What can I do to drive neuro-inclusion at work?

It’s all very well reading about Neurodiversity, but there are many people who contact me and ask “but what can I do to drive inclusion?”

In some ways the answer to this question is simple; doing anything is better than doing nothing. But what are some tangible things we can do to actually make a difference?

1. Talk

Talking about Neurodiversity is the beginning of the inclusion journey. Because by talking about it, we are acknowledging that it exists. So ask questions like “is this a good place for us to chat?” And don’t be afraid to say a space is too loud or too bright, for example, because this normalises the neurodivergent experience.

Talking also includes asking questions and listening to the lived experiences of other people and applying what they have said even if they aren’t there. For example, asking a new colleague not to sit at a particular desk because that’s where Alan sits; asking someone who wears headphones how they would prefer you to attract their attention; or ensuring that any hiring and promotion you are involved in is fair to neurodivergent candidates.

2. Model

No, not in the catwalk sense!

Practicing neuro-inclusive behaviours is not only beneficial in itself, it also provides an opportunity for others to see inclusivity in practice and to adopt some of those behaviours themselves.

At work, this might include:

– Varying opportunities for social interaction among the team (if you always take 20 people to that noisy, overcrowded bar, the same people will opt out every time)

– Encouraging and modelling good meeting discipline like sharing meeting agendas in advance, starting and finishing on time, and giving participants a few moments to process their thoughts

– Acknowledging and leveraging your team’s strengths, rather than highlighting their weaknesses. Perhaps Alice writes that paper and Bill proof reads it? Or maybe Charlie writes a process and Dave runs the training? If each person in the team is enabled to contribute their strongest skills, we can generate the best possible outcome.

You can read more about “spiky” profiles and why they are important here.

3. Challenge

Challenge behaviours that undermine and invalidate neurodivergent experiences, for example if you hear someone say: “He’s clearly on the spectrum”, “I’m so OCD about this” or “It’s just bad parenting”. These sorts of statements perpetuate stereotypes, but more than that can actually be harmful because they deny the challenges that neurodivergent people can have.

Equally, questioning why colleagues are afforded a particular accommodation should be discouraged. If you hear someone saying “I don’t understand why they wear headphones all the time… It’s not that loud in here” a gentle “Perhaps they find it easier to concentrate that way” normalises the headphones without identifying the colleague as neurodivergent.

It’s easy to worry that we might be getting neuro-inclusion wrong. But at the end of the day, any action we take to keep the dialogue open and the smallest of steps in modelling inclusive behaviours are exactly that – steps forward. And the more of those we take, the quicker we get to a place of acceptance and inclusion.


Autism Acceptance 2022

You don’t have to be an expert to know that people with autism don’t get to speak about their own experiences.” – Hannah Gadsby

Yes, it’s that time of year again – Autism Acceptance is here! Of course, as far as I’m concerned every day should be a Neurodiversity Inclusion Day, but April in particular is the month of celebrating all things Autism, and who am I to make an exception?!

Why “Acceptance”?

April used to be the month of Autism “Awareness” campaigns, but lots of people are aware of autism, right? They know the word, and unfortunately they know the stereotypes. Moving to “acceptance” shows a change of direction from telling people about autism, to actually enabling autistic people to be themselves. There is a good article on this here from USA Today if you want to read more. But even better, we would love to see next year’s campaigns branded Autism “Inclusion” to go one step further.

Why is Autism Acceptance needed?

I headed this blog with a quote from Hannah Gadsby. She speaks so eloquently on the challenges associated with being autistic (I stress the challenges “associated”, not challenges “with being” autistic).

In her autobiography “Ten Steps to Nanette: A Memoir Situation”, Hannah says:

I was told I was too fat to be autistic. I was told I was too social to be autistic. I was told I was too empathic to be autistic. I was told I was too female to be autistic. I was told I wasn’t autistic enough to be autistic.”

And this is all too true – there is still a pervasive stereotype of autism that is not representative of the true experience. You can read more about this in our blog “What Neurodiversity looks like”.

Another person lending their voice is James Cusack, CEO of Autistica, who says:

Some are surprised I can live on my own, drive a car or even get married. They’ve questioned whether it’s fair on my children that I had them in the first place. Probably most hurtful is the suggestion that I don’t care about people because I’m autistic… These attitudes have to change.”

Autism Acceptance is about understanding what it is really like to be autistic, not making assumptions, and allowing autistic people to be their authentic selves.

