As the Managing Director of This is Milk and the founder of Neve Learning, my mission revolves around promoting psychological safety and inclusivity within the workplace. My personal journey as a neurodivergent individual, with an adult identification of dyspraxia and a childhood that aligns with what would now be considered on the autism spectrum, fuels this dedication to creating a better world not just for myself, but for my clients, colleagues, and family.
It’s estimated 20% of the UK population is neurodivergent and conditions like ADHD and dyspraxia, often misunderstood and undiagnosed, exert profound impacts on individuals’ lives. Lockdown pressures in the last few years have brought to light the struggles faced by many adults, as diagnosis rates remain alarmingly low, particularly within school settings. These conditions, resembling icebergs, present visible challenges such as poor concentration, masking deeper issues like insomnia and low self-esteem.
My own experience growing up without acknowledgement or support of my unique wiring, was one littered with depression and anxiety particularly as a child and teenager. I struggled with sports and social skills, handwriting, sequences such as time tables, and was continually told I had the potential for higher achievement. My first year in school, they thought I was mute, and as I got older, I frequently found I just didn’t understand other childrens’ humour. I always felt like an outcast, misunderstood in school and at home.
When I moved to a new neighbourhood at 11 and started Junior High, my mother had to get the teacher to help me make friends. I just didn’t know how. Honestly I don’t think I learned social skills until my 20s. I was 27 when I was identified as Dyspraxic, and that at least gave me a partial understanding of some of my struggles.
However at this age, I was also in a good professional job, had a 1st Class degree, owned my own home, and was just about engaged to my now husband. Since this time, I’ve overcome much, and now have two children, a business that supports 12 households. I speak in front of hundreds of people, and rarely feel overwhelmed by self loathing, depression or anxiety, as I did in my younger days.
Research underscores the unique strengths possessed by neurodivergent minds, including creativity and adaptability, which are increasingly vital in our rapidly evolving world. Despite societal barriers, numerous individuals, including notable celebrities and business leaders like Ikea founder Ingvar Kamprad, Sir Richard Branson, Greta Gerwig,Dave Grohl, Melanie Robbins, Lily Allen, Barry Keoghan, Zooey Deschanel, and Justin Timberlake, have thrived while managing ADHD. I include myself now in this group of people succeeding regardless of dyspraxia or ADHD/autistic traits.
As a business leader, I advocate for inclusive workplaces where everyone feels valued and supported. By implementing inclusive hiring policies and flexible work arrangements, organisations can effectively harness the strengths of neurodivergent individuals, benefiting both employees and the company.
In my journey, I’ve encountered invaluable resources that have reshaped my perspective and approach to leadership. “The Fearless Organization” by Amy Edmondson is a cornerstone text on psychological safety, emphasising the importance of fostering environments where individuals feel safe to express themselves and take risks. Similarly, Simon Sinek’s “Leaders Eat Last” underscores the essence of servant leadership, highlighting the profound impact of leaders who prioritise the wellbeing of their teams.
Through initiatives like Neve Learning, we’re reshaping workplace learning paradigms and championing diversity. I firmly believe that continuous learning is the cornerstone of success, particularly in environments characterised by constant change. As a business dedicated to transformation, our success hinges on our ability to embrace change and facilitate ongoing learning opportunities for ourselves and our clients.
The concept of neurodiversity is gaining traction, challenging traditional notions of neurological differences as deficits to be corrected. Instead, neurodiversity advocates for embracing these differences as integral aspects of human variation. The growing identification of conditions like ADHD and autism, fuelled by increased awareness, underscores the need for businesses to accommodate and support neurodivergent individuals.
Despite the potential benefits, neurodivergent individuals still face significant employment challenges. Statistics reveal stark disparities, with only 21% of people with autism in employment and a significant portion of prisoners thought to have ADHD. This underscores the urgent need for workplaces to become more inclusive and accommodating.
Creating a neuro inclusive workplace begins with fostering psychological safety, an environment where individuals feel empowered to speak up, challenge norms, and take risks. This is not only essential for nurturing high-performing cultures but also crucial for supporting marginalised groups, including neurodivergent individuals.
