For a long time, neurodiversity at work has been treated primarily as a legal or compliance issue. Something organisations respond to when required, rather than something they actively design for. That framing is short-sighted and defensive. And honestly, it leaves a lot of value on the table. When organisations measure and understand neurodiversity within their workforce, the focus shifts. It stops being about “doing the right thing” and starts becoming about working more intelligently, for everyone who works there. Not as a softer approach, but as a more intentional, strategic, and commercially effective one. Neuroinclusion, done properly, is not charity. It is a high-performance strategy. The Business Case Isn’t Theoretical We do not need to rely on goodwill or moral arguments here. The data is already clear. Inclusive organisations consistently outperform their peers. A McKinsey report shows that organisations with strong diversity and inclusion practices are significantly more likely to see above-average profitability than those without them. Innovation and problem-solving: Deloitte research found that neurodivergent teams generate more ideas and, importantly, more commercially viable ones. Different cognitive styles challenge assumptions, spot risks earlier, and connect dots others miss. Accuracy and productivity: JPMorgan Chase’s “Autism at Work” programme demonstrated productivity increases of between 90% and 140% compared to peers, alongside fewer errors. That is not a marginal improvement; that is operational impact. Crisis response and adaptability: Many people with ADHD, for example, are highly practised at thinking quickly, switching focus, and generating options under pressure. The same traits that feel challenging in slow, rigid systems often become assets in moments of uncertainty or change. Different Brains Add Real Value This isn’t about positive thinking or trying to see a silver lining. It’s research and reality. Teams that include neurodivergent thinking perform better, not because everyone thinks the same, but precisely because they don’t. Different cognitive styles bring: Productive disagreement, where people challenge assumptions others don’t even notice, reducing groupthink and overconfidence. Better error detection, because teams with varied thinking styles are more likely to spot blind spots, risks, and flawed logic early. Higher-quality decisions, prioritising robustness over speed and consensus that holds up under pressure. This can look like and feel like friction. And it’s reasonable to ask why an organisation would want more of that. Because what feels uncomfortable is often a sign of a rigid system, one that is inefficient at its core. But I would argue that this friction is what prevents teams from making confident mistakes. An Overlooked Talent Pool, At Scale Around 15–20% of the population is neurodivergent. Yet many organisations are still fishing in the same narrow talent pool and wondering why recruitment feels so hard. To put that in perspective, according to the ONS and Ambitious about Autism , only 29% of autistic people are in paid employment. That is not a skills issue. It is a systems issue. When hiring processes reward being quick, confident, and good in interviews more than being clear, thoughtful, or accurate, capable people can quietly get sidelined. Neuroinclusive hiring is not about lowering the bar. It is about finally seeing talent that has been there all along. Why the Diagnosis-Led Model Is Holding Organisations Back Many workplaces still rely on what I call a "diagnosis gateway" approach. Support only becomes available once someone has navigated a long and emotionally demanding assessment process. This model is slow, expensive, reactive and dependent on a healthcare system that is widely known to be breaking. A more effective approach starts somewhere else. It assumes that people think, work, and process information differently, and it designs work around that reality from the outset. As Dr. Nancy Doyle often highlights, Universal Design reframes adjustments as performance optimisation rather than exception handling. It gives organisations a stronger baseline and avoids the costly pattern of waiting for someone to fail before intervening. Supporting People Without Losing Standards One of the biggest unspoken fears managers have is this: "If we accommodate neurodiversity, do standards slip?" It is important to be clear: Neurodiversity is not a free pass. UK case law, including a tribunal McQueen v General Optical Council , makes this explicit. Neurodivergence does not excuse harmful, aggressive, or inappropriate behaviour. Adjustments exist to help people meet the expectations of the role, not to remove accountability. When managers understand this, adjustments stop feeling like "favours" and start functioning as performance-hardening techniques. A Simpler Way to Think About It Think of your workforce like a mixing desk. Every person has different levels across different channels: focus, energy, communication, creativity, sensitivity, speed. A manager’s job is not to force every slider into the same position. It is to adjust the system so the whole track sounds right. Inclusive design makes sure every instrument can be heard properly. Not louder. Not quieter. Just as it was meant to sound, like a fully fledged, beautiful orchestra.