What Can I Do to Understand More?

The first and most important step in driving Autism Acceptance and Inclusivity is to listen to the people around you, whether autistic, neurodivergent or any other difference to yourself, listen to how other people experience the world and how the world treats them. This is the foundation of inclusion.

If you want to understand more specifically about autism, engage with autistic voices and allies:

– Watch Hannah Gadsby’s stand up show Douglas on Netflix or read “Ten Steps to Nanette” (I devoured it in two days – can’t recommend it highly enough!)

– Watch comedian Joe Wells 90 second segment on having a non-autistic brother

– Read about Amy Schumer’s allyship. She saidI don’t see being on the spectrum as a negative thing. My husband is my favorite person I’ve ever met. He’s kind, hilarious, interesting, and talented, and I admire him. Am I supposed to hope my son isn’t like that?

– Watch films and TV series or read books with authentic autistic-coded characters (these characters display common autistic traits but aren’t declared autistic), for example:

Pixar’s Encanto

The Bridge

The IT Crowd

Bob’s Burgers

These characters help to normalise autistic characteristics, which in turn helps to foster inclusion. And more inclusion is all-round better for everyone.


Why Do We Need “Spiky” Profiles?

We humans love to categorise, categorise and sub-categorise, don’t we? We divide football fans into Spurs, United, Hornet supporters; once upon a time tweenage girls were peer-branded Sporty, Scary, Ginger, Baby or Posh; and anyone who has the faintest idea whether they are Gen X, Gen Z or a Millennial deserves colossal round of applause!

What is a Spiky Profile?

From an early age we encouraged to be average at everything: English, Maths, Sport, Music, Languages… We are taught to master the basics of all the academic disciplines; we are given a “rounded” education. If we show a natural aptitude for any of those subjects we might be encouraged to pursue them in more depth, but if we don’t, average is adequate.

But that’s not how the world works, because we are constantly categorising and comparing.

If you’re at the beach and a friend gets into difficulty in the water, you send the strongest swimmer to save them – your childhood Sporty Spice impersonator, perhaps. It doesn’t matter whether Sporty can do basic trigonometry, the strongest swimmer gets the gig.

Equally, pulling together a quiz team for your local fundraiser, you pick your brainiest friends or those with good memories, regardless of, say, their prowess with poetry. Though I do think a witty limerick contest would make a great tie-breaker!

The term “spiky profile” is the opposite of being a good all-rounder, it’s the idea that if you want an expert on your team, they might fall short of “average” in other skillsets.

The irony of the human condition is that you already know this is true. You already know that you can’t have a team comprised solely of leaders. Neither can you have a team comprised solely of analysts, or strategists. And yet we tend to shoal with people who resemble ourselves – people who support the same football team, come from the same area, or have the same interests or skill sets, and this means that we tend to forge groups and teams of people who are very, very similar.

What has this got to do with Neurodiversity?

The paradox of Neurodiversity is that, once we realise we are neurodivergent and start to understand our full potential, the rest of the world – in parallel – appears to curb it. As we realise that we aren’t stupid, lazy or rude:

We go from being “the geeky one” to “the autistic one”.

We go from being “the funny one” to “the one with ADHD”.

We go from being “the creative one” to “the dyslexic one”.

And with each of these labels the world limits us. “The autistic one will do embarrassing weird stuff with their hands and won’t be able to sit still.” “The one with ADHD won’t be able to concentrate and get the job done.” “The dyslexic one won’t be able to complete the paperwork correctly.”

Our “spiky profiles” are flipped on their heads, and we are pigeon-holed not by what we can do, but by what we (supposedly) can’t do.

What is the solution?

Firstly, neurodivergent people need the support of neurotypical people to break down the stereotypes. Sure, an autistic person might tap the table to help them concentrate, but don’t assume that they will. Some of the most focussed people I have had meetings with have ADHD. And spellcheck, dictation software and screen filters are a huge help for dyslexia.

We need your help to make sure that neurodivergent people are judged on their own individual personalities, strengths and skills rather than the preconceived ideas that come with our diagnostic labels. I have, in my time, been called “diligent”, “organised”, “a good leader”. We need to be careful not to spin these into “pedantic”, “rigid” and “bossy” when coupled with knowledge of a neurodivergent diagnosis, and the same is true of the many other positive traits that neurodistinct people may have.

