Practical steps for cognitively inclusive cultures: what organizations can learn from Elvira Carr
Published on 20 January 2025 • Written by Dr Lisa Colledge
Organizations striving for innovation and resilience in fast-changing environments need to attract diverse thinkers and create cultures that enable their strengths. This goal may seem abstract, but Frances Maynard’s novel The Seven Imperfect Rules of Elvira Carr offers a practical, poignant, and relatable way to understand the power of cognitive inclusion.
The story follows Elvira, an autistic young woman sheltered by her overprotective mother. After her mother moves to a carehome following a stroke, Elvira must learn to live independently. She builds her life around “Seven Rules” she distills from an online support group for autistic women and discovers how to navigate the world on her own terms.
As the parent of a neurodivergent child myself, I found this book deeply moving and packed with practical lessons. It’s also a reminder of the universal human needs for connection, recognition, and purpose.
Key takeaways
Elvira’s journey highlights how simple actions—like clear communication and routines—can enable neurodivergent individuals to thrive.
Challenges experienced by neurodivergent people often overlap with neurotypical experiences, reinforcing the value of shared humanity in workplaces.
Leaders who build on strengths in individuals, and enable them in combination with those of other team members, unlock surprising potential in the collective genius.
Elvira’s strengths: the foundation for contribution
Elvira’s story showcases several strengths common among autistic individuals. She thrives on structure, demonstrates extraordinary attention to detail, and is deeply factual—qualities highly valued in industries like technology, healthcare, and creative problem-solving.
For example, when Elvira volunteers for pet therapy, she immerses herself in researching guinea pig breeds and facts to have a way to better connect with care home residents. Her precision and dedication made her an asset to the team. Similarly, in the workplace, neurodivergent employees can excel in roles that demand focus and methodical execution.
Practical takeaway for organizations: clearly articulate strengths like attention to detail, factual communication, or love of order in relevant job descriptions. Create hiring and onboarding processes that celebrate these traits rather than unintentionally excluding individuals who bring them.
The challenge of unspoken social expectations
Elvira struggles with social nuances, like distinguishing genuine friendships from surface-level friendliness. Her simple observation, “Not everyone who is nice to me is my friend,” captures a common challenge for autistic individuals.
Her stepbrother Charlie’s solution—signposting metaphors with “FOS” (Figure of Speech)—is a thoughtful adaptation that can reduce misunderstandings. Similarly, workplaces benefit from explicit communication norms, such as labeling jokes, avoiding vague instructions, or clarifying expectations.
Practical takeaway for organizations: Establish clear and explicit communication standards for team interactions, feedback, and updates. Encourage an open environment where clarifying questions are welcomed.
When predictability is empowering
In her volunteer role at Animal Arcadia, the consistency of tasks and routines—“Same time, same place, same mission”—helped her thrive. Similarly, workplaces that minimize unnecessary unpredictability can create environments where neurodivergent employees shine.
Practical takeaway for organizations: be mindful of standardizing routines and provide clear agendas where possible to make dynamic roles more accessible. Consistent processes reduce stress and free mental space for creativity and problem-solving.
Neurodivergent challenges are human challenges
A recurring theme in The Seven Imperfect Rules of Elvira Carr is the overlap between neurodivergent and neurotypical experiences.
For example, Elvira’s struggle to reconcile her father’s positive qualities and her love of him with his criminal past mirrors her neurotypical half-brother’s journey. This shared experience reminds us that while neurodivergent individuals may approach challenges differently, many workplace goals—like feeling valued or finding purpose—are universal.
Practical takeaway for organizations: recognize and celebrate the shared humanity of your team members. By building a cognitively inclusive culture, you’re creating an environment where everyone—neurodivergent and neurotypical alike—can thrive.
Supporting autistic employees with a strengths-based approach
Elvira’s story is full of small yet impactful moments of support:
Playing to passions: her love of animals helps her form connections and contribute meaningfully through volunteer work. Employers can do the same by aligning roles with their individual passions.
Specific and kind feedback: when colleagues at Animal Arcadia thank Elvira for her work, it reinforces her sense of belonging. Simple acts of recognition can transform workplace experiences.
Practical takeaway for organizations: focus on uncovering and boosting employees’ strengths. Provide clear, constructive feedback and create opportunities for individuals to excel in their unique ways.
Elvira’s Seven Rules: a workplace guide for leaders
Elvira distills her rules from an online forum, and this slightly adjusted version doubles as practical guidance for cognitively inclusive workplaces:
Being polite and respectful is always a good idea.
Fitting in is about finding common ground, not changing who you are.
Conversations aren’t just about facts—they’re about connection.
Mistakes are learning opportunities.
Clear boundaries build trust; not everyone is your friend, and that’s okay.
Diplomacy often strengthens collaboration.
Flexibility allows individuals to adapt to dynamic environments.
Practical takeaway: small shifts in how organizations communicate and operate can transform workplace culture, enabling neurodivergent and neurotypical employees to thrive.
Final thoughts: building a culture that includes everyone
Elvira’s journey reminds us that cognitive inclusion isn’t about sweeping reforms; it’s about thoughtful adjustments—predictable routines, explicit communication, and playing to strengths. These small changes can unlock untapped indiviidual and team potential, driving innovation, resilience, and future-proofing success.
Whether the changes organization is facing are in tech, healthcare, or the creative industries, the lesson is the same: creating a cognitively inclusive culture benefits everyone, helping teams and individuals thrive together.
I'm Lisa, and I help leaders create inclusive cultures that embrace all neurostyles. By empowering every team member to contribute at their best, while fostering mental well-being, you will boost innovation, retention, and talent acquisition—leading to enhanced business performance.
Click here to learn more about how my services can transform your team.
