between.

Research has shown a higher prevalence of gender diversity among autistic people compared to the general population.

This intersection can lead to unique challenges.

Experiencing both gender-based and neurodiversity-related discrimination can lead to heightened marginalisation and isolation.

By challenging stereotypes and promoting inclusivity, we can help to create a more equitable society for neurodivergent people of all genders.

back to top

H: Hypersensitivity / Hyposensitivity

Hypersensitivity and hyposensitivity are common sensory experiences for many neurodivergents. It involves either heightened or reduced sensitivity to sensory input, such as

• sounds,
• lights,
• touch,
• tastes and smells.

Hypersensitive people might experience the world as too loud, bright, or overwhelming. Hypersensitivity can lead to sensory overload, anxiety, and avoidance behaviours.

Hyposensitive people might seek out experiences that stimulate their senses. Or they may appear indifferent to stimuli that would usually cause a reaction. Hyposensitivity can cause safety concerns due to disregarding potential hazards.

back to top

I: Intersectionality

Intersectionality is a framework developed by Kimberlé Crenshaw. It acknowledges how people can experience multiple forms of discrimination and oppression simultaneously.

Neurodivergent people may face extra challenges based on factors like:

• race
• sex
• gender
• socioeconomic status
• sexual orientation, and
• disability.

These factors can compound discrimination and prejudice. It may lead to misunderstanding and misdiagnosis of neurodivergent people from marginalised backgrounds.

Harmful stereotypes about both neurodivergence and marginalised identities may lead to further discrimination. And multiple forms of discrimination can exacerbate mental health challenges.

By examining the complex intersection of neurodivergence with other identities? We can better advocate for a more inclusive and equitable society.

back to top

J: Justice

Ableism is a hierarchy that ranks disabilities from least disabled to most disabled. Or best to worst.

Disability justice is a framework that centres the experiences of disabled people. And recognises that because of ableism, not all disabilities are treated equally.

It challenges the medical model of disability, which views disability as an individual problem to cure. Instead, it focuses on creating a world that is accessible and inclusive for all.

The neurodiversity movement aligns with disability justice. By advocating for the acceptance and celebration of neurological differences.

Both movements emphasise self-determination, interdependence, and collective liberation.

It challenges ableist assumptions and stereotypes. While also highlighting the unique experiences of neurodivergent people.

Together the neurodiversity and disability justice movements can create a more equitable world for all.

back to top

K: Kassiane Asasumasu

Kassiane Asumasu is a prominent American autism rights activist.

She saw that a wide variety of people experienced the world in ways similar to autistic people. Despite not being autistic themselves.

And so coined the terms neurodivergent and neurodivergence.

These terms encompass a broader range of individuals who think and learn differently. Not just people born with neurodevelopmental conditions.

Her work is significant. And has contributed to the understanding and acceptance of neurological diversity. Paving the way for greater inclusion and advocacy of neurodivergent people worldwide.

back to top

L: Lived experience

Lived experience is the firsthand knowledge and perspective gained from living as a neurodivergent person.

These experiences are diverse and unique, reflecting the complexity of the human brain. Sharing lived experiences helps to dispel myths, challenge stereotypes, and foster empathy.

By centring the voices of neurodivergent individuals? We can gain valuable insights into people’s strengths, challenges, and aspirations.

Lived experience is essential for informing research, policy, and practice. It is through the sharing of personal stories that we can:

• identify gaps in support services,
• advocate for systemic change, and
• create more inclusive communities.

In this way, we can work towards a world where everyone feels valued, respected, and supported. Regardless of their neurological diffferences.

back to top

M: Medical Model of Disability

The medical model positions disability as an individual problem that resides within the person.

It views impairments or differences as deficiencies that need to be cured, fixed, or managed. Even if the impairment or difference does not cause pain or illness.

This model focuses on medical interventions and treatments to address the perceived problem. Rather than on societal barriers that prevent disabled people from fully participating in public life.

And while medical treatment can be a welcome option for disabled people? It places the onus of change solely on the individual, rather than on society.

The medical model emphasises limitations and often overlooks people’s strengths and abilities. This can inadvertently reinforce negative stereotypes.

By focusing on what is ‘wrong’ with the person and not what the person needs. This can lead to feelings of inadequacy and loss of control for disabled people. And also contributes to stigma and discrimination faced by disabled people.

back to top

N: Neuronormativity

Neuronormativity is the assumption that there is a particular way of thinking, feeling, and behaving which is the correct way to function.

This perspective often positions neurodivergent people as abnormal or deficient. It’s a framework that privileges certain cognitive styles and experiences. And can create significant challenges for those who don’t fit this mould.

Neuronormativity is deeply ingrained in societal structures and expectations. From education and employment to healthcare and social interactions. Neuronormativity shapes how we perceive and interact with the world.

For example, we expect people to:

• read, write, and do math
• communicate via speaking
• sit still and focus consistently
• experience time in a linear way

However, we don’t expect people to:

• make art, sing or play music
• hear voices or smell colours
• need to stim to self-regulate
• experience fluctuations in time perception and focus

These neuronormative expectations can lead to a range of issues for neurodivergent individuals. Including discrimination, underemployment, and mental health challenges.