But it is also important to remember that not all neurodivergent people will be remarkable. In Hannah Gadsby’s Ten Steps to Nanette: A Memoir Situation she says, “It is a basic human right to have average abilities.” In the same way that we shouldn’t peg all neurodistinct people with stereotypical negative traits, we shouldn’t assume they have the perceived “positive” ones either: when you’ve met one neurodivergent person, you’ve met one neurodivergent person. We are all unique.

Secondly, we need to forge teams with complimentary skillsets – opposite “spiky profiles” – to enable everyone in that team to reach their potential. We take the best of someone’s particular skills, and plug any gaps with team members who excel in complimentary areas. Think 2011’s Moneyball, a story about using statistics to forge the strongest possible baseball team.

Ultimately, neurodivergent people just want to be afforded the same opportunities as everyone else.

And for the record, I was always Posh Spice due to my brunette bob and lack of facial expressions…!


Gender Differences in Neurodiversity Diagnoses

Ahead of International Women’s Day on 8th March, it seemed fitting to talk about one of the biggest topics in Neurodiversity: varying rates of diagnoses between genders.

Surely the stats are what they are?

With ratios for many neurodivergent conditions showing greater prevalence in males than females, that would be an easy conclusion to come to; the idea that the data is reflective of reality. But we have to look at the wider context. Male:female dyslexia ratios have decreased from 9:2 in 1970 to 3:2 in 1998. The estimate of gender ratio in autism ranges from 1.3:1 to 16:1. The story is similar for other neurodivergent conditions.

Better understanding of Neurodiversity

As academics have started to question gender ratios in neurodivergent conditions, more research has been commissioned on this topic, like this piece showing that gender variation in dyscalculia diagnoses actually depends which diagnostic criteria are used. Research is showing more equal distribution between the genders, and this is turn is helping us to understand that our diagnostic criteria – and subsequently our interpretations of the diagnostic criteria – are gender biased. This piece from the Dyspraxia Foundation says that primary school teachers of dyspraxic girls were less aware of their symptoms than teachers of dyspraxic boys, and it’s easy to see why:

Boy tapping his foot = annoying

Girl tapping her foot = send her to ballet class

Boy lines up his cars = non-imaginative play

Girl lines up dolls = fashion show

Boy knows detailed train times = “Special Interest”

Girl knows Take That’s international tour schedule = Superfan

In addition to these inherent differences in how we view similar behaviours, girls seem to be better at what is called “masking”. Masking means putting extra effort in to make it look like you’re not struggling. It can involve mimicking friends or repeating lines from films or TV shows to hide the fact that your brain just can’t think of what to say next in a conversation. It could be asking someone to read something for you with a made up excuse so they don’t realise you’re dyslexic. Or saying “No, here’s fine” when your friend picks the table in a draughty spot in a restaurant. Under the speaker system. And a fluorescent light.

What impact does this have?

Missed diagnosis and misdiagnosis can have a devastating effect on girls and women. Imagine going to the doctor with a broken arm and the doctor saying “Yes, there’s definitely something wrong with your arm, let’s give you steroids to increase your muscle mass and see how we go.” This is happening to women who are being medicated for conditions they don’t have because the clinicians don’t recognise their presentation of a neurodivergent condition.

For even more women, Neurodiversity has an impact on mental well-being. Yes, our brains might have a minority wiring, but we feel isolated and “different”. When we don’t have a rationale for that difference and we can’t see it mirrored in the people around us that can really take it’s toll. This piece in The Times is from a lady in her 70s asking if it’s too late to get an autism diagnosis. Why get a diagnosis in that stage of your life? Because it’s confirmation that actually, you’re not weird or lazy or a failure, you’re just autistic, and there are other people out there just like you.

Next Steps

What to do if you think you are neurodivergent

Some people might signpost to a psychologist in this scenario, but I advocate for connecting with other neurodivergent people as a first step.

Why? Because a visit to a psychologist could result in a lengthy or expensive diagnosis process, and this isn’t about having a piece of paper in your hand at the end of the day. Neurodiversity isn’t something to frame and put on the wall. It’s about working out what works for you.

Self-diagnosis is valid among the neurodiverse community, so meet other neurodivergent people (online is a great place to start), and see if what they’re saying resonates with you. You will likely pick up some tactics for making your life a little easier too.

