Embracing Neurodiversity in the Workplace
Pictured above: Lydia Clarke, Vibe Team Lead, and Danielle Malcolm, Learning and Wellbeing Practitioner at Vibe.
As part of Neurodiversity Celebration Week, we sat down with Learning and Wellbeing Practitioner at Vibe, Danielle, and Vibe Team Leader, Lydia, to discuss the importance of inclusivity in the workplace and practical steps to create supportive environments for all employees.
Danielle, tell us a bit about your role as a Learning and Wellbeing Practitioner and how being neurodivergent has influenced your role in Vibe.
Danielle: I support neurodivergent young people aged 12-18 at Vibe. Being neurodivergent myself gives me a deeper understanding and acceptance of the small things that might be bothering them. It allows me to see things from their perspective, almost like viewing the world through a different lens. When I share my past experiences, I can relate to what they’re going through. Some of the struggles I faced as a teenager – before I even knew I was neurodivergent – are now challenges that many of the young people I support are experiencing.
What adjustments or support have helped you succeed in your role?
Danielle: Understanding is the biggest one – recognising that I work and process things differently. It’s been amazing to feel valued for my quirks rather than seen as a nuisance. Lydia, you are great at highlighting my strengths and integrating them into my role.
For example, I find busy transitions difficult. When Vibe moved to a new space in the building, I initially found it overwhelming, but I was quickly supported with a quiet room and tasks that helped me settle in. After meetings, you always check in to make sure I understand what’s expected of me. Having clear and concise timescales helps because I can’t always do everything at once – I need breaks. You’re also great at recognising when I need a movement break, a fidget, or a walk outside, which makes a huge difference.
Lydia, how do you approach fostering an inclusive and supportive work environment in our team?
Lydia: Flexibility is key. We need to create an empathetic environment. It’s about focusing on the strengths of each individual and working together as a team.
One of the biggest things is avoiding surprises. I never want to put something unexpected on your plate that might cause overwhelm. Keeping the day structured is helpful for everyone – knowing when to take breaks or quiet time. We also start the day with one-to-one wellness check-ins, which help ensure everyone feels supported throughout the day.
What practical steps can leaders take to better support neurodivergent employees?
Lydia: First and foremost, the environment needs to be non-judgmental. When every team member’s contributions are valued, it unlocks their full potential. Having quiet spaces and practical accommodations in place is incredibly beneficial.
Getting to know your team on a deeper level also makes a difference. Danielle, you often think outside the box, which brings valuable perspectives to our team. Embracing different ways of thinking and working together in a collaborative way helps everyone thrive.
Why do you think inclusive workplaces benefit everyone?
Danielle: They introduce new ways of working. When you feel safe and accepted for who you are, you can be your authentic self without fear.
Lydia: Absolutely! Inclusivity fosters creativity, allowing every team member to contribute their strengths. When people feel valued for who they are, they’re more engaged and innovative. Celebrating individual strengths makes the entire team stronger.
It is estimated that 1 in 7 people are neurodivergent—that means potentially around 15% of the UK population—these could be your customers, clients, or people you interact with, employ, teach or support—and across a variety of settings in all aspects of life.
Our neurodiversity training, consultancy and advice service helps organisations to create neuro-inclusive environment. To learn more about making your organisation neuro-inclusive, chat to us.
Email the team at: connect@donaldsons.org.uk
