Posted on September 30th, 2025
by Marketing
As ADHD Awareness Month begins, conversations around neurodiversity are moving from the margins to the mainstream — in tribunals, government priorities, and boardrooms alike. Ahead of their talk at HOT Networking, we sat down with trainer and coach Kathleen Helm to hear their take on what neurodiversity really means for workplaces today.
Kathleen joins us at our HOT Networking event on Wednesday 8th October, 8 am-10am for Neurodiversity in business: The What, Why & How
What does “neurodiversity” really mean?
Kathleen: Essentially, neurodiversity is the diversity of human brains. Often, when we hear about neurodiversity it’s in relation to Autism, ADHD and Dyslexia – but neurodiversity is much broader than that. I go into this more in my talk on the 8th, but fundamentally neurodiversity (and the neurodiversity movement) is about respecting that there is no one “correct” way to think, feel or act and that variation is natural and we should embrace that and create classrooms, workplaces and a society where every type of brain can thrive.
Why should businesses prioritise neurodiversity right now?
Kathleen: Honestly, because the world is paying attention. Awareness has exploded over the last few years, you only have to look at the fact that references to neurodiversity in UK job adverts have gone up about six-fold since 2019. It’s also showing up more and more in tribunals, which tells you something important: people aren’t just aware, they’re expecting workplaces to get this right, and they’re willing to challenge if they don’t. Even the government has started putting more focus on it.
But it isn’t just about avoiding risk. When neuroinclusion is done right it pays dividends.
Acas found that neuroinclusive organisations had a staff turnover averaging around 8% rather than the national average of 34%. Harvard Business Review found that neurodiverse teams are up to 30% more productive.
And the companies that make these adjustments have higher satisfaction and productivity across the whole team, not just the neurodivergent colleagues. Because the things that help neurodivergent brains – greater flexibility, choice and clarity in how we communicate, psychological safety, workplace technology – are good for everyone!
It’s good business sense. Neuroinclusive companies attract more talent, keep that talent, have happier staff, benefit from more diverse thinking and ultimately, end up with an environment where work actually works better for everyone.
You were diagnosed with Autism and ADHD later in life. How has that shaped your perspective?
Kathleen: It’s interesting being both Autistic and ADHD. I didn’t really fit the cliché of either, so whilst I knew I was different, I found it hard to get any real guidance or support.
My brain is one that is great in a crisis, great with a short deadline and great when I’m interested. I knew I could be brilliant, but I struggled to be consistent so I lived my life in a constant flux between soaring success and a suffocating struggle. It’s a mind that can be incredibly unwieldy and frustrating to live with, both for myself and I imagine, others. It’s caused me some real challenges in both work and my personal life and at times it felt like living with a ticking time bomb.
It was only after my diagnosis’ that I started to understand why I had struggled to be consistent. For the first time, I understood how my brain operated, what impacts my functioning and ultimately how to harness my strengths and mitigate my weaknesses. Now that I know how my brain works, I design my life and my work around it, and I get to enjoy my work and lean into my strengths. Managing my brain can be hard work at times, but I’m no longer so exhausted and frustrated. Instead for the first time the word “potential” feels like a promise rather than a unobtainable burden.
What practical steps can organisations take to be more neuroinclusive?
Kathleen: Every industry, every company, every employee has their own challenges and solutions. But if I were to give some general advice…
Look beyond diagnosis
Being neuroinclusive isn’t about just supporting the people who come to you with a diagnosis and a list of reasonable adjustments. Your employees and customers deserve to feel that their way of thinking, feeling and experiencing the world is welcomed and supported regardless of their diagnostic status, their awareness of their brain or their ability to articulate their needs. This isn’t about gatekeeping, it’s about opening the door to everyone working the way that works for them.
Stay flexible
With that in mind. Look at the fixed points in your workplace. Are they fixed out of necessity or habit? From start times to interview process, communication systems to remote working policy, meeting structures to workplace hierarchy. Do your ways of working reflect your values, your staff and customers’ needs and how you work best? Or are they just “the way things are? Trial a new system, design your work around the brains that make it possible.
Start the conversation
If your organisation celebrates inclusivity events, why not add neurodiversity to your agenda? It’s a great time to start with October marking ADHD awareness month.
You can also model your openness to working differently through considering your own “pain points” and how your brain might work better. If you find it hard to concentrate in early meetings could you request no meetings before 10? If you find networking small talk suffocating, ask your team for their best “big talk” questions. Do your best ideas come when you talk aloud? Why not ask a colleague if they have 5 minutes to listen to you ramble uninterrupted?
What can people expect from your upcoming session?
Kathleen: Well first of all I love talking about this stuff so I’ll probably move around a lot and (despite my best efforts) speak too fast sometimes!
But mostly, I’ll be breaking down what neurodiversity is, why it’s such a “H.O.T” topic (if you see what I did there!) and there’ll be plenty of quick takeaways that you can go ahead and get started on straightaway.
Whether you’re proudly neurodivergent or honestly a bit cynical about “all this stuff”, I hope to get you curious and spur some excitement about how switching it up and working with your brain/s could revitalise you, your staff and your business.
Connect with Kathleen on LinkedIn
Or at www.ThinkKinetic.co.uk
So there you have it, our thanks to Kathleen for this guest blog. We hope to see you at next week’s HOT Networking (Wednesday 8th October, 8am-10am).