What to do if you think your child is neurodivergent

Again, it is worth connecting with other parents of neurodivergent children and also with neurodivergent adults, but you might also want to look at diagnostic criteria – adjusted for girls if you are looking for your daughter. There will likely be some signs to look out for that you weren’t necessarily expecting, such as:

For dyslexia: perfectionism, inconsistency and/or hyper-organisation

For ADHD: anxiety, low self esteem, day dreaming

For autism: anxiety, shyness, black and white thinking

If you think a friend is neurodivergent

Someone once said to me, “No one needs unsolicited feedback.” And while I do agree – the realisation you are neurodivergent can be life shattering and tear down the identity you have been building your whole life – I do understand that you want to help.

My suggestion is to start by helping with the things that appear to pose a challenge. For example, picking a table in a cafe away from the counter if your friend struggles with too much going on around them. Or introducing them to someone if they have no one else to talk to at a party. Calculating how to split the bill if they struggle with numbers. Sending a link in advance to the restaurant’s online menu if they are dyslexic or struggle with too much choice.

These sorts of accommodations will be far more valuable to your friend and will really have a positive impact for them.

Most importantly, keep reading about Neurodiversity because the more we understand ourselves the more we realise that there are other people out there just like us.


We’re Gonna Talk About Bruno

“We don’t talk about Bruno” the Madrigal family sing in Disney’s new film, Encanto. But online autistic communities seem to be talking about nothing but Bruno at the moment.


Autistic people are seeing several meaningful parallels between Bruno’s traits and experiences, and common autistic experiences, from masking to misinterpretation and lots more in between. There are several social media channels (Reddit, Facebook, TikTok) where autistic voices are outlining the similarities, or you can find a great blog on the topic here.

But what I find most interesting about Bruno is that the choice to include a character that resonates so closely with the autistic community follows closely on the heels of Disney subsidiary Pixar’s short films Float (2019) and Loop (2020) … with each having its own approach to autism (one is about the autistic experience and one is about the parent’s experience).

A conscious decision

Giving the benefit of the doubt, there are a few options for how Bruno might have come about:

1. Disney sought to create a character perceived as “different” and managed, by chance, to hit the nail on the head for those who are autistic and see themselves reflected in Bruno.

2. Research or knowledge gathered in developing Float and Loop unconsciously informed the character of Bruno.

3. Disney consciously created a character with distinctly autistic traits but didn’t label him as such, reflecting the lived experience of those of us who choose not to disclose, but at the same time normalising neurodivergent traits.

I can’t see a way that this happened by chance. With Pixar’s conscious decisions to represent lived experiences of Neurodiversity in 2019 and 2020 it can’t be a coincidence that Disney happen to represent an autistically coded character in Encanto in 2021. More so in a film where Disney supposedly responded to a fan who asked for a heroine in glasses and has been praised for its subtle details specific to Columbia, where the story is set.

And so we have to give even more kudos to Disney – they have created a character that resonates with the autistic community without labelling him as autistic…. He is no “Good Doctor”… no “Sheldon”… no “Rainman”…

Bruno is the ultimate figurehead for autistic people because he explains how we feel: well-intentioned but misunderstood; someone who backs away rather than risk hurting those close to him; who masks when he has an important task to complete…

Bruno, the Madrigals might not talk about you, but we do. And we thank you, Disney, because in Bruno neurodivergent people feel seen, more than ever before.


Intersectionalities with Neurodiversity

Neurodiversity can be a tricky topic sometimes. We can’t see it, so it is easy to forget when addressing diversity in our organisations. And we only know our own experience of the world, so different lived experiences can be difficult to understand.

But the biggest difficulty is that we can’t view different diversities in silos. If we are talking gender diversity, we are also talking racial equality and Neurodiversity, for example. We can’t address these differences in isolation if we really want to make a difference.


Did you know that for every female diagnosed autistic, 4 males are diagnosed? For ADHD, the ratio is 1:3

It is believed that prevalence is similar in both genders, and that women and girls are better at camouflaging or masking.

This means that when we look at gender diversity in the workplace, for instance, if we don’t consider Neurodiversity in parallel, we risk decreasing the pool of women we are trying to support by 20% (based on 1 in 5 being Neurodivergent), which in turn will impact our success rate.


This short piece from the Open University articulates, far more clearly than I could, some of the issues around varied diagnostic rates between races.

