Neurodiversity at work – creating inclusive cultures through awareness, support, and action

How can your organisation better support neurodivergent employees and unlock the potential of a largely underrepresented group? 

In our latest Wellness Cloud webinar, held between Autism Acceptance Week and Equality, Diversity and Human Rights Week, we brought together expert voices and lived experience to have an honest conversation about what it really takes to create more inclusive workplaces. 

We were joined by: 

• Ellie Stark, ADHD coach and neurodiversity advocate 
• Daniel Chapman-Harris, Head of L&D at Octopus Investments and Chair of their D&I Steering Group 

Together, we explored the practical, cultural, and strategic steps businesses can take to better support neurodivergent colleagues.  

With 15% of the UK population considered neurodivergent and employment rates still disproportionately low across conditions like autism, ADHD, and dyslexia – the discussion explored the personal toll this can take, and how more inclusive workplaces can change lives. 

The transformative power of a diagnosis

Ellie Stark shared her powerful journey to an ADHD diagnosis at 35 – after years of burnout, job-hopping, and wondering why everyday tasks felt so hard. 

“For a long time, I blamed myself,” she said. “Why couldn’t I get to meetings on time? Why did I always feel like I was underperforming, even when I got positive feedback?” 

Getting a diagnosis was a turning point. It helped Ellie let go of years of guilt and begin to understand her brain, not as broken, but simply different. 

She spoke about how transformative a diagnosis can be, especially at work. It’s not just about labels – it’s about access to support, greater self-understanding and confidence, and the ability to thrive on your own terms. 

What’s preventing adults from being diagnosed?

A diagnosis can be life-changing, but for many adults, the path to getting one is anything but simple. Ellie spoke openly about the barriers: years-long NHS waitlists, limited GP awareness, high private costs, and the internalised stigma that comes from “masking” symptoms over time. 

Dan shared how Octopus Investments is working to change that. Recognising the impact a timely diagnosis can have on wellbeing and performance, the company offers practical support such as occupational health assessments, signposting to trusted clinicians, and, in some cases, funding private diagnoses to bypass long delays. 

It’s all part of a broader commitment to creating a workplace where neurodivergent colleagues don’t just feel accepted – they’re empowered to thrive. 

By removing barriers and opening up access to support, employers can help individuals get the answers they need sooner, reduce long-term stress, and feel confident in bringing their whole selves to work. 

Because the impact goes far beyond productivity. When neurodivergent employees feel seen, supported, and understood, it can ease anxiety, build self-worth, and allow them to finally stop hiding. 

As Ellie put it: “I went from constantly questioning my worth to finally understanding my strengths. That shift alone transformed my wellbeing.” 

Creating this kind of culture isn’t just inclusive – it’s transformative. 

What makes a workplace neuro-inclusive?

Dan spoke about how creating a neuro-inclusive workplace isn’t about waiting for a diagnosis or treating inclusion as something ‘extra’. It’s about building the kind of culture where everyone feels supported to do their best work, by default. 

Here’s what has made a difference at Octopus: 

Manager confidence is key 
Many of our managers had some awareness, often through a family member, but weren’t sure how to apply that at work. They were afraid of getting it wrong. That’s why we introduced mandatory neurodiversity training as part of our leadership development. It covers seven neurodivergent profiles and gives our teams the knowledge and confidence to support people effectively. 

You don’t need a diagnosis to offer support 
We tell our managers: it’s not your job to diagnose anyone. But you can provide structure, flexibility, and empathy. Sometimes it’s small adjustments, like offering quiet zones, fixed desks, or the option to wear headphones, that make the biggest impact. 

Make psychological safety the norm 
The goal is to create a space where people feel safe enough to express what they need, without fear of judgement. That’s when real inclusion starts to happen. 

Treat support as good management 
For some people, accommodations are a preference. For others, they’re essential. But either way, understanding and supporting your team should be a core part of how we manage, not a special exception. 

It’s not about having all the answers. It’s about being open, informed, and willing to adapt. 

Hormones, gender, and hidden neurodivergence

One of the most powerful parts of the discussion explored how neurodivergence often presents differently in women and how this leads to missed or delayed diagnoses. 

Ellie spoke about the growing number of adult ADHD diagnoses among women during life stages such as puberty, post-partum, and perimenopause. These are times when oestrogen levels dip, impacting dopamine regulation and amplifying symptoms like overwhelm, forgetfulness, and mental fatigue. For many, this hormonal shift is what finally brings long-masked challenges to the surface. 

Dan reflected on his experience teaching in a girls’ school, where students who weren’t disruptive were often overlooked. Many had learned to mask their symptoms, internalising their struggles instead of receiving support. 

This intersection of gender, age, and neurodiversity is still under-recognised in many workplaces. It points to the need for more joined-up thinking where menopause networks, neurodiversity champions, and parents/carers ERGs work together to better understand and support employees across their life stages. 

Parental support and mentorship

For parents of neurodivergent children, the challenges don’t end at the office door. Increasingly, forward-thinking organisations are offering support from toolkits and workshops to peer-led coffee mornings and expert-facilitated groups. 

At Wellness Cloud, we host specialist-led meetups where parents can share experiences, ask questions, and access practical guidance. 

Dan shared a powerful example from Octopus: a team member’s son, newly diagnosed with dyslexia, was connected with a senior partner who shared the same condition.

“That one conversation reshaped how he saw his future,” Dan said. “Sometimes, it’s the simple, human connections that make the biggest difference.” 

Workplace inclusion isn’t just about employees – it’s about supporting the realities of their lives beyond work, too. 

From insight to action

We ended the session with one final poll: Where could your company improve? The top answers echoed what we’d heard throughout the conversation -manager training, post-diagnosis adjustments and access to coaching or mentorship. 

The takeaway? Creating a neuro-inclusive workplace isn’t about sweeping changes or big budgets. It starts with curiosity, compassion, and the willingness to ask: “What do you need to succeed?” 

As the session wrapped up we asked Ellie and Dan to share one piece of advice for leaders looking to take meaningful action today. 

Ellie’s advice: “Ask, don’t assume. And remember, neurodivergent coaching isn’t just helpful ­– it’s transformative when delivered by someone who truly understands how the neurodivergent brain works.” 

Dan’s advice: “Revisit your role design and challenge assumptions. Can the job be done differently? Can it be shared? Neuro-inclusivity doesn’t require perfection – it requires openness, learning, and a human-centred approach.” 

To learn more about how Wellness Cloud can support your organisation with neurodiversity coaching, training, or facilitated networks, get in touch at info@the-wellness-cloud.com