Why ‘One-Size-Fits-All’ Fails Neurodivergent Learners, and Everyone Else

In too many organisations, eLearning is still designed for the “average” learner, a mythical figure who processes information in predictable ways, absorbs it at a standard pace, and thrives with a single, fixed format. The reality is far more complex. Every workforce is made up of people with unique cognitive profiles, learning preferences, and processing needs.

When training is designed around this imaginary average, it rarely serves anyone particularly well. For neurodivergent employees, this kind of approach is not just ineffective, it can be actively exclusionary. Yet here is the interesting part: when we design for neurodivergent needs, we almost always make learning better for everyone.

The problems with one-size-fits-all design show up quickly. Content is often delivered in dense blocks, overloading cognitive processing before learners have a chance to absorb the essentials. Navigation is inconsistent, requiring unnecessary effort to work out where to click next. Modules run at a fixed pace, leaving some learners frustrated because they cannot slow down, and others bored because they cannot speed up. And then there is the assumption that a single format will work for all, when in reality, it rarely does.

When learning is built with neurodivergence in mind, the experience changes. Predictable layouts and clear signposting reduce mental effort, freeing up attention for the actual content. Breaking information into smaller, digestible chunks supports retention without overwhelming the learner. Giving people the ability to control their own pace, revisit key sections, or explore content in a way that suits them boosts confidence and engagement. Offering material in multiple formats and allowing options — visual, audio, and interactive — provides more ways in, which means more learners can connect with it. And creating feedback loops that are accessible and easy to understand reinforces learning for every cognitive style.

Designing for neurodivergent learners is not simply a diversity or inclusion box-tick. It is a performance strategy. Training that removes unnecessary barriers enables employees to learn more effectively, apply what they know with confidence, and contribute at a higher level.

A one-size-fits-all design may be easier to produce, but it is costly in the long run. Inclusive design delivers better learning, better retention, and ultimately, better results for the people who matter most — your workforce.