Trump and his administration have no idea what DE&I means. People who say DE&I “is out” have no idea what they mean.
A couple of years ago, I completed a Neurodiversity Awareness Certification with Animas Centre for Coaching in the UK—an eye-opening journey featuring exceptional speakers and professors from the UK and USA. Among these inspiring voices were Daniel Aherne, who eloquently explained neurodiversity using a vivid analogy of a cactus needing a desert to thrive; Gem Kennedy, whose intersectional approach illuminated the deep layers of diversity within neurodivergent experiences; Dr. Nancy Doyle founder of Genius Within CIC who highlighted practical strategies and the critical need for neurodiversity-affirming coaching; and Atif Choudhury, who reminded us of the vital distinction between diversity (counting people) and inclusion (making people count) and again Thomas Armstrong Ph.D. Executive Director of the American Institute for Learning and Development and his Eight Kinds of Smart: Building on a Neurodivergent Client’s Assets to Help Them Succeed in Home, Work, and Life,” based on the concept of Multiple Intelligences (MI) theory. And the incredible Marcia Brissett-Bailey BSc, PG Dip (QCG), MA,IPSEA , top 50 Neurodivergent woman in the UK who shared her story of Dyslexia through an intersectional lens. Then we had Gem Kennedy, whose key message emphasised the need for an intersectional, affirming, and trauma-informed approach in coaching Autistic individuals to genuinely validate their experiences and accommodate their unique needs. Nathan Whitbread ACC shared how partnering well with neurodivergent thinkers means shifting from #drama to #empowerment—creating safe, collaborative, and inclusive coaching relationships where difference is not just accepted, but actively welcomed.
Simply put, neurodiversity recognises neurological differences—such as #Autism, #ADHD, #Dyslexia, #Dyspraxia, #Dyscalculia, #Dysgraphia, #Tourette’s, and #Sensory Processing Disorders—not as conditions to “fix,” but as valuable variations in human cognition. As Atif Choudhury profoundly stated, “We are all neurodiverse; we are just not all marginalised because of it.”
During the certification, I had a profound “aha!” moment. As Daniel Aherne discussed ADHD and burnout, I connected the dots between my repeated burnouts and anxiety, eventually leading to a formal evaluation and diagnosis of #ADHD and #Complex #PTSD. This newfound understanding has profoundly reshaped my life and career, empowering me to choose freelance work—an environment that leverages my strengths far better than traditional office roles. The thought of working in an office all day long today, every day, has me running for the hills. It has also led me to certify as a trauma-informed coach. Trauma is not the event itself, but what happens inside of us as a consequence of that event. My passion is to seek this from a leadership perspective, how leaders that have not dealt with their own stuff perpetuate their own trauma onto their teams and vice-versa, how #leaders that know nothing about how trauma works are unable to handle the traumatic triggers team members will be dealing with. We are all only human after all. We are not invincible. We need each other to figure this out.
Living and working in #Italy, I’ve experienced firsthand that openly discussing neurodivergence still carries significant stigma. This is not talked about enough and often talked about creates even more stigma. Sharing my story here means risking judgment; yet, I firmly believe that authenticity is key to fostering more profound understanding, acceptance, and inclusion. Recognising and embracing my neurodiversity has allowed me to thrive in my chosen path, challenging the traditional norms that often hinder neurodivergent individuals in conventional workplaces.
Why does neurodiversity belong at the heart of DE&I? Neurodivergent individuals represent at least one-third of the population, many of whom remain undiagnosed or misunderstood, often contending with misconceptions, barriers, and internalised shame. As Gem Kennedy Kennedy shared, the “double empathy problem” often leaves neurodivergent individuals misunderstood, further emphasising the critical need for awareness and genuine inclusion.
As a coach, my role is not about diagnosing but creating psychologically safe spaces where neurodivergent individuals can thrive.
!!!! Share your thoughts on where you are with this Neurodiversity awareness, I’d love to know!!
Here are some invaluable resources to deepen your understanding:
Books:
- The Pocket Guide to Neurodiversity by Daniel Aherne
- The Power of Neurodiversity by Thomas Armstrong
- Black, Brilliant and Dyslexic by Marcia Brisset-Bailley
- Driven to Distraction by Edward M. Hallowell and John J. Ratey
- Unmasking Autism by Devon Price Devon Price
- Neurotribes by Steve Silberman Steve Silberman
Websites and Organizations:
- Neurodiversity Hub
- ADHD Foundation
- Autistic Self Advocacy Network
- Genius Within
- Diversity and Ability
Let’s move beyond awareness to actively create neuro-inclusive environments where everyone truly counts. I’d love to hear from you—how has embracing neurodiversity influenced your personal or professional journey?
