In wellbeing spaces, care is the currency. Yet the same people who spend their days supporting others often forget to design work that supports them.
Neurodiversity isn't only relevant in offices and boardrooms. It lives in treatment rooms, studios, and reception areas – quietly shaping how therapists communicate, how clients are welcomed, and how practitioners sustain their energy.
This week we look at what real inclusion looks like in the wellbeing arena – not grand gestures, just small, everyday adjustments that keep both clients and colleagues regulated, respected and well.
Scene 1 – The Therapist Who Needed Silence to Heal
In a busy complementary health clinic, every room had soft music playing. The owner believed it created "a soothing atmosphere."
For Ella, a massage therapist with ADHD and auditory sensitivity, it did the opposite. She masked through it for months, leaving work drained.
When we spoke, I asked: "What would make the space work for you?"
Her answer was simple: silence.
The clinic now lets practitioners choose their own sound environment. Clients barely noticed the difference. Ella did, she stayed.
Lesson: comfort isn't one-size-fits-all; calm looks different for every nervous system.
Scene 2 – The Studio Owner & the Spiral of Overwhelm
Tom runs a small yoga studio. He's autistic and brilliant at sequencing classes, less so at juggling admin. He often forgot client follow-ups and felt guilty, convinced he was "bad at business."
We built him a rhythm: automated booking reminders, visual task lists, short focus sprints followed by breaks. Within weeks his stress dropped and bookings rose.
Lesson: the adjustments you make for yourself count too. Accessibility starts with the owner.
Scene 3 – The Reception That Welcomed Difference
At a counselling centre, the reception team used to greet everyone with lively chatter. It worked for most, but not all. A client once left mid-appointment, overwhelmed before even meeting their therapist.
Now, there's a simple sensory-aware sign: "Please let us know if you prefer a quiet welcome."
Staff received a short briefing on neuro-affirming communication – slower speech, gentle tone, minimal eye contact when needed.
Appointments stabilised. So did cancellations.
Lesson: inclusion isn't theory; it's tone of voice, lighting, and body language.
Did You Know?
• Neurodivergent people are three times more likely to work in self-employed wellbeing roles.
• 80 % of sensory adjustments in workplaces cost nothing.
• Employee wellbeing and neuroinclusion correlate – teams with inclusive cultures report 45 % lower burnout.
Why Adjustments Matter
Adjustments aren't indulgence. They're prevention.
When people feel safe to work as they are, their nervous systems settle. Communication improves. Creativity follows. For clients, that safety is contagious – they sense when their practitioner isn't performing through discomfort.
For small wellness businesses, inclusion also guards against turnover. Recruiting and training a new therapist or receptionist costs time and trust = both hard to replace.
Five Simple Adjustments You Can Start Today
- Offer sensory choice. Dimmer lights, calm corners, optional music.
- Clarify communication. Use written follow-ups and clear scheduling – especially helpful for ADHD and dyslexia.
- Give transition time. Build short breaks between sessions; brains need reset moments too.
- Name flexibility. Make it normal to say, "I work best in quiet," or "I need notes by email."
- Simplify paperwork. Use checklists and templates – clarity beats volume every time.
None of this requires a grant or consultant. It requires awareness.
The Wellbeing Thread
Every practitioner knows: healing happens when the body feels safe.
Workplaces are no different.
The same nervous system that delivers empathy to clients needs regulation itself. Overstimulation, noise, or chaotic scheduling push even the calmest therapist toward burnout. Adjustments aren't about special treatment, they're about everyone getting to bring their best self to the mat, the couch, or the front desk.
Test Yourself
- When was the last time you asked your team (or yourself), "What makes work calmer for you?"
- Do your practices for client comfort extend to staff comfort?
- Is your "wellbeing space" also a wellbeing workplace?
If you're unsure, you've just found your next area for growth.
Looking Ahead
True inclusion doesn't need a policy folder; it needs attention.
Small, thoughtful adjustments ripple outward – into better communication, stronger retention, and a workplace that lives the values it sells.
Next week we'll close the series with "From Policy to Culture – The Future of Neuroinclusive Work."
We'll explore how to move from individual adjustments to a whole-team mindset where difference is the norm, not the exception.
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All Photos created in Canva
About the Author: Samantha Newton