To take one of their points as an example, in some Asian cultures it is considered rude to give eye contact to an adult or someone in authority, and children are discouraged from doing so. And yet lack of eye contact is often considered one of the markers of autism. Unsurprisingly, diagnoses of autism among Asian people in the UK are half that of people classed as white British.

This is another group of people where Neurodiversity can be under recognised, and potentially impact our hiring, retention and job satisfaction.

Mental Health

Ok, you’ve seen where this is going…

This article from Psychology Today pulls together a number of sources, explaining that 3 in 10 children with ADHD also suffer from anxiety, and children with dyspraxia have been show to have higher levels of anxiety than their peers as young as 3-4 years old.

There is also research showing that the risk of suicide in individuals with “mild”* autism is 10 times higher than in the general population. It also found that autistic women are more likely than autistic men to commit suicide, despite suicide being more common in males in general.

The interesting thing here is that we know that conventional mental well-being practices do not work for neurodivergent people. Suggesting someone with ADHD take a meditation or yoga class is like telling a fish to take a long walk. Some might be able to do it, but it’s not the solution for everyone. DBT has been shown to be more effective than CBT for neurodivergent people, for example.

We need to extend our mental well-being offerings to ensure that everyone can benefit.


Possibly a result of being more likely to challenge social “norms”, it has been found that 70% of autistic people identify as non-heterosexual:

In fact, the intersection between autism and LGBT identities has its own Wikipedia entry.


We know that there are higher rates of Neurodiversity diasgnoses in children, and high rates of research on children. But those children grow into adults, and those adults grow old. And yet there is very little research on the impact of Neurodiversity as we age.

This study found that only 0.4% of autism research focussed on older adults. But how does Neurodiversity impact the menopause, with its hormonal changes, sensory issues and emotional impact? What about the significant life change of moving from work to retirement and its impact on our routines, which in many cases keep us grounded? What about the emotional and executive function challenges of juggling work, children and grandchildren?

What can we do to make sure neurominorities are adequately represented?

There are two key things we need to keep in mind to ensure not only that we are driving inclusion for neurodiverse people, but also that we are maximising the impact of other diversity initiatives:

1. We need to treat everyone as an individual. Each person we engage with has a distinct “diversity profile”: everyone has a gender, a race, a sexual orientation, an age, etc. and we must treat each person as a whole rather than as a sum of those parts.

2. We must ensure that Neurodiversity is a strategic priority on our people agendas across organisations. This will help to drive other diversity metrics, plus creating the psychological safety for individuals to feel comfortable to disclose will increase the accuracy of any Neurodiversity metrics in place. Because until there is psychological safety, those metrics will measure rates of disclosure rather than true rates of diversity.


*This article uses the term “mild autism”, which has been repeated verbatim here, but we do not subscribe to this idea. It can be harmful to describe autism as “mild” because it plays down the challenges that the person has.

Choosing A Career

Now is the time when a lot of students will be starting to think about higher education choices, which ties in nicely with a realisation I had this week.

A few years ago I was at a conference where a mother who was sat next to her visibly terrified teenage daughter asked what jobs might be suitable for the daughter, given that she is autistic. I had almost forgotten about this, until I happened to be Googling something this week and noticed a related search: “best jobs for neurodivergent”. Immediately the Mum and daughter sprang to mind and I realised this isn’t an uncommon question.

The responses the Mum received that day were particularly focussed on creativity, working alone and self-employment. So out of interest, I clicked on the related search and found an equally limited range of suggestions geared around structure and maths: accountancy, IT and engineering.

But I don’t think it’s that simple…

As someone neurodivergent who has been working continuously since the age of 19 in a broad range of jobs, I want to offer 5 tips for forging a successful career if you are neurodivergent.

1. Forget the neurodivergent stereotypes

Sure, our diagnoses are helpful for understanding ourselves and identifying like-minded people, but they are just a framework and we shouldn’t limit ourselves because of them.

Why couldn’t you be, say, an outgoing and personable TV presenter if you’re autistic? Melanie Sykes has a very successful presenting career and was previously a model. And Anne Hegarty is well known from The Chase and did a stint on I’m A Celeb. Accounting, coding and engineering are not the only career paths available.

Equally if you have ADHD, a lot of famous role models tend to be actors or athletes. But let’s face it, how many budding actors or athletes are going to be successful if we channel everyone with ADHD to those two careers? The same is true for other neurodivergences. Absolutely go for it if it’s your passion, but don’t feel pressured if the stereotype roles aren’t your bag.

