At Collectively Diverse, we believe in continuous learning and growth to better support individuals and communities. That’s why we’re thrilled to share that our founder and CEO, Liz Day, has recently completed a course in Trauma-Informed Care! Having encountered the principles of trauma-informed approaches through her academic research and real-life experiences, Liz was driven to deepen her knowledge to create safer, more inclusive environments where individuals can thrive. Why Trauma-Informed Care Matters Trauma-informed care is an approach that recognises the widespread impact of trauma and integrates this awareness into policies, practices, and interactions. Being trauma-informed means understanding that trauma is not a rare experience—it is common, affecting individuals across all walks of life. By embedding trauma-informed principles in workplaces, communities, and services, we can reduce the risk of re-traumatisation and foster environments where healing and growth can take place. The Three Types of Trauma Acute Trauma  – Results from a single distressing event, such as an accident, assault, or natural disaster. Chronic Trauma  – Arises from prolonged or repeated exposure to traumatic events, such as domestic violence or bullying. Complex Trauma  – Stems from exposure to multiple traumatic events, often occurring in childhood, and is usually interpersonal in nature, such as abuse or neglect. Many people who have experienced trauma may not even recognise its long-term impact on their wellbeing. Adverse Childhood Experiences (ACEs) – such as abuse, neglect, or exposure to substance abuse – significantly increase the risk of developing physical, mental, and socio-economic challenges later in life. The Widespread Impact of Trauma People who have experienced trauma are at a greater risk of developing: Physical illnesses , including cardiovascular disease and chronic conditions like diabetes. Mental health challenges , such as substance use disorders and PTSD. Socio-economic difficulties , including homelessness and unemployment. Without trauma-informed environments, individuals may face repeated exposure to harmful triggers that exacerbate their struggles. This is why organisations, businesses, and communities must embrace trauma-informed practices to create safer, more supportive spaces. Everyone Has a Role in Creating a Trauma-Informed Environment While professional trauma treatment should be carried out by qualified experts, everyone can contribute to a trauma-informed approach. This involves: Recognising the signs of trauma and understanding its impact. Creating safe and supportive environments free from judgement and re-traumatisation. Encouraging open conversations and promoting mental health literacy. Implementing policies that prioritise psychological safety and inclusivity. At Collectively Diverse, we are committed to embedding trauma-informed principles into our training, workshops, and workplace practices. Liz’s new qualification strengthens our mission to educate others on fostering environments where everyone, regardless of their experiences, can feel safe, valued, and empowered. If you’re interested in learning more about a trauma-informed approach and how it can be integrated into your business or community, reach out to us . Together, we can build a more understanding and resilient world. #TraumaInformedCare #MentalHealth #Inclusion #WorkplaceWellbeing

Despite years of policy reform, well‑intentioned strategies and passionate professionals, inclusion in education is still not working as well as it should . For many neurodivergent children and young people, the system continues to be something they must survive rather than thrive within. The consequences of this failure are profound, often affecting mental health, self‑esteem, educational outcomes and long‑term life chances. At Collectively Diverse , we believe that meaningful inclusion requires more than surface‑level adjustments. It demands systemic change , grounded in evidence, lived experience and a genuine commitment to understanding neurodiversity. A powerful conversation on SENDcast This belief was at the heart of a recent episode of SENDcast – Charting a Neuroinclusive Future: Why Systemic Change Starts with Education . The episode brought together a record number of guests, with five members of the Compass Panel  joining host Dale Pickles  for a rich, honest and wide‑ranging discussion. The panel featured: Liz Day Victoria Bagnall Dr Helen Ross Fintan O’Regan Pete Jarrett Guiding this energetic conversation was Dale Pickles, who jokingly described the recording process as “herding kittens”  – a testament to both the passion in the room and his skill as a host. 🎧 Watch the full episode here: https://youtu.be/vyWajM8N4sQ Why is inclusion in education under strain? The discussion explored a shared concern: while the language of inclusion is widely used, the reality for many neurodivergent learners tells a different story . Rising exclusion rates, increasing school‑based anxiety and growing pressure on families all point to deeper systemic issues. Too often, neurodiversity is viewed through a deficit lens, with systems designed around narrow definitions of success, behaviour and achievement. When children and young people do not fit these models, the burden is placed on them to adapt, rather than on the system to change. The panel reflected on how this approach not only fails learners but also contributes to staff burnout, fractured relationships with families and missed opportunities for early, preventative support. From aspiration to everyday reality A key theme of the episode was the need to move inclusion from an aspiration  to an everyday lived experience  in schools and wider education settings. This requires: A stronger understanding of neurodiversity  and how it shows up differently for each individual Mental health literacy  for staff and leaders, recognising the close link between unmet needs and wellbeing Evidence‑informed practice rather than reactive, short‑term fixes Systems that value flexibility, compassion and collaboration Importantly, the conversation focused on what can  change. Practical adjustments, relational approaches and whole‑system thinking were highlighted as powerful tools for creating environments where neurodivergent learners feel understood, safe and able to flourish. The role of systemic change True inclusion cannot rely solely on individual educators working harder within broken systems. As the panel discussed, systemic change in education  is essential, from policy and funding decisions through to school culture and accountability measures. When systems are designed with neurodivergent learners in mind, everyone benefits. Inclusive education supports not only academic outcomes but also long‑term wellbeing, belonging and participation in society. Working together for a neuroinclusive future The Compass Panel  exists because no single voice or profession holds all the answers. By bringing together diverse expertise and lived experience, the panel supports schools, organisations and communities to think differently about inclusion, education and neurodiversity. At Collectively Diverse, this aligns closely with our work delivering: Neurodiversity and inclusion training Mental Health Literacy and Mental Health First Aid Keynote speeches and workshops Consultancy to support sustainable, system‑wide change Join the conversation If you are an educator, leader, organisation or policymaker committed to improving inclusion in education, we encourage you to watch the episode and reflect on what systemic change could look like in your context. 🎧 Watch SENDcast – Charting a Neuroinclusive Future: https://youtu.be/vyWajM8N4sQ A neuroinclusive future is possible, but only if we are willing to look honestly at what isn’t working and work collectively  to do better.

