Evidence-based strategies to foster inclusion for neurodivergent leaders, members, and staff.
ASAE RESEARCH FOUNDATION • REPORT LAUNCHED APRIL 2026
The Neuroinclusion Report is Now Available
A multi-phase study exploring neurodiversity and inclusion in associations — conducted by The Neu Project and Burson for ASAE Research Foundation and MPI Foundation. The report provides practical guidance and actionable recommendations to help associations design more inclusive environments, programs, and cultures.
Why Associations Need to Lead
Associations exist to bring people together—to learn, collaborate, innovate, and advance shared goals. As understanding of cognitive diversity grows, associations have an opportunity and responsibility to examine how well their environments, programs, and cultures support the full range of ways people think, learn, communicate, and engage.
This research provides a baseline view of neuroinclusion practices in associations and identifies actionable steps for creating inclusive environments for both neurodivergent and neurotypical individuals.
Terminology Highlights
Neurodiversity
The natural variation in human brain function and behavioral traits. There is no single “right” way to think, learn, or behave.
Neuroinclusion
The active practice of creating environments where individuals with diverse cognitive profiles feel safe, respected, and empowered to participate fully.
Neurotype
An individual’s cognitive profile, often described as neurotypical or neurodivergent.
Inclusion-by-Design vs. Accommodation-on-Request
The difference between proactively designing environments for accessibility and relying on individuals to request accommodations.
“Nothing About Us Without Us”
A core principle emphasizing that neurodivergent voices must be included in planning and decision-making processes.
Psychological Safety
A culture where individuals feel safe to speak up or disclose their identity without fear of negative consequences.
Sensory-Friendly Design
The practice of minimizing overstimulation in environments—for example, through quiet spaces or clearly identified sensory triggers.
Note: Language related to neurodiversity continues to evolve. This report prioritizes self-identification and uses plain, accessible language to support understanding across diverse audiences.
Key Insights
Fewer Staff-Specific Accommodations
Staff report no neurodivergent-specific accommodations at a higher rate than members (26% of staff vs. 14% of members).
Leadership Support Gap
Members (73%) see leadership actively prioritizing neuroinclusion; staff report lower (57%).
Governance Awareness
Neurodivergent members are most aware of neuroinclusive governance references (82%), staff less so (54%).
Meetings & Events Opportunity
Nearly one-third of staff planning events report little consideration for neurodivergent needs.
Discrimination & Accessibility Challenges
Neurodivergent members (59%) and staff (63%) experience barriers including prejudice, discrimination, and inaccessible environments.
Research Approach
Phase 1: Preliminary Landscape Review
Literature review to establish baseline understanding.
Phase 2: In-depth Interviews (IDIs)
20 interviews with leaders and staff (9 neurodivergent, 11 neurotypical) to uncover barriers and opportunities.
Phase 3: Quantitative Survey
1,675 respondents (485 employees, 1,190 members), including neurodivergent participants, providing broad quantitative insights.
Phase 4: Online Journals
10 neurodivergent participants shared lived experiences to validate and deepen findings.
Accessibility Note: The report uses neuroinclusive writing practices to reduce cognitive load.
Special Thanks To Our Research Partners, Sponsors, and Supporters
MPI Foundation
Research Partner
Choose Chicago
Research Sponsor
Discover Puerto Rico
Research Sponsor
MGM Resorts International
Neurodiversity Supporter
Visit Kansas City
Neurodiversity Supporter
Myrtle Beach Convention Center
Neurodiversity Supporter
