Beyond VARK: how awareness of neurodiversity can improve your company’s communications

Guest blog by certified coach and mindfulness expert Christoph Spiessens

Why one communications style doesn’t fit all 

For decades, corporate communications and Learning & Development have relied on the VARK model of learning styles: Visual, Aural/Auditory, Read/Write, and Kinaesthetic.

Catering to VARK preferences tried to answer: “How do we make content engaging?”, but what this model frames as simple likes or dislikes is often something far deeper. 

For neurodivergent professionals, conventional learning styles aren’t preferences; they are critical access needs for sensory processing, executive function, and psychological safety.

Therefore, a neuro-affirming lens changes the central question from “How do employees fit our training?” to “How does our communication meet people as they are?” and “How do we remove barriers to basic processing?” 

Make your communications more accessible by thinking about neurodiversity

Here are some examples of how a neurodiversity (ND) lens transforms VARK into a framework for true accessibility.

Visual communications and neurodiversity

Corporate presentations often favour busy animations, abstract graphics, and dense slides. Impressive? Not always! It can feel downright overwhelming. Chaotic layouts force the brain to expend energy filtering out visual noise. 

Visual clarity supports executive function and reduces cognitive load. Prioritise clarity over decoration. Use high-contrast, dyslexia-friendly fonts (e.g., Aptos, Arial, Calibri) and sizes, with ample white space for readability. Use images with clear, stated purpose. Don’t make people expend brainpower guessing why they’re on the page. Where possible, share resources like slide decks, agendas, and workbooks in advance as this can lower uncertainty.

Aural and Auditory communications and neurodiversity

Auditory instruction assumes everyone processes spoken language instantly and in the same way. Not so! 

Rapid-fire delivery exhausts working memory, so slow the pace. Avoid metaphors, as figurative language is not processed the same by everyone. Some people find literal processing more accessible, and some are aphantasic (voluntary visualising mental images is not accessible), so metaphors can confuse rather than clarify. Consider using literal language or follow up with a plain‑language version. If you look away to concentrate, say so explicitly. Transparency about your own regulation helps maintain psychological safety. Light humour can help connection, but if you use sarcasm, name it directly, as literal processing may make sarcasm hard to interpret. 

Written communications and neurodiversity

Text-based learning isn’t flawed, and written communication remains a core pillar of workplace clarity. But expecting people to digest dense documentation instantly or give real-time written responses can be very stressful for neurodivergent individuals. 

Text-based communication must account for literacy differences like dyslexia or dysgraphia, alongside alexithymia (difficulty putting internal states into words on demand). Forcing rapid chat participation or instant written reflections creates intense pressure. Build in processing time by offering asynchronous options for post-session feedback. Ensure documents are screen-reader friendly and offer concise summaries for longer reads.  

Kinaesthetic learning and neurodiversity

Hands-on learning is often misjudged as high-stakes role-play, synchronised group tasks, or activities requiring precise motor skills. But performance-oriented physical tasks can alienate individuals with dyspraxia, motor differences, or sensory overwhelm. 

True kinaesthetic accessibility shifts movement from a public performance to a private way of processing. For ADHD and autistic professionals, self-directed movement like pacing, rocking, or stimming isn’t a distraction but maintains the dopamine and nervous system regulation needed to focus. Embed physical autonomy directly into learning spaces. Allow people to move while taking in information, provide low-barrier sensory tools like standing desks or resistance bands, and reframe fidgeting and pacing as active, focused listening rather than disinterest.

In short, neuro-inclusive communication is about embedding safety, autonomy, respect, and access into every interaction. Hidden barriers to engagement disappear when we shift from assumed surface-level preferences to understanding and meeting actual neurological processing needs. This creates a clearer, more human-centred, and far more effective communications strategy for your entire organisation.

Find out more about Christoph and his work here.