Challenging neuronormativity is essential for creating a more inclusive and equitable society.

back to top

O: Occupation and Employment

Neurodivergent and disabled people often face significant challenges in accessing and maintaining employment.

These challenges can include difficulties with:

• job searching,
• interviews,
• workplace accommodations, and
• social interactions.

In Australia, disabled people are twice as likely to be unemployed. Autistic people are six times as likely to be unemployed.

Despite these obstacles, many neurodivergent people have unique skills that can be assets in the workplace. These can include heightened creativity, pattern recognition, and deep focus.

Inclusive and supportive work environments are crucial for allowing neurodivergent people to thrive. Plus employers can access a diverse pool of skilled and dedicated employees.

Entrepreneurship may be a viable alternative for some neurodivergent people. Like traditional employment, it can present challenges. Including struggles with time management, a lack of provided structure, and financial precarity.

Yet, self-employment can offer flexibility, autonomy, and the opportunity to leverage unique strengths. And owning their own business may provide a sense of control and purpose.

back to top

P: Pathology Paradigm

Central to the pathology paradigm is the view that there is one “correct” way for the human brain to function.

Any variation from this idealised norm is considered pathological. And requires medical intervention or behavioural modification.

These socially constructed ideas of ‘normalcy’ stem from 1800s eugenics. Racism, ableism, capitalism and misogyny all converge to shape these norms.

Rather than recognising the diversity of human cognition with various strengths and challenges? The pathology paradigm focuses on deficits and impairments.

Instead of offering accommodations and support? It positions neurological differences as medical conditions or disorders. Reduction or elimination of these differences are the only treatments considered.

This approach can have incredibly negative consequences, including:

• stigmatisation,
• discrimination,
• systemic oppression and
• abuse.

back to top

Q: Queerness

Neuroqueer is a concept first explored by scholars Dr Nick Walton, Athena Lynn Michaels-Dillon, and Remi Yergeau.

It can be a verb, adjective, or identity label.

Neuroqueer can describe people who are both neurodivergent and queer. But it can also describe actions that challenge neuronormative & heteronormative ideas.

Neuronormativity is the belief that everyone should think and behave in the same way.

Heteronormativity is the belief that everyone should identify as either male or female.

So even people who are not neurodivergent or queer can identify as neuroqueer if they actively reject these traditional ideas.

I originally conceived of neuroqueer as a verb: neuroqueering as the practice of queering (subverting, defying, disrupting, liberating oneself from) neuronormativity and heteronormativity simultaneously. ~ Dr Nick Walton

back to top

R: Representation

The portrayal of neurodivergence in media has often been stereotypical, inaccurate, and limited.

This can perpetuate harmful stereotypes and misconceptions. While also limiting the visibility of neurodivergent experiences.

Representation of neurodivergent people in media is key to promoting public understanding.

Accurate representation can help to:

• reduce stigma,
• foster empathy, and
• create a more inclusive society.

Authentic and diverse neurodivergent characters in film, television, and literature are essential. This includes:

• showcasing the complexities of neurodivergence,
• avoiding harmful tropes, and
• centring the experiences of neurodivergent people.

It’s also important to consider the role of neurodivergent people within the media industry. Increasing the number of neurodivergent creators can lead to more authentic and nuanced stories.

back to top

S: Social Model of Disability

The medical model of disability focuses on individual impairment.

The social model of disability shifts this focus away from the individual. And onto the societal barriers that disabled people face.

Rather than a personal tragedy? This model argues that disability is primarily a socially constructed phenomenon. One that prevents disabled people from fully participating in society.

The problem isn’t the person’s disability, but the things in society that make it hard for them.

It’s inaccessible environments, bad attitudes, and harmful policies, that disables people. Not their impairments.

For example, a person with a physical impairment may not be able to access a building without a ramp. The building, not the person, is the barrier.

The social model advocates for changes in attitudes and the environment to create a more inclusive society. One where disabled people can participate fully. This has significant implications for policy and practice.

This could include:

• education that challenges stereotypes and prejudices
• governmental accessibility standards and anti-discrimination laws
• a focus on services that give disabled people choice and agency about their care
• supporting independent living and self-determination through affordable housing and unfettered financial support

back to top

T: Trauma

Trauma is a deeply distressing experience that overwhelms an individual’s ability to cope. Often resulting in lasting emotional, psychological, and physiological effects.

These effects can include changes in cognitive function and neural wiring. This is why people with PTSD are considered neurodivergent. PTSD is a form of acquired neurodivergence.

Plus, people with innate neurodivergence (such as ADHD and autism) are more likely to develop PTSD. This is often due to:

• adverse reactions from unsuitable environments,
• additional sensory processing load, and
• emotional regulation differences.

A neurodiversity-affirming approach to trauma acknowledges that people have diverse responses to adversity. There is no one-size-fits-all approach to healing.