In today's fast-paced business world, employers are constantly seeking ways to boost productivity and employee satisfaction. However, many organisations overlook a simple yet powerful strategy that can transform team performance and well-being: understanding and accommodating different information processing styles. The Power of Processing Preferences Every individual has a unique way of absorbing and processing information. Some people thrive when reading written materials, while others prefer listening to audio content or watching video presentations. These preferences, often referred to as learning modalities or processing styles, play a crucial role in how efficiently employees can work and how satisfied they feel in their roles. Anne Gould's insightful post on content consumption preferences highlights the importance of recognizing these individual differences. By acknowledging and accommodating various processing styles, employers can unlock hidden potential within their workforce and create a more inclusive, productive environment. Benefits for All, Especially the Neurodiverse While this approach benefits all employees, it can be particularly transformative for neurodiverse individuals. Neurodiversity encompasses a range of cognitive differences, including conditions like autism, ADHD, and dyslexia. For these employees, having information presented in their preferred format can be the difference between struggling to keep up and excelling in their roles. By implementing accommodations based on processing preferences, employers can: 1. Increase overall productivity 2. Enhance information retention and comprehension 3. Reduce workplace stress and frustration 4. Boost employee engagement and job satisfaction 5. Foster a more inclusive work environment 6. Tap into the unique strengths of neurodiverse team members Cost-Effective Solutions with High Returns One of the most compelling aspects of this strategy is its cost-effectiveness. Many accommodations can be implemented with minimal expense, especially when compared to the potential gains in productivity and employee retention. Some practical, low-cost accommodations include: 1. Offering multiple formats for important information (written, video, audio) 2. Providing text-to-speech software for auditory learners 3. Implementing closed captioning for video meetings 4. Allowing employees to choose between in-person or written instructions 5. Creating quiet spaces for those who need to focus while reading 6. Encouraging the use of visual aids in presentations 7. Offering noise-cancelling headphones for employees sensitive to auditory distractions 8. Providing digital note-taking tools for those who prefer typing to handwriting Implementing the Strategy To effectively implement this strategy, employers should consider the following steps: 1. Assess current practices: Evaluate how information is typically shared within the organization and identify areas for improvement. 2. Survey employees: Conduct a survey to understand the diverse processing preferences within your team. 3. Develop a flexible approach: Create guidelines for presenting information in multiple formats whenever possible. 4. Invest in necessary tools: Acquire software or equipment needed to support various processing styles. 5. Train managers and team leaders: Educate leadership on the importance of accommodating different processing styles and how to implement these strategies effectively. 6. Encourage open communication: Create an environment where employees feel comfortable expressing their preferences and needs. 7. Monitor and adjust: Regularly gather feedback and assess the impact of these accommodations on productivity and employee satisfaction. Case Studies: Success in Action Several forward-thinking companies have already embraced this approach with impressive results. For example: - A tech startup implemented a policy of providing all important communications in both written and video formats. They reported a 20% increase in information retention and a 15% boost in overall productivity within six months. - A marketing agency created "focus pods" - small, quiet spaces for employees who prefer to read or work without distractions. Employee satisfaction scores increased by 25%, and the company saw a notable improvement in meeting deadlines. - A global manufacturing firm introduced text-to-speech software for their neurodiverse employees, resulting in a 30% reduction in errors and a significant increase in job satisfaction among those team members. The Future of Work: Inclusive and Adaptive As we move towards a more inclusive and diverse workforce, understanding and accommodating different processing styles will become increasingly crucial. This strategy not only enhances productivity but also contributes to a more equitable and supportive work environment. By recognizing the power of information processing preferences, employers can tap into the full potential of their teams, fostering a workplace where every individual can thrive. It's time for leaders to start the conversation: How can we better understand and accommodate the diverse processing styles within our organizations? In conclusion, this simple yet often overlooked accommodation strategy holds the key to unlocking hidden productivity, enhancing employee well-being, and creating a more inclusive workplace. As we continue to evolve our understanding of human cognition and workplace dynamics, embracing diverse processing styles will undoubtedly play a crucial role in shaping the future of work.

What ADHD Coaching Is, How It Works, and Whether It Might Help You

H ow to decide, and what to consider first. Disclosing ADHD at work is one of the biggest questions I see people grapple with. Not just in coaching sessions, but in late-night Google searches, forum posts, awkward WhatsApp chats with friends: “Should I tell my manager? Will it backfire? Will they even understand?”