This is also a great article on the bias against neurodivergent people in leadership positions, and well worth a read.

There are a number of corporate programs out there to attract and retain neurodivergent talent, but again these tend to be in the financial and technology sectors. By all means, check them out and apply for their programs if IT or finance are your thing, but you don’t have to limit yourself to companies with dedicated programs like these. The stereotypes are just that, and your options really are endless.

2. It’s ok to change your mind

I knew about one month into my law degree that that was not the career for me. I thought I’d be able to apply myself to interesting intellectual challenges. Then I realised you are limited to the cases your clients bring. Another petty theft, anyone? Not for me, thanks.

So, I started working in the entertainment industry, and after 10 years I switched industry again and took a very different job in the financial sector. In fact, I’ve never done the same job twice. And that’s ok. There is no such thing as a career ladder anymore – do whatever piques your interest and pays the bills.

I’ve also never done a “typical” job – you know, the ones you learn about in school like doctor, teacher, lawyer, historian… There are loads of jobs out there that you don’t know exist – in compliance, governance, fundraising, audit, HR, diversity & inclusion and many, many more. You only really start to find out about these jobs once you’re in the workplace, and then the world is your oyster.

3. Think about your personal preferences

I don’t mean medicine over history, or sports over music. Think more broadly:

Do you feel energised by being outside? Then maybe consider landscape gardening or nature conservation?

Do you need to do physical exercise every day else you go stir crazy? How about farming or personal training?

Does the idea of having to think on your feet fill you with excitement? Perhaps barrister or fire fighter is right for you?

Would you benefit from flexible hours (consultant?), shift work (healthcare?) or do you need routine (teaching?)?

Do you find strong smells offputting? Perhaps avoid farming, medicine or packing coffee (take that one from me!)

The answers to these sorts of questions will help to give a view of the type of job you might enjoy – and as a result, succeed at. This tends to be a cycle – we enjoy things we are good at, and we are good at things we enjoy.

Once you have an idea of the aspects that are important to you, you can start to build a picture of what you do and don’t want from a job.

4. Hone those customer service skills

For many of us, social anxiety or reading social cues from neurotypicals can be a challenge. I am a firm advocate of recent research showing that autistic people are not “deficient” in communication skills, and equally I’m aware that other Neurotypes can have social challenges too – ADHD, dyspraxia, etc. can come with their own social challenges. So my take on this is that social anxiety spans the neurodiverse categories and is something that neurotypicals should understand and accommodate.

There is an army of people fighting for recognition and change in this regard (see my early blog on the Double Empathy Problem) but the reality is that change does not happen overnight, and you will likely be working with neurotypicals – or even other neurodivergent people – where good communication will require give and take on both sides.

On top of that, any job requires you to do the tasks that your boss (or client if you are self-employed) is paying you to do. This means you just can’t escape the fact that you are going to have to engage and communicate with other people in your day-to-day job.

If this is really something that you struggle with, it should be a key factor for you to consider when thinking about your working preferences. And again, try to think outside the box – it is possible, for example, to work for a company with thousands of employees, but to be part of a small team where you only liaise with a handful of people on a regular basis. Or perhaps a role that is largely scripted might be appealing?

If you can, I recommend everyone taking a customer service role early in your career. This will help you to forge your work persona (everyone has one of these, neurodivergent or not) in an environment where you can practise defining social scripts for yourself and honing teamwork skills. Let’s face it, a raft of people you’ll only ever talk to once are the best people to practice scripting with, because you’ll never see them again so it doesn’t matter if some conversations go better than others. Best of all, these sorts of (often part-time and/or temporary) roles can provide scenarios to answer interview questions for future jobs like “tell me about a time you overcame a challenge” or “how do you perform under pressure?”

And customer service doesn’t have to mean working with lots of people… you might be able to take a job at a veterinary centre, stables or rehoming shelter if you like working with animals, or in a library or independent bookshop if you’re the literary sort. Anything that will build your confidence to communicate will help set you up for success.

5. It is easier to get a job if you already have a job

I know, this is inherently unfair, more so for us neurodivergent folks who can struggle with executive function and spoons. This article from Forbes gives a couple of reasons why this is the case, and what to do if you’re not in education or employment and are looking for a job.

