Layers, Not Labels, What the 2026 Social Study Reveals About Connection, Community and Inclusion

This blog explores key themes from the 2026 Social Study and what they mean for organisations designing inclusive training, events and workplace experiences.

Eventbrite’s 2026 Social Study offers an interesting snapshot of how people want to gather, learn and connect. It is not a report about neurodiversity, but many of the themes feel quietly relevant to inclusive practice, particularly for organisations designing inclusive training, events and shared experiences.

What stands out most is a clear shift away from rigid formats and surface-level labels, and towards connection that feels human, flexible and grounded.

Off-script energy, structure still matters for inclusive events

The report shows that 79% of people value events that feel spontaneous and unscripted. This “off-script energy” reflects a desire for authenticity rather than polished performance.

For some, particularly people with ADHD, this kind of spontaneity can feel energising and freeing. For others, including many autistic people, a lack of structure can be unsettling or exclusionary.

The takeaway is not that structure is outdated, but that good design allows for choice. Events and training work best when they balance clarity with flexibility, clear expectations alongside moments that feel natural rather than forced. Inclusion is rarely about one style replacing another, it is about offering multiple ways to engage.

Soft socialising, designing connection without pressure

Another strong theme is the rise of what the report calls “soft socialising”. People are increasingly choosing shared activities where connection happens alongside doing something, rather than being the main focus and forced networking.

From flower arranging to craft workshops or relaxed games nights, these experiences remove the pressure to perform or make small talk. Relationships form organically, at a pace that feels comfortable.

This has clear implications for workplaces and training environments. When interaction is optional and purposeful, people are more likely to engage. Not everyone connects best through group discussions, icebreakers or forced participation. Designing spaces where people can take part, observe or step back without judgement makes inclusion practical rather than theoretical.

Community and the return to in-person experiences

After years of digital overload, there is a renewed desire for in-person connection. People are rediscovering the value of familiar places, local spaces and seeing the same faces again.

Community here is not about scale or branding, it is about belonging. Smaller, repeat gatherings often feel safer and more meaningful than large, anonymous events. This matters when thinking about training programmes, mentoring and learning environments. Trust builds over time, and inclusion grows when people feel recognised rather than processed.

Hybrid and online spaces still matter, but this shift reminds us that physical presence can offer something different, particularly when designed with care.

Layers not labels, why identity is becoming more nuanced

This final theme is perhaps the most relevant, and the most hopeful.

The report highlights a move away from rigid labels towards layered, interest-based connection. People are finding community through overlapping passions, values and perspectives rather than single categories.

This mirrors what many of us see in inclusive work. Labels can be useful, but they are not the whole story. People rarely experience themselves as one thing. They are a mix of interests, needs, strengths and identities that change over time.

When organisations rely too heavily on labels, they risk oversimplifying people. When they design for layers, they create space for individuality. This might look like training that invites reflection rather than assumption, or events that centre shared curiosity instead of fixed roles.

What this means for training and inclusion

Even though this research is not explicitly about neurodiversity, it reinforces some important principles:

• Flexibility does not mean a lack of thought.

• Participation should be invitational, not compulsory.

• Belonging grows through shared experience, not forced connection.

• People are more than labels, and inclusion works best when we design for complexity.

Understanding how social expectations are shifting helps us design learning and working environments that feel relevant, respectful and human. Sometimes inclusion is not about adding something new, but about removing pressure and allowing people to show up as themselves.

Perhaps this is not about being cool or on trend. It may simply be about paying attention to how people actually want to connect, and responding with intention.

Inclusion often starts with noticing what no longer works. If this resonates, it may be time to pause and reflect on how your training, events or workplace spaces are designed. Small shifts in structure, choice and tone can make a meaningful difference to how people experience inclusion.

If you are questioning traditional approaches to training, engagement or connection, we are here to help you think it through. Book a short chat with us to explore how we can support your organisation to make meaningful changes, from policy reviews and neurodiversity awareness training to consultancy and embedding neurodiversity or peer coaching networks.