It emphasises the importance of:

• validating individual experiences,
• providing culturally competent care, and
• building resilience based on individual strengths.

back to top

U: Umbrella

The ‘neurodivergent umbrella’ includes any neurological differences that affect how people process information and interact with the world.

It’s a way to recognise and celebrate the diversity of human brains.

The neurodivergent umbrella is constantly expanding as our understanding of the brain evolves.

The term is inclusive. And avoids stigmatising language often associated with traditional diagnostic labels.

Sonny Jane Wise created the original neurodivergent umbrella graphic which you can find on Instagram.

back to top

V: Violence

Neurodivergent people can be both victimised and misrepresented. They are often at a higher risk of experiencing personal violence, including

• bullying,
• exploitation,
• domestic abuse, and
• hate crimes

Neurodivergent people are also often

• harmfully stereotyped as inherently violent leading to discrimination and prejudice, and
• failed by the legal system who don’t take into account their needs, leading to overrepresentation and mistreatment

Some neurodivergent people may exhibit behaviours that appear combative. Difficulty regulating emotions or communicating needs effectively are often misinterpreted as aggression.

But, it’s important to emphasise that neurodivergence does not equal violence.

Instead, we need to understand the factors that contribute to violence and provide appropriate support. Then we can work towards preventing violence and creating safer communities for everyone.

back to top

W: Workplace Accommodations

Workplace accommodations are essential for creating inclusive and accessible environments for neurodivergent employees.

These adjustments can range from minor modifications to significant changes.

However, the goal is always to enable individuals to perform their jobs effectively.

Key areas of workplace accommodations include:

• Physical:
  • Modifying the workspace to address sensory sensitivities, mobility issues, or other physical needs
• Technological:
  • Providing assistive technology to support communication, organisation, or task completion
• Social:
  • Providing training on neurodiversity, fostering a supportive workplace culture, and offering coaching
• Flexible work arrangements:
  • Offering remote work options, flexible hours, or job sharing to accommodate diverse needs

By implementing appropriate workplace accommodations, employers can improve employee morale, productivity, and retention. While also demonstrating a commitment to diversity and inclusion.

back to top

X: Xenophobia

Xenophobia is the fear of anything that is perceived as being foreign or strange. In particular foreigners or people from different countries.

Neurodivergent people are already often misunderstood. So they may be more vulnerable to xenophobic stereotypes and attitudes. This can increase the effects of both forms of prejudice.

Neurodivergents from marginalised ethnic backgrounds may face compounded discrimination, social exclusion and isolation. Limiting opportunities for education, employment, and social participation.

Experiencing xenophobia as a neurodivergent can also have an impact on mental health. The constant stress of bigotry and discrimination, along with the challenges of living in a neurotypical world, can lead to increased anxiety, depression, and trauma.

Culturally competent mental health services are essential. These services can address the unique needs of neurodivergents from marginalised backgrounds.

We also need to

• challenge stereotypes
• raise awareness of intersectionality in the neurodivergent community, and
• support anti-racist initiatives.

This way we can create a fairer and safer society for everyone.

back to top

Y: Youth

Young adulthood can be a particularly stressful time for neurodivergent people.

The transition from adolescence to adulthood involves significant life changes, such as:

• leaving home,
• pursuing higher education,
• entering the workforce, and
• forming new relationships.

These changes can be overwhelming for neurodivergent people. With executive function differences, they may find these experiences quite difficult.

Young adulthood is also often a time of increased mental health challenges. Being neurodivergent can exacerbate anxiety and depression.

So they may require additional support and resources to navigate these transitions successfully.

back to top

Z: Zebra

The zebra analogy can be a helpful way to understand neurodivergence. Zebras are distinct animals, not strange horses.

A strange horse would imply that there is something “wrong” or “abnormal” about the zebra. But the zebra analogy emphasises the diversity and value of all individuals.

Rather than viewing neurodivergence as a deficit or abnormality? Zebras highlight the importance of accepting and celebrating neurodiversity.

back to top

Takeaway

This guide explored neurodiversity, neurodivergence and the systemic issues faced by neurodivergent people.

We defined key terms and highlighted the importance of embracing our brains’ differences.

Remember, being neurodivergent isn’t a disorder, but a way of describing brains that function differently.

This diversity brings a wealth of strengths and perspectives to our world. However, neurodivergent people often face challenges in a world built for “typical” brains.

So, what can we do? Here are some ways to create a more inclusive world:

• Challenge Stereotypes: Question assumptions about how people should think and behave.
• Embrace Differences: Celebrate the unique strengths and perspectives of neurodivergent people.
• Advocate for Change: Support initiatives that create accessible spaces and inclusive environments.

More resources

Want to learn more about neurodiversity?

This is just the beginning! Dive deeper with these resources:

• 5 Innovative Apps for Neurodivergent Adults You Should Know About

• 7 Neurodivergent Educators On Social Media We’re Grateful For

• We’re All Neurodiverse by Sonny Jane Wise

The Restful app is made by and for neurodivergents. Download for free on Google Play or the App Store today!