The festive season is upon us, a time for laughter, socialising, and perhaps one too many mince pies! But for many, it can also bring its own challenges. Changes in routine, over-stimulation, or the absence of loved ones can make Christmas feel overwhelming. As we head into this busy time, I want to take a moment to acknowledge that whatever your Christmas looks like, it’s okay to take time for yourself. Pause, reflect, or simply put your feet up if you need to while you find balance. In the UK, if you or someone you know is struggling and needs urgent mental health support, the mental health crisis line on 111  is a brilliant resource. Having personally interacted with this service, I can say it is professional, compassionate, and truly a lifeline when things feel heavy. Over the Christmas and New Year period, I’ll be taking a few days off and working reduced hours because even the most passionate neurodiversity and wellbeing advocates need to step back and care for themselves. Trying to make a difference in the world can be exhausting, and part of promoting wellbeing is modelling self-care. As a gentle reminder, our First Aid for Mental Health Level 2  course is running remotely on 31st January 2026 . This course is a fantastic opportunity to support what we do at Collectively Diverse and to equip you to support your colleagues, friends, and loved ones. Mental health touches all of us, in workplaces, homes, and communities, and being able to recognise when someone needs help, start a compassionate conversation, and guide them to appropriate support can make a real difference. Completing the course will make you a recognised First Aider for Mental Health , demonstrating that you are approachable and confident in offering early guidance and signposting to professional help. As we close out this year and look forward to the next, I hope we can all approach 2026 with knowledge, compassion, and a readiness to make a positive impact, because the world could always do with a bit more kindness, cohesion and understanding.

