The ROI of kindness: a real-world business strategy

Let’s be honest: many executives hear “kindness” and think of soft skills or nice-to-have traits. Tara reframes it completely.

“I use the phrase ‘ROI of kindness’ on purpose,” she explained. “Because I want to juxtapose a hard-nosed business term like ‘return on investment’ with a word like kindness—and prove they belong together.”

At the speed of modern business—driven by AI, automation, and constant change—kindness isn’t fluff. It’s a framework for building resilient, innovative teams. Without empathy and psychological safety, transformation efforts often fall flat. People resist change not because they’re unwilling, but because they’re unsupported.

Inclusive leadership means meeting people where they are—and that starts by recognizing that different kinds of brains process change, stress, and collaboration in different ways.

Misconceptions about neurodivergent employees

One of the biggest roadblocks to inclusion is the misconception that working with autistic or otherwise neurodivergent individuals is somehow more difficult or unpredictable. Tara disagrees.

“It’s just like working with anyone else,” she said. “You’re going to see strengths, weaknesses, personalities—it’s all there.”

What is different, and what inclusive leaders must be aware of, is how to create space for people to succeed:

• Some individuals need written instructions rather than verbal ones
• Others may stim during meetings by tapping or using fidget tools—perfectly normal and often helpful
• Workspace setup (like avoiding someone walking behind a desk) can drastically affect focus and comfort
• Headphones or quiet spaces can make a world of difference

None of these adjustments are expensive. Most cost nothing but a little intention.

Small shifts, big impacts

Tara shared a story that illustrates the power of simple, empathetic adjustments. One Aspiritech employee struggled with focus when people approached from behind. The solution? Move his desk against a wall. That one change helped him thrive.

This approach aligns with the principle of universal design—designing for the margins so everyone benefits. Much like how curb cuts help both wheelchair users and people with strollers, workplace accommodations for neurodivergent employees often help everyone.

At Aspiritech, the sensory room—intended for autistic team members—became a beloved escape for all employees. And movement breaks, often associated with classroom settings, provide adults with much-needed mental resets too.

As Tara puts it: “By thinking about neuro inclusion, you’re actually making your organization better for everybody.”

Why inclusive workplaces outperform

The business case for neurodiversity in the workplace isn’t just theoretical. Companies that build inclusive cultures see real, measurable results:

• Higher employee retention – Aspiritech’s employees are more loyal because their needs are acknowledged and respected
• Greater innovation – Diverse perspectives lead to outside-the-box thinking, essential in digital transformation and AI development
• Improved accessibility – Teams are more likely to consider user needs others might overlook
• Stronger culture – Psychological safety allows people to take risks, share ideas, and collaborate effectively

Inclusive leadership isn’t just a moral stance—it’s a competitive advantage.

Designing inclusive AI starts with who’s in the room

As AI becomes more embedded in how we design, communicate, and serve customers, Tara raised a crucial point: AI is only as inclusive as the data and people that shape it.

“AI is a reflection of the knowledge base we’ve already built,” she said. “And that base is biased unless we include neurodivergent voices in its creation.”

Aspiritech is currently building a large language model trained on its own body of neuroinclusive knowledge—ensuring AI tools reflect real, lived experience.

This is where product designers, researchers, and developers must be especially intentional. Inclusion isn’t just a backend consideration; it must be built into algorithms, interfaces, and user flows from the beginning.

How to get started with neuroinclusive practices

Tara offered a simple but powerful starting point for anyone looking to improve inclusion at work: Google it. Ask ChatGPT. Learn.

In other words, don’t wait for a massive initiative or formal program. Start small. Ask questions. Invite feedback. Build awareness and curiosity.

Here are a few practical ways to start today:

• Add a quiet room or wellness space in the office
• Normalize the use of noise-canceling headphones or movement breaks
• Ask team members how they learn best (written vs. verbal, live vs. asynchronous)
• Avoid assuming someone needs a diagnosis to request accommodations
• Use inclusive design principles when building AI or digital experiences

“In 15 years, our support team has never had a request they couldn’t accommodate with a little creativity,” Tara said. “Many of them are free and make the workplace better for everyone.”

Why this matters more than ever

Neurodiversity is deeply human. And being neurodivergent isn’t always fixed—it can be temporary, evolving, or situational.

Someone going through trauma, menopause, or high-stress environments may experience shifts in cognitive function that mirror neurodivergence. In emergencies, even the most “neurotypical” among us can struggle to process information.

That’s why inclusive design and empathetic leadership aren’t niche, they’re foundational.

As Tara noted, “Access to digital information is access to the world.” And it’s on all of us—leaders, designers, researchers, marketers—to ensure that access is open to everyone.

Closing thoughts

As organizations face growing pressure to innovate, scale, and adapt, the most forward-thinking companies are turning inward—toward their people—and asking better questions.

Supporting neurodiversity in the workplace isn’t a box to check. It’s a mindset. One rooted in kindness, shaped by listening, and powered by the belief that every brain has something valuable to offer.

Let’s give those brains the conditions they need to thrive.

“Cultural change doesn’t come from military-style leadership,” Tara said. “It comes from convincing your team that change is a good idea—and giving them the kindness to make it happen.”

Episode links:

• Tara May on LinkedIn
• Aspiritech website
• Designing for diverse audiences: this on-demand webinar explores strategies for crafting inclusive user design experiences that address the needs of varied audiences, including underrepresented groups, reflecting the theme of neuroinclusive design
• Diverse and inclusive perspectives template: a practical template that helps teams configure diverse audiences and recruit contributors using inclusive screening practices, supporting equitable representation in research
• AI’s influence on CX with Tabitha Dunn: this episode explores the intersection of empathy, inclusive transformation, and AI in customer experience, aligning with the guest’s emphasis on inclusive leadership as AI advances
• Diversity and inclusivity in user research: a blog post that defines and emphasizes the importance of diversity and inclusivity in UX research, echoing the episode’s core focus on inclusive practices and representation