Specialist Support For Employers and People in Work
With 15+ years of leadership experience, I understand the impact of fostering inclusive workplaces bringing both professional and lived experience to my work with individuals, employers, and teams.
I recognise the systemic barriers to neuroinclusion and the challenges of navigating workplaces not designed for neurodivergent thriving—even within well-intentioned leadership. My approach is rooted in Disability Justice, Anti-Oppressive Practice, and Intersectionality Theory, ensuring an equity-focused perspective.
I also understand firsthand the realities of workplace stress, burnout, and the complexities of disclosure, particularly for those facing systemic oppression. My passion lies in helping organisations embrace neurodivergence as a strength, fostering creativity, innovation, and authentic collaboration.
How I Can Help You
1
Workplace Needs and Strengths Profile
Whether it's for an Access to Work referral and Awards assessment, or an employer looking to support their team members through affirming, inclusive leadership and management, I work with Autistic and ADHD individuals to develop a Workplace Needs and Strengths Profile which identifies their communication and sensory processing strengths and support needs.
The resulting profile supports individuals looking to self-advocate in the workplace, e.g., discussions around reasonable adjustments and managers, leaders and HR professionals looking to provide neurodiversity-affirming workplace environments and leadership.
2
Training and Workshops
My workshops and training empower teams to:
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Understand neurodiversity and its value in the workplace.
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Develop inclusive communication and management skills.
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Build cultures where everyone feels respected and valued
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Bridge the empathy gap that occurs between neurodivergent, allistic and neurotypical people.
All of my training is informed by Disability Justice, Anti-Oppressive practice and intersectionality theory.
3
Tailored Workplace Consultations
Every team and organisation is different, which is why I take the time to understand your team and organisations unique needs and goals.
From reviewing policies and workplace accessibility, to addressing team dynamics through consultation, observation, audit and team input, I’ll work with you to create actionable strategies that support neurodivergent employees and strengthen your organisation, informed by evidence based practice (McDowell, Doyle & Kiselevaz, 2023).
4
Coaching for Neurodivergent People in Work
I know that navigating workplace dynamics can sometimes be complex, especially for neurodivergent employees and multiply marginalised people. I offer coaching to help individuals:
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Deepen their self-understanding through greater awareness of their neurotype.
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Explore the dynamics of masking, unmasking, including the influences of intersectional experiences in the workplace.
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Explore the influences of internalised ableism and workplace-related burnout.
5
Coaching for Neurodivergent Teams and Leaders
I know that navigating workplace dynamics can sometimes be complex, especially for neurodivergent employees and their managers. I offer coaching to help teams:
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Build stronger communication frameworks.
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Recognise and harness neurodivergent strengths.
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Address and resolve challenges collaboratively.
Why Work With Me?
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Experience You Can Trust: With 15 years of management and leadership experience, I understand the pressures and responsibilities leaders face. Whilst I will work with you through my self-employed role, I also continue to work in an employed setting, remaining up to date on real-world organisational dynamics.
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Personal Perspective: My lived experience as an AuDHD person in work means I bring empathy, authenticity, and real-world insights to every engagement.
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Inclusive and Practical Approach: My work is rooted in intersectionality and disability justice, ensuring that the solutions we create together are both effective and equitable. Please note, where my intersectional identity does not align with your needs, I will work with you to find the right alternative person, or may bring in an Associate with that lived experience.
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Keeping up to date on research and community feedback is a strong interest of mine: You can trust that my approach will be informed by research and intersectional lived experiences.
Topics we can consider together...
01
Strategic Leadership and Policy Development
Providing neuroinclusive workplaces requires us to go beyond tokenistic and performative actions. Policies and procedures play an integral role in supporting proactive, neurodiversity-affirming, and intersectionality-focused adjustments to the environment and workplace journey of neurodivergent employees. This includes through staff training, embedding equity principles and designing and implementing neurodiversity-inclusive policies.
02
Team Management and Coaching
Line managers and supervisors can play incredibly supportive roles for neurodivergent team members, in fact, they are referred to as 'first responders' in the McDowell, et al., (2023) research. This can be achieved through leading with a focus on collaboration and inclusivity, mentoring neurodivergent employees, mediating workplace challenges and assessing workplace accessibility.
03
Problem-Solving and Communication
Neuroinclusive workplaces understand neurodivergent communication, processing styles, sensory preferences and approach supporting with reasonable adjustments and workplace culture and environmental changes proactively and compassionately.
04
Wellbeing and Psychological Safety
To provide appropriate wellbeing and psychological safety within the workplace, initiatives such as Employee Assistance Programmes and other initiatives must be tailored to the needs of neurodivergent team members. Therefore understanding both communication, processing and sensory needs in the context of workplace and culture change, is key.
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The Importance of Community
Fostering community within an organisation is important for providing relational safety within the workplace, but also for developing initiatives and optimising processes and outcomes for people and the organisation. Community should include both neurodivergent, allistic and neurotypical team members and people externally.
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Retention, Attraction and Improvement
Neuroinclusive workplaces strive to foster long-term meaningful change including the develoopment of and retention of neurodivergent talent and harnessing neurodivergent strengths, such as those which make good leaders and help shape services through feedback mechanisms.
"Kate is a passionate and inspiring leader, always putting the students first. Kate has taught me more about advocating for our service (and myself) than anyone else in my
career so far. Kate has supported me to grow as an ND affirming clinician and (hopefully) a future successful leader."