I spent most of my childhood, teens, and early twenties believing there was a finish line called perfect. A place where I’d finally feel “enough,” where my brain would stop offering uninvited commentary. Spoiler: the finish line is fictional. I’d been training for a race no one had ever actually won. It wasn’t until my mid-twenties, sitting across from a psychologist who delivered one of the most quietly revolutionary sentences of my life, that everything shifted: “Perfect doesn't exist.” At first, I honestly thought she must have misread the rules. “No perfect? At all? Ever?” My internal world just… stalled. Up until that moment, I believed perfection was the only acceptable standard, so every single day felt like a failure, because every single day, I wasn’t perfect. That conversation didn’t instantly magic away my perfectionism, but it cracked the armour. It created space for compassion and curiosity. I will always be grateful for that therapist’s honesty, because it changed the entire trajectory of how I understand myself and life now. The Plot Twist in My Thirties: Failure… and My Name on a Book You’d think once perfectionism has been exposed as a myth, you’d be done with it - like discovering Father Christmas isn’t real and moving on, but no, perfectionism is sneakier than that. In my thirties, I realised I still had more work to do around the word failure. I’d talk about perfectionism, I’d support children and young people through the reality of it… but I couldn’t even say the word “fail” without feeling a little odd inside. One day, I saw the podcaster and author Elizabeth Day’s book, How to Fail...and I cried. Not because of the content (I hadn’t read a page yet!) but because seeing my name next to the word fail, hit some deep, unhealed corner of my brain. It wasn’t even me on the cover, but my nervous system didn’t care; it just grabbed the fire alarm and yanked. I have to say, Elizabeth's podcast of the same name as the book has become a regular part of my life and definitely supported my journey. It has taken me until this year, yes, this year, to talk about failing without welling up or feeling wobbly inside. That’s how deep perfectionism can run. It’s not about high standards; it’s about the fear of what happens if you don’t meet them. This journey hasn’t been linear or neat, but the beauty of it is that it’s a journey we can take with others. The more we talk openly about messing up, falling short, trying again, and learning as we go, the easier it becomes to loosen perfectionism’s grip. The Bigger Picture: Perfectionism and Young People Today In 2019, Professor Roz Shafran explored this theme on an ACAMH podcast, discussing mental health, innovation, and her team’s work at Great Ormond Street Hospital. She highlighted the rise of dysfunctional perfectionism, the kind that isn’t about healthy ambition, but about anxiety, fear, pressure, and the belief that anything less than flawless is unacceptable. She examined why young people may be more vulnerable today, especially within academic intensity, social comparison culture, and the experiences of neurodivergent children and teens. Her work reinforces something I feel deeply: we need environments that help young people recognise their value before perfectionism convinces them they’re not enough. Why This Connects So Deeply With Collectively Diverse This is exactly why Collectively Diverse exists. Every piece of our work, from training to consultancy to community projects, is centred on creating environments where people feel safe enough to be themselves, supported enough to explore, and valued enough to grow. We focus on: Inclusive, realistic expectations that encourage growth over perfection. A strengths-led approach, especially for neurodivergent individuals who may have spent years feeling “wrong” for being different. Workshops and training that help schools, communities, and organisations understand the impact of pressure, comparison, and perfectionism on mental health. Cultivating psychologically safe spaces where mistakes aren’t framed as evidence of inadequacy but as part of the natural process of learning. Our aim isn’t to create perfect students, perfect teachers, perfect leaders, or perfect systems. Our aim is to help people feel human, with all the brilliance, complexity, and occasional chaos that involves. So, What’s the Takeaway? If perfectionism has been following you around like a very persistent shadow, this is your reminder: Perfect doesn’t exist. Failure doesn’t define you. ...and learning to embrace your beautifully imperfect self is an act of courage, not defeat. If my younger self could see me now, talking about failing without dissolving into emotional origami, she’d be amazed, and very relieved Self-discovery takes time. Healing takes time. Unlearning takes time, but we don’t have to do any of it alone. At Collectively Diverse, we’re building communities, conversations, and training that champion real people, real journeys, and real growth, not spotless performance. If you’d like to explore this more, whether for yourself, your team, or your organisation, I’d love to chat. Let’s keep finding ways to support each other, share our stories, and make room for all the imperfect brilliance we bring into the world.

You know when something should be simple… and then it just isn’t? That was me a few weeks ago, popping into a local pharmacy for a flu jab I’d pre-booked. It’s not my favourite thing in the world anyway, and it used to be a bigger issue for me as a child... my mum once actually brought home a vaccination to give me while I calmly watched Winnie-the-Pooh on VHS. Don't worry, she was a nurse! So I arrived at the pharmacy, ready to be brave. I was barely acknowledged and vaguely told to “wait over there somewhere.” Several of us hovered awkwardly, not sure if we were in a queue, a holding pen, or part of a new community art installation called Confusion in Aisle Three. After ten minutes or so, and a few more recruits joining our bewildered cluster with no one being taken in to receive their vaccination, I politely asked how long it might be, explaining that I needed to get back to work. The response I got was… brisk, to put it kindly. No warmth. No reassurance. Just a reminder that I’d be seen “when someone could get to me.” …and that was it, the anxiety that had been quietly humming in the background suddenly crescendoed. I’m not usually too anxious about injections these days, but the uncertainty, lack of communication, and cold atmosphere had me fighting tears. When my name was finally called, I realised I was in no state to go through with it. I apologised, left, and cried! A few weeks later, I decided to try again, this time at my local library and information service. My nerves were still a bit frayed, but the moment I stepped in, the difference was incredible. Clear signage showed me exactly where to go. A friendly woman greeted me warmly, instantly putting me at ease. I waited a few minutes, but I never felt forgotten. I felt seen. When I was called through, the staff were natural, friendly, and even a nearby colleague joined in with some light-hearted chat. It felt human, safe, and comfortable...and yes, I may still have left with a few tears in my eyes, but this time they were the good kind. Tears of relief and gratitude. Why This Matters Beyond the Flu Jab That experience really resonated with me, not just personally, but professionally, because this is exactly what inclusion looks (and feels) like in practice. In our Champions for Difference training programme, we talk a lot about creating welcoming environments - places where people feel psychologically safe, respected, and seen. It’s not just about access or compliance; it’s about culture. The difference between my two flu jab experiences wasn’t just a matter of efficiency - it was empathy. When people are greeted with warmth, clarity, and understanding, their anxiety drops, their confidence rises, and they can engage fully - whether that’s in a community setting, a workplace, or, yes, even a vaccination clinic. So next time you’re designing a service, welcoming a new team member, or hosting an event - think about how your environment feels, because sometimes, the smallest gestures make the biggest difference. Interested in building more inclusive, neurodiverse-friendly communities? Our Champions for Difference training programme is designed to help individuals and communities do just that - turning good intentions into genuine inclusion. Our upcoming course, starting in January, is fully booked. However, please get in touch to register for future in-person and remote sessions, or to enquire about delivering the course in-house within your organisation. Let’s make every space a place where everyone feels they belong. #Inclusion #Neurodiversity #PsychologicalSafety #Anxiety #ChampionsForDifference #SouthDevon #CollectivelyDiverse #ADHD #AuDHD

