Photo of Lyric Rivera holding four
books, looking down at the (The
Autism Identity and Me Children’s
Workbook and Parent Guide,
Workplace Neurodiversity Rising, and
Workbook and Parent Guide, Workplace Neurodiversity Rising, and The Weight of Normal) and smiling.

Lyric is the author of the best-selling business ethics book, Workplace Neurodiversity Rising (which was praised in Forbes as “an excellent ‘how to manual’ based on lived experience and professional competence”).

Other titles Lyric has worked on include collaborating with Rebecca Duffus on the U.S. version of the popular children’s workbook Autism, Identity, and Me (adult version coming worldwide fall 2026), and Neurodivergent Rebel’s The Weight of Normal.

Lyric is also the creator of #AskingAutistics, a hashtag that connects Autistic people and allies around the globe.

The philosophy of Neurodivergent Consulting is to support the creation of accessible workplaces and other spaces (via universal design) that enable Neurodivergent (and all) people to fully realize their unique talents and fresh perspectives through care and support of the whole person. This allows us to bring our full selves to the spaces we enter.

A message from Lyric:

Neuro-inclusion is a concept that extends beyond your NeuroDivergent team members; it’s about fostering an inclusive environment for EVERYONE, regardless of their cognitive makeup.

Embracing diverse, supportive, and inclusive teams is not just a moral imperative, but also a smart business move. It leads to a more engaged, effective, and productive workforce, ultimately driving business success.

As a consultant, I’ve successfully helped organizations of all shapes and sizes to create a more welcoming environment for NeuroDivergent (and ALL team members).

When working with organizations, the first step is to start the conversation about NeuroDiversity. This involves giving a basic outline of NeuroDiversity and NeuroInclusion that all team members can understand as a launching point to create a safe space for dialogue, where all perspectives are respected and understood around the human spectrum of mental and neurological differences.

Some organizations may be extended past the “NeuroDiversity 101” phase and may even have NeuroDiversity ERGs or BRGs established. In that case, we will work on affirming and supporting those openly NeuroDivergent team members (and any who have yet to disclose), ensuring they know their input is welcome, wanted, and valuable.

If your NeuroDivergent employees don’t feel safe speaking up about their needs and the things holding them back, you may need to do more work on building openness, trust, and emotional safety within your workplace. This process can be challenging, but it’s a crucial step before you’re able to move on to the next phase (reviewing and making changes to your spaces and/or policies with input from your NeuroDivergent team members).

If the organizational culture is affirming and supportive and people feel safe speaking up about their needs, problems, obstacles, and inequities in the workplace, we can jump straight into making sure the NeuroDivergent People in your organization feel safe speaking up about how they can better be included.

Because every organization is unique, my process starts with a complimentary 30-minute virtual consultation, allowing me to better understand your organization’s current situation and individual needs and goals. This is a chance for us to explore how we can collaborate, create a plan tailored to the organization’s current situation, and maximize the prolonged success of your Neuro-Inclusion initiative.

Services

Facilitation & Training – Live and on-demand virtual options available (example 1, example 2, example 3)
Neuro-Inclusion & Queer Inclusion Consulting
Writing – Blogs & Articles (example 1, example 2, example 3)
Speaking & Appearances (example 1, example 2, example 3)
NeuroDivergent & Queer Inclusion Related Branding & Sensitivity Readings (for books, blogs, documents, and publications)