In the workplace, brain health is increasingly recognised as a critical factor in employee performance, satisfaction, and retention. However, many work environments still fail to accommodate neurodiverse individuals or support mental well-being effectively. High-pressure settings, lack of flexibility, poor communication, and limited understanding of cognitive differences can exacerbate stress, anxiety, and burnout. Neurodiverse employees may face challenges with sensory overload, rigid schedules, or social expectations, which can hinder their ability to thrive. Moreover, stigma and lack of awareness often lead to exclusion or underutilisation of unique talents. Abstracts could include:

• Examples of inclusive policies and procedures that have promoted “brain health at work”
• How dialogue around disclosure can assist in creating a “psychologically safe” workplace
• Thinking styles that allow creativity and resilience in a return-to-work setting.

• Early intervention in workplace mental health is not just a matter of wellbeing—it is a matter of productivity, equity, and sustainability. Workplace mental health strategies must be proactive, personalised, and inclusive.
• Early intervention is most effective when organisations commit to listening, adapting, and investing in the wellbeing of their people. Abstracts could include:
• How are organisations normalising conversations about mental health
• Examples of solutions that include tailored adjustments rather than a one size fits all approach.
• The on-going effect of pandemic with economic inactive populations