It’s probably one of the most common questions I hear, whether it’s from employees trying to figure out what to ask for, or managers nervously Googling how to “do the right thing.” The honest answer? There’s no universal list. No neat handbook that says, “if you have ADHD, you’ll need exactly these things.” Because the truth is, even the most enlightened employers aren’t experts in your brain. If you’ve met a hundred people with ADHD, you’ve met a hundred entirely different brains. However it doesn’t have to be dramatic or expensive. In fact, the best adjustments are often small, human, and tailored to how your brain actually works. That’s why the most important part of this conversation isn’t the list of possible adjustments. It’s understanding what actually works for you. Asking yourself What lights you up at work? When do you feel most settled and focused? What situations leave you scattered, drained, or second-guessing yourself? In my coaching and the resources we’ve created at Adeptina, we always come back to this: adjustments start with self-awareness. Whether it’s noticing you do your best thinking out loud, or that you crumble in noisy spaces, or that written follow-ups keep your working memory from short-circuiting, these are gold dust insights. They’re what allow you to move beyond generic “ADHD tips” and build support that fits you. So if you’re asking, “What are reasonable adjustments for ADHD at work?”, here’s where I’d encourage you to begin: by getting curious about your own patterns, strengths, and needs. Because once you know that, it becomes so much easier to advocate for changes that truly make a difference. How do you figure out what adjustments you actually need? This is often where people get stuck. Even in workplaces that are supportive, many managers will still turn to you and say, “So, what do you need?” It’s a great question, and a hard one. Because if you’ve spent years quietly masking or muddling through, it might not be obvious. So here’s where to start 1. Look for patterns Take a moment to reflect on your typical workday or week. You might ask yourself: What are the moments that consistently trip me up or drain my energy? When do I procrastinate or spin out, even if I care about the work? When have I felt most calm, engaged, or even proud? For example, maybe you notice that long meetings without an agenda make your mind ping off in twenty directions. Or that you always think of your best ideas after you’ve left the meeting room. That’s useful data. It might point to needing agendas in advance, or permission to share follow-up thoughts later. 2. Think about how you process best In our guides, we often encourage people to notice: Are you someone who needs to see it, say it, or move around it? If you’re a visual processor, maybe you need diagrams, mind maps, or a Kanban board to feel organised. If you’re a verbal processor, regular check-ins where you can talk things through might make all the difference. If you thrive on movement, perhaps a walk-and-talk meeting beats a formal sit-down every time. Understanding your brain’s preferred way of taking in and working through information is like unlocking the instruction manual that was missing all along. 3. Dig into what’s helped (or hurt) before Sometimes it’s easier to start by looking backwards. When in the past have you felt most on top of things at work? What was in place then? Was it a clear routine? Was it a manager who sent everything in writing? Was it a role where you could work in intense sprints, then rest? Equally, noticing what hasn’t worked can be just as clarifying. The goal isn’t to pick yourself apart — it’s to gather clues. 4. Keep it practical, not perfect It can be tempting to look for some perfect solution. But most adjustments are simple. They’re tweaks that make it easier to show up as you, not constant workarounds to hide who you are. That might mean: Using noise-cancelling headphones in a busy office Getting project instructions in writing, not just a quick chat Having a short recovery window after intense meetings Or scheduling your most complex work for the time of day when your brain is actually online It sounds simple, but it’s powerful. Because reasonable adjustments aren’t magic. They’re often small, targeted tweaks that make your natural way of working easier. A few examples to get you thinking Sometimes we overcomplicate this. Reasonable adjustments can sound like a formal, intimidating thing. But in reality, they’re often small, thoughtful changes that make your brain’s job easier. Here are a few examples I’ve seen make a genuine difference for people with ADHD at work: Visual project trackers If your brain can’t hold all the moving parts in working memory (honestly, whose can?), having a visual way to see tasks laid out, like a Kanban board, Trello, or even sticky notes on a wall can bring huge relief. It’s about externalising your thoughts so your brain doesn’t have to carry them all at once. Flexible start times Maybe you’re sharper mid-morning, or you crash by 3pm. Being able to start and finish slightly earlier or later can help you match your energy curve, instead of