The reason I call this out is that I know how hard it is to save the spoons for work when you’re in education. While I did my GCSEs and A Levels I was exhausted. Mentally and physically exhausted. I probably wasn’t getting enough sleep, but was undiagnosed at the time so didn’t realise I was neurodivergent and more tired than my friends.

When I finished my A Levels I was told by my parents that I wasn’t going to be allowed to sit at home all day for the three months between finishing my exams and starting university. I was expected to go out and work.

So that’s what I did. I signed up with a local temping agency, and after a call at 8am one morning asking if I could be up the road for a cleaning shift at 10am (which I accepted, even though the short notice was a massive challenge for me), I received a week at the coffee packing factory (and came home stinking of the stuff!) and then a much happier 6 weeks printing off invoices for an estate agent.

This experience helped me to land a part-time job while I was at university, where there is much greater flexibility in terms of when you get your study hours in and when you can work, eat and sleep. The experience I gained in that part-time job then helped me to get my first full-time job. Any work experience you can get is going to help you in forging your own successful career.

Advice for neurodivergent career planners

So, what’s the overall message from these 5 tips? In short, you don’t need a career plan at the age of 18 – give things a go, study subjects you enjoy, build up your work experience, and use those experiences to figure out what you do and don’t want to do as your next step. Unless you want to go into a specific career, any course you enjoy will stand you in good stead. This advice is just as relevant for neurotypicals as it is for us neurodivergents, and the added extra for us is: don’t let the stereotypes limit your choices; think about your personal preferences when looking for a good job match and don’t worry if your career path twists and turns.

Good luck, and most of all have fun! You can do this!!


New Year’s Resolutions

Well, hello 2022! Will this be the year we see the last of the lockdowns, I wonder? I’ve quite enjoyed them, actually. I mean, I’m glad we’ve been able to get out and see friends and family, but working from home has been a massive liberation for me: it’s given me back 3 hours a day when I no longer have to commute, that means I now get enough sleep, and having greater control of my environment means I’m no longer running on empty just to get from one end of the day to the other.

Happy New Year!

So, that got me thinking about how we can make the most of these changes and really make this a “happier” new year.

Ironically, I’ve come to the conclusion that the answer is to actually connect with people. Specifically, other neurodivergent people.

The more we listen to the experiences of other neurodivergent people and share our own, the more we normalise our experiences and feel less isolated. So I will be doing three things this year:

1. Engaging more on social media

Social media is a great place for listening to the neurodivergent community, finding like-minded people and being able to collectively problem solve. It’s your real-time neurodivergent support group!

If you’re looking to engage more with the online community, I recommend checking out Neurodivergent Rebel, The Holderness Family and comedian Rick Green as a starter for ten. And you should 100% watch Hannah Gadsby’s Douglas on Netflix!

2. Forging stronger links with my neurodivergent friends

Social media is great, but there are times when you can’t beat a phone call or a coffee catch up with someone who just “gets it”.

If you’re thinking, “I’d love to do that, but I don’t know anyone neurodivergent”… Well, current estimates are that somewhere between 1 in 5 and 1 in 7 of us are neurodivergent. Don’t worry so much about the labels – join in-person groups related to your hobbies and interests, be kind, and enjoy yourself. Friendships will follow.

3. Seeking out neurodivergent spaces

I know, I know – social media can provide neurodivergent spaces. But here I mean physical spaces.

I went to a conference shortly after I was diagnosed and am really glad that I opted into a social event for autistic people that took place the night before. It was the first time in my life I’ve walked into a room and felt like I fit in. I actually text my husband and said, “Everyone’s dressed like me!” I finally felt like I got the memo… I found my tribe.

And that’s what we’re all looking for, isn’t it? A sense of belonging. Well, I’m making 2022 the year I belong and I hope you do too. Happy New Year!


Diversity of Thought in the Workplace

I know sport might be a bit of a sore topic for some this week, but despite football not quite making it home, it is still a huge achievement that the England team made it to their first major men’s final in 55 years.

While there are certainly a number of contributing factors that made this possible, I discovered last week that in 2016 Gareth Southgate created a Technical Advisory Board, and understanding more about it really explains the benefits fostering a neurodiverse workplace.

The article says, logic dictates that if Southgate (or in this example Redknapp) wants to understand more about football, he should ask football experts….

The curious thing about these arguments is that they are, on the surface, persuasive… But do you see the problem? Redknapp already knows what Pulis knows. They were each socialised into the assumptions of English football: a way of setting up tactically, diet, recovery, you name it. They are, if you like, intellectual “clones”.”

