Neurodiversity refers to the natural variation in cognition (brain function and processing), social learning and behavioural traits; whereas, neurodivergence refers to neurological conditions and is an umbrella term that includes autism spectrum disorder, attention deficit hyperactivity disorder (ADHD), and learning and coordination disorders, such as dyslexia and dyspraxia.1 Individuals are more likely to have multiple related neurodivergent conditions (co-occurrences) than they are to only present with one condition (see graphical overview of literature on co-occurrences).2 Neurodivergent conditions are often undiagnosed3 and or misdiagnosed4 due to their co-occurrence with other conditions, a general lack of awareness (eg, in clinicians), socioeconomic status (eg, mother education level), health access constraints (eg, medical waiting lists) and adaptive behaviours (eg, masking) that neurodivergent individuals use to blend in and be more accepted in society .5 In many countries, equality laws mean disability is a protected characteristic, like sex and religion. Neurodivergent conditions fall under the disability umbrella, even though individuals may not consider themselves to have a disability. Therefore, employers, such as sport governing bodies and clubs, have a responsibility to make reasonable adjustments to ensure their employees (eg, athletes, coaches) have an inclusive and accessible workplace (eg, designated quiet rooms with dimmable lighting).

To help sport governing bodies and clubs build inclusive environments for neurodivergent individuals, policies and guidelines can be created and implemented with equity in mind. Equity is about providing specific resources and or opportunities to different people to reach an equal outcome. Dependent on the …