fighting it. Regular “think out loud” sessions If you process ideas by talking them through, it might help to have a standing 15-minute check-in with your manager or a trusted colleague. Just space to verbalise where you’re at can bring clarity and avoid weeks of circling confusion. Written follow-ups If you’re someone who leaves a meeting full of ideas, only to realise later that you can’t remember half of them, ask for a short summary afterwards. Even bullet points can take the pressure off your memory and give you a stable reference point. Permission to step away Open-plan offices can be a sensory gauntlet. Sometimes the adjustment is as simple as having the green light to move to a quieter space or pop on headphones without feeling like you’re being rude. Combining sprints with recovery If you tend to hyperfocus or work in intense bursts, you might also need a conscious buffer afterwards, time to decompress or switch to easier tasks. Building that into your routine can prevent the all-too-common energy hangover. None of these is huge or particularly fancy. But they work because they’re specific to how your brain operates. They take what’s already true about you and make it easier, not harder, to do your job well. A little note on figuring this out I appreciate that spotting these patterns, and making sense of what they mean for you in real life it’s not always something you can do alone. It’s one thing to know you’re tired after certain tasks or that meetings leave your head spinning. But it’s another to really see the thread running through it all. To notice that, oh, this is actually about how you process information, or what energises you, or where your brain’s bandwidth gets eaten up. This is a huge part of what coaching is. There’s a skill (and a kind of deep listening) that we bring. Someone can be telling me a story about a random day at work, or how they handle Monday mornings, or why they hate Slack notifications and under all of that is so much data. About how they think, what their strengths are, where the friction is. It’s often from these ordinary stories that we start to uncover the gold. And that’s what helps turn vague frustrations into actual adjustments you can ask for, that make a difference. So if you’re still wondering “What are reasonable adjustments for ADHD at work?” it really comes down to this: They’re whatever helps you do your best work, with less friction and more ease. They’re whatever bridges the gap between how your brain naturally operates and the demands of your role. And figuring them out, whether that’s on your own, with a trusted friend, or with a coach who knows how to listen between the lines, is one of the most worthwhile things you can do. Whether it’s a small tweak to how meetings run, a bit more visual structure, or simply being able to work when your brain’s switched on, these are all valid. They’re reasonable. And you’re allowed to ask.

In response to my post last week about habit trackers and what they are good for, I’ve received a lot of requests for what I would recommend. I am also often asked this by my coaching clients , and essentially it comes down to what you want to track and what your personal requirements and preferences are. Identify Your Goals and Preferences Knowing a bit about your goals and preferences will help you select a habit tracking system that aligns with your objectives. Use this article to consider what you need. The first step to finding the right habit tracker is to understand what you want to accomplish. DO NOT go down that rabbit hole without setting some parameters for what you are looking for, especially if you are neurodivergent. There are many habit tracking service providers, and they are all good at selling the benefits of their product, so the most important thing is to know if you’re interested in the benefits they’re offering. Consider the habits you want to monitor. These might include: Positive habits: Water intake, journal writing, exercise Habits to reduce: Alcohol consumption, excessive screen time Habit tracking can be helpful if, for example, you suffer from time blindness. I am always surprised by how often my head says I haven’t done journaling ‘for ages’ for example and then I check my habit tracker and find out I only wrote something two days ago. Sometimes combating time blindness is about allowing your brain to acknowledge that you do things. Again super important if you are neurodivergent. Other key questions you might want to ask yourself are: Do you want to improve your fitness, enhance your productivity, or manage your time more effectively? Is simplicity more important to you than gamification? Are you a fan of good old fashioned paper and pen or do you have an iPhone or Android that you would like to use? How important is it for your tracker to sync with your laptop or your tablet? Below are some areas to consider when considering your own personal preferences. Some of them may not apply to you, but some might help you figure out what you want from a habit tracker so that you can get one that does the job. In addition to some suggestions, I’ve included some criteria I use myself.

