My life's journey has been coloured by the experiences of neurodiversity. Diagnosed from a young age, I had to learn how to navigate the challenges posed by dyslexia and dyspraxia. 

Lucky enough to be supported throughout my education, I was naive when joining the workplace, thinking that similar support would be readily available. To my surprise I was met with with minimal understanding and even less guidance, made to find my own way and generate my tools to support myself.

Many individuals missed the chance to get diagnosed due to either the support, or understanding not being accessible. Neurodivergence, diagnosed or not, has caused barriers for people in both society and the workplace that shouldn’t be there, making it considerably harder for them to unlock their full potential.

When I joined the workplace, I assumed that as I had known my challenges and set in place mediators, that I was no longer at a disadvantage. This was certainly not the case.

Although organisations can be willing to support employees, they first need to know how. Neurodiversity is a largely undiscussed topic in professional industries and I have witnessed first hand the difference between working for a company who is ‘willing’ to support you and working for a company who actually wants to.

Growing as a professional I have had a culture shift from my neurodiversity being a barrier I had to over come, into an unexpected source of strength that can utilise.