And so Southgate gathered a team of experts from other areas: an Olympic table tennis player, a military commander, a cycling coach, a technology expert and so on. This Board advised Southgate on a range of disciplines relevant to his field.

The thing is, the article makes two other key points, that really resonated with me.

Neurodiverse rebels

One is that this advisory board, people who think differently, are not rebels in the disruptive sense, but bring a fresh way of thinking to the table. This makes me think that the opposite of a neurodiverse environment is one that prizes a “cultural fit”. “Cultural fit” is shorthand for “we’re all the same” and while I appreciate that teams who can understand each other easily can maybe move more quickly or cut communication corners, they aren’t necessarily set up to find the best possible solutions. That’s because, as argued above, they are teams of intellectual clones, who will all approach a problem in the same way.

We need to be mindful in our hiring practices and with promotion and mobility that we steer clear of unconscious bias and really do choose the right person for the job, especially because not all neurodivergent adults are diagnosed and/or disclosed.

Embracing discomfort

And secondly, the article talks about echo chambers being comfortable but self limiting. I suppose this is an extension of the point above, but healthy challenge won’t always be comfortable. Comfortable is not going to result in innovation or creativity. And in a way, we select people like ourselves, those with “cultural fit” to avoid the discomfort that diverse teams should embrace.

But the prize on offer if we embrace this diversity is significant. This related article states that within economic forecasting, the average of the top 6 forecasters is 15% more accurate than the top forecaster’s estimate. That is because the top 6 forecasters each use different models that will take various factors into account.

Let’s all be a bit more rebellious, embrace the discomfort, and generate some innovative solutions!

Where can I read more on diversity of thought?

If you want to read more, Southgate’s Technical Advisory Board member Matthew Syed has written about this in his book Rebel Ideas: The Power of Diverse Thinking.

Adult Diagnoses

I went to a secondary school that had the motto “know thyself”. It never struck me as odd – as a teenager I interpreted it as “be true to yourself”. It was only later in life when I realised how little some of us actually do know ourselves.

Our understanding of neurodivergent conditions is increasing, and as a result many adults are facing earth shattering realisations that they have spent their whole lives being neurodivergent. This isn’t like realising you’ve got a cold; it smashes apart everything you thought you knew about yourself for you to pick up the pieces and put them all back with a different lens. Like starting with a Picasso and refitting the pieces into a Rembrandt.

Why is it important to talk about adult diagnosis?

Well, 2 reasons that I’d like to focus on – though there are many more.

Firstly, inclusion only works when it is top down. Senior leaders across all industries including the public sector need to be aware of diversity issues and promote inclusive practices for their staff and their customers. But there is a remarkable lack of senior leaders who are open about their neurodivergence.

In the UK, Vice Admiral Nick Hines, one of the most senior members of the Royal Navy, recently went public about his Autism diagnosis. Nick had been diagnosed at the age of 45, but waited 10 years before coming out, saying that he did so in order to make the Navy a better place to work.

You can read about Nick’s story here.

Adrian Chiles (yes, him off the One Show) also opened up last year about his recent ADD diagnosis, which he talks about here.

And Eastenders actress Luisa Bradshaw White revealed just last week that she is Bipolar, saying, “ [I] am shocked I didn’t get diagnosed earlier as I see patterns of it throughout my whole life”

But these individuals are in the minority. Every person in a position of influence or responsibility who is open about their neurodivergence is demonstrating that success is not reserved for neurotypicals, and is helping to breakdown the stereotypes and stigma associated with Neurodiversity.

An great example of leadership in practice comes from GCHQ. When they realised they needed staff with a skill set that matched the dyslexia profile, it was their Director of Strategy, Policy and Engagement along with two dyslexic employees who fronted the campaign.

Undiagnosed neurodivergent adults

And the second point I want to touch on is, what about all those adults out there who haven’t yet had their Eureka moment? The adults who might seek a diagnosis (or self diagnose) in 5, 10, 20 years time? At the moment, they are in the workplace, or meeting up with us for coffees, perhaps they are family members, and they aren’t any less neurodivergent than they will be when they get that piece of paper to make it official.

This means that our inclusive practices need to be wider that a strategy just aimed at neurodivergent people who have been diagnosed. We need accessible and inclusive practices that allow everyone to flourish, regardless of how and whether we label ourselves.