For individuals with ADHD, the seemingly simple act of receiving compliments can often feel like navigating a complex emotional maze. The ADHD brain, wired for constant stimulation and self-criticism, tends to dismiss positive feedback, especially regarding tasks or abilities that come naturally. Let’s explore the challenges of accepting compliments for those of us with ADHD and consider what practical strategies there are to overcome these hurdles, ultimately leading to improved self-esteem and social interactions. The ADHD Compliment Conundrum: People with ADHD frequently struggle with low self-esteem and negative self-perception. This can stem from years of struggling with executive function, time management, and societal expectations. As a result, when faced with praise, the ADHD brain may automatically discount or reject the compliment, often before the individual has even fully processed it. Strategies for Success: 1. Embrace Verbal Processing: One effective technique for managing the immediate dismissal of compliments is to verbalise your thoughts. By saying your reactions aloud, you create an opportunity to catch and challenge negative self-talk. This process allows you to consciously examine your thoughts and potentially reframe them in a more positive light. 2. Recognise and Celebrate ADHD Strengths: Many individuals with ADHD possess unique talents and abilities that they may overlook because these skills come easily to them. It’s crucial to understand that what feels “effortless” to you might actually be a special talent. Take time to identify and appreciate your ADHD-related strengths, such as creativity, hyperfocus, or out-of-the-box thinking. 3. Practise Acceptance Through Simple Responses: Even if you don’t fully believe or internalise a compliment, responding with a simple “thank you” can be a powerful first step. This practice acknowledges the other person’s kindness and helps rewire your brain to become more receptive to positive feedback over time. 4. Seek Clarification and Specifics: If a compliment feels vague or difficult to process, it’s perfectly acceptable to ask for more details. Requesting specifics about what the person appreciated can help make the compliment feel more concrete and easier to accept. 5. Reframe Your Perspective on Compliments: Remember that accepting a compliment isn’t solely about you – it’s also about allowing the other person to express their appreciation. By shifting your focus to the giver’s intention, you may find it easier to receive praise graciously. 6. Incorporate Positive Affirmations: Regular use of positive affirmations can help build a more robust and positive self-image. Take time each day to remind yourself of your strengths, accomplishments, and unique qualities. This practice can make it easier to accept external compliments as they align with your internal dialogue. Learning to accept compliments with ADHD is a skill that requires patience and practice. As you implement these strategies, be kind to yourself and acknowledge that change takes time. With consistent effort, you can develop a healthier relationship with praise, leading to improved self-esteem and more positive social interactions. Remember, your ADHD brain may initially resist compliments, but with these tools and techniques, you can learn to embrace and benefit from the positive feedback you receive. Celebrate your progress, no matter how small, and continue to work towards a more confident and self-assured you. You can download our free ebook “Thriving with ADHD at work” and there are also Access To Work resources available .

I know I don’t fit the stereotypical image of someone with ADHD. I got good grades in school, and I have a successful career, but I suppose that’s what makes writing this feels important. I got my diagnosis of ADHD, combined type, in Jan 2021. It was a rocky start to the year but overall, it was an overwhelmingly positive experience. Can you imagine what you’d think if an educated professional turned around and told you, “ This is why you are the way you are.” Wouldn’t you be grateful? I was ready to give it a label, and it made me feel more ok about myself and allowed me to lose some of the shame I didn’t even know that I carried around. I felt good about the label as to me, it explained so much. It is as if someone has found the manual that goes with my brain and reading and understanding about my own ADHD has really helped me understand myself better. While I haven’t told many people, I have told a few, and the most common question I get is, “Do you wish you had known sooner?” When I look back all I can see and appreciate is how I navigated my way through school and work, how and why I made certain decisions at times in my life, and I do so without feeling regret or blaming my parents. If anything, it tells me that my abilities are limitless. I also feel positive because, when I look forward, there’s no need to fix anything. I’ll just find what works for me, and that’s ok. As far as my life has gone, I have done well, but I know I have been hard on myself at times, so if anything, this diagnosis has given me permission to be kinder to myself. Here is where having ADHD and getting a diagnosis differs from not knowing that you have it. I’m simply able to allow myself to be …. Happier . I hope that this opens up more conversations about neurodiversity. I’m certainly open to questions and discussions. What are your thoughts?

Access To Work updated their online application in October 2023. This video pertains to the application process before this change. In this video, I created a step-by-step tutorial guide to help people with ADHD easily apply to the Access to Work grant scheme. This scheme allows individuals to access funding for things like ADHD coaching, assistive technology, and support workers. Applying for this grant can be a daunting process, especially for those with ADHD. However, my tutorial simplifies the process and breaks it down into easy-to-follow steps. By the end of the video, viewers will have a clear understanding of how to apply for the grant and will be one step closer to accessing the support they need to thrive in the workplace.