Minds of all Kinds

Neurodivergent professionals turn to Minds of All Kinds' workshops, ADHD Navigators program, and peer-support events when mainstream professional development spaces don't accommodate how their brains work.

ENABLE Model location

• Navigator-side Compensations → Switch to an Alternative

What it is

Minds of All Kinds (MoAK) is a Certified Disability-Owned Business Enterprise founded by Margaux Joffe, a late-diagnosed ADHDer with depression and sensory processing challenges who holds CPACC (Certified Professional in Accessibility Core Competencies) and BCCS (Board Certified Cognitive Specialist) credentials.1 The organization's mission is to "empower Neurodivergent leadership by creating a platform for changemakers to learn, connect and lead."2

MoAK's flagship offering is ADHD Navigators, a professional development program for ADHDers "who want to succeed in their career and make an impact, without the stress, burnout and masking."1 The organization also runs virtual workshops (Neurodivergent Life Hacks, Navigating Overwhelm, ADHD Diagnosis Now What?), Q&A sessions with thought leaders like autistic journalist Eric Garcia (author of We're Not Broken), HR expert Charmaine Green-Forde, and motivational speaker AJ Sarcione, and in-person events such as the Seattle Disability Connect at Microsoft Reactor.1

For employers, MoAK provides interactive neuroinclusion training where "employees will learn what neurodiversity is, how to talk about it, and practical tips for effective communication and collaboration." Clients include Box, Dell, Diageo, Edelman, Hinge, Intuit, Omnicom, and the World Health Organization.1 MoAK's advisory board includes Albert Kim (W3C Cognitive and Learning Disabilities Accessibility Task Force), Meenakshi Das (Microsoft engineer and Teach Access board member), Eric Garcia, and Susanne Bruyère (Cornell University Institute on Employment and Disability).2

Why it matters

Mainstream professional development and networking events are rarely designed for neurodivergent participants. Sensory environments (loud rooms, bright lighting), social expectations (unstructured networking, small talk), and learning formats (long lectures, no movement breaks) can make typical professional spaces inaccessible to people with ADHD, autism, sensory processing challenges, and other forms of neurodivergence. When these spaces fail, neurodivergent professionals switch to alternatives -- and MoAK is one of the alternatives they switch to.

Joffe describes her founding motivation in personal terms: "As a late-diagnosed ADHDer with depression and sensory processing challenges, it was hard to find resources and role models to navigate life and work. So I started building them."2 This is a common pattern in the ENABLE model: when existing systems fail to accommodate disabled people, disabled people build their own.

Real-world example

MoAK's "Neurodivergent Life Hacks" workshop in May 2025 -- a 90-minute session moderated by Joffe with featured presenters -- yielded "more than 80 practical strategies shared" by participants.1 The format itself is the innovation: rather than a top-down lecture, the workshop creates a peer-exchange space where neurodivergent professionals share the adaptive strategies they've already developed to navigate neurotypical environments. This models what neuroinclusive professional development can look like when it's designed by and for neurodivergent people.

The organization also hosted a session for the United Nations International Day of Persons with Disabilities in December 2025, spotlighting neurodivergent advocates including a stuttering advocate and a Tourette syndrome ambassador -- centering identities that are frequently excluded even within disability advocacy spaces.1

What care sounds like

• "Our professional development program is designed for how ADHD brains actually work -- without the masking."
• "We train companies to create neuroinclusive workplaces, not just neurotypical ones with accommodations."
• "Our events feature neurodivergent speakers, peer exchange formats, and sensory-aware design."

What neglect sounds like

• "Our networking events work great -- people just need to put themselves out there."
• "We don't offer accommodations for professional development programs unless someone requests them."
• "Neurodiversity isn't a disability topic -- it's a preference."

What compensation sounds like

• "I stopped going to industry conferences because the sensory environment was unbearable."
• "I found MoAK after realizing no professional development program was designed for someone with my brain."
• "I built my own adaptive strategies for work because no one at my company understood ADHD."

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