An article from Matt Boyd – Founder of Exceptional Individuals

Neurodiversity Celebration Week is still relatively new, but each year the conversation seems to grow. More organisations are getting involved, more employees are talking openly about how they think and work, and there is a growing recognition that workplaces need to make space for different ways of thinking.

For companies like Hey Girls, that conversation has not been limited to a single week in the calendar. Over the past few years, they have been exploring what it actually means to support neurodivergent colleagues in the workplace, not just in theory, but in the everyday experience of their team.

At Exceptional Individuals, we have been fortunate to be part of that journey. Our partnership with Hey Girls has developed gradually over time through conversations, coaching, training and supporting members of the team when needed. What stands out is not one single initiative, but a willingness to keep asking the question: how do we create an environment where people can genuinely do their best work?

Because awareness weeks are useful, but they are only the starting point. The real progress tends to happen in the months and years that follow.

How the partnership began

Around nine years ago I first met Chris Shutt, Managing Director at Hey Girls. At the time we were building Exceptional Individuals with the aim of supporting neurodivergent people into employment and helping organisations better understand the barriers that still exist in the workplace.

One of the biggest of those barriers is disclosure.

For many neurodivergent people, deciding whether to tell an employer about how they think or process information can be a difficult decision. Particularly for people now in their 40s, 50s or 60s who grew up in education systems where neurodivergence was often misunderstood or stigmatised. Many spent years masking their differences simply to get through school or early careers.

What we have seen over the years, though, is that when organisations create the right environment, things start to change. People feel safer talking about how they work. They begin to ask for adjustments that allow them to perform at their best.

Through the work Hey Girls has been doing internally, and through conversations with Chris over the years, we have seen that shift first hand. More people are recognising their neurodivergence and more employees feel comfortable speaking openly about it.

Creating the right environment

When disclosure increases, organisations have an opportunity and a responsibility to respond.

Neurodivergent talent brings a huge range of strengths into organisations, from creativity and deep focus to pattern recognition and problem solving. But those strengths often depend on whether people are able to work in ways that suit them.

Part of the approach at Hey Girls has been helping employees better understand themselves. Staff have had the opportunity to explore neurodivergent traits through online characteristics quizzes, which allow people to reflect on how they think and where their strengths may lie. Tools like these neurodiversity quizzes and screening tools can give individuals a starting point for understanding whether they may have traits linked to autism, ADHD, dyslexia or other forms of neurodivergence.

For some people this can be the first step in recognising patterns they may have experienced throughout their lives.

For example, someone who suspects they may be autistic might begin by taking a short screening tool such as this autism traits quiz. While it is not a formal diagnosis, it can help individuals recognise common traits and decide whether they would like to explore a professional assessment or workplace support.

Supporting managers and teams

Alongside this, we have worked with Chris directly through coaching and training, and supported members of the wider team when needed. Manager training has also been an important part of the process.

Managers often want to support their teams but are unsure how to approach conversations around neurodiversity. Practical sessions such as neurodiversity workplace training and manager workshops can help leaders understand the strengths neurodivergent employees bring, while also giving them tools to communicate and support different working styles.

When managers feel confident having these conversations, it creates a much more supportive environment for everyone involved.

Leadership and openness

Leadership also plays a crucial role in shaping workplace culture.

When senior people within an organisation speak openly about neurodiversity and the support that has helped them, it sends a strong signal across the workplace. It shows that different ways of thinking are recognised and valued rather than hidden.

Chris has played an important role in building that culture at Hey Girls. By being open about neurodivergence and the support that can help individuals succeed, it becomes easier for others in the organisation to have those conversations too.

Often the adjustments that make the biggest difference are not complicated.

Sometimes it is simply providing the right software or tools that help someone organise information or communicate more clearly. In other cases it might be flexible working arrangements, clearer communication practices, coaching support or simply creating spaces where employees can talk about their experiences and share ideas.

Small changes, when done thoughtfully, can have a significant impact on how people experience work.

Our work with Hey Girls has shown how this kind of culture can develop over time. By continuing the conversation and putting practical support in place, organisations can create environments where neurodivergent employees feel genuinely supported.

Neurodiversity Celebration Week is an important moment to highlight these conversations.

But the real opportunity lies in what happens after the week itself has passed.

When organisations invest in inclusive cultures, support their managers and give employees the tools to understand themselves better, they unlock a huge amount of talent that has historically been overlooked.

And when that happens, everyone benefits.