At Collectively Diverse, we’re always looking for ways to make sure our work reflects our values: inclusion, accessibility, and quality. Rather than tearing things down and starting over, we’ve tweaked and polished our brand so that it’s more accessible, more engaging, and still unmistakably “us.” This process has been shaped by the brilliant Ruairí Stock, who brought both skill and lived experience to the table.  "As a designer and artist with a personal interest in advocating for better accessibility of digital and print communications, this project was exciting to be a part of. I am myself autistic, and the shift towards not only acceptance but advocacy for disability and neurodiversity socially and within institutions is refreshing and much needed. To have had even a small part in the vital work  Liz Day  and the Collectively Diverse team are doing towards this end, knowing first-hand the difference it can make in a person's interaction with the world, means more than I can say." Ruairí’s words mean the world to us because this is what we’re about. Every decision, whether it’s the shape of our logo, the colours we use, or the language we choose, is about breaking down barriers and making sure everyone has the chance to thrive. ... and we’re not stopping there. Something new is on the horizon. We’ll be sharing details very soon about our next big project. For now, you may notice a little sneak peek through the logos shared! 👀 Stay tuned. We can’t wait to share more with you! You can contact Ruairí Stock at  ruairivalentine21@gmail.com  or message us for more details.

Education, like many things, moves through trends and fads. One year, a specific teaching style or resource is considered the gold standard, only to be replaced by another approach the next. While innovation can be beneficial, I’ve often seen this lead to unnecessary stress, wasted money, and challenges for both educators and learners. Schools invest heavily in new schemes, teachers struggle to adapt to sudden changes, and most importantly, children who don’t fit the ‘average’ mould are left out and often made to feel inadequate. That’s why I believe in a varied and flexible approach—using different resources for different individuals. No single method or tool works for everyone, and forcing a ‘one-size-fits-all’ approach rarely benefits all learners. Instead, by keeping a diverse set of resources at hand, educators can adapt and personalise their teaching to suit each child's unique needs. A Mix of Old and New In my own teaching, I incorporate a range of resources, from classic tools that have stood the test of time to modern digital programs designed for specific learning needs. For example, I still use old-style Cuisenaire rods—the same ones my dad used over 40 years ago when he was teaching. These simple, tactile rods remain a brilliant way to develop mathematical understanding. Alongside these, I use laptops loaded with quality educational programs like IDL (for literacy, numeracy and wellbeing support) and TTRS (Touch-type Read and Spell) , which help reinforce skills in an engaging and accessible way. Some of the other resources I regularly use with my home-educated learners include: A printed image of an elephant in orange underpants—an amusing yet effective mnemonic to help remember the five vowels. A teaching clock to support time-telling skills in a hands-on way. Magnetic letters for spelling practice, allowing learners to manipulate letters physically rather than just writing them. Stile tiles, an interactive learning system that encourages problem-solving and independent learning. By offering this variety, I can tailor lessons to suit individual needs using a multi-sensory approach. Experience vs. Research: Trusting Educator Judgment This next point may be controversial, given the increasing emphasis on research-based approaches in education. While research is valuable, I believe it should not be the only deciding factor when choosing resources and methods—especially when working with individuals or small groups. Educational research is often conducted on broad populations, and its findings may not always be directly applicable to the unique children I teach. Every learner is different, with their own strengths, challenges, and preferences. As an experienced educator, I trust my professional judgment and instinct, adapting my methods based on what I see working in real-time rather than rigidly adhering to ‘evidence-based’ resources alone. Get in touch to find out more about the education services we offer for children and young people.

At Collectively Diverse , we recently came across a powerful piece of guidance from Devon Partnership NHS Trust  while preparing new training materials. Titled “Words Matter: Language around Suicide and Self-Harm – Staff Guidance,”  this document really struck a chord with us, not just because of its thoughtful approach to such sensitive topics, but because it aligns deeply with one of our core beliefs: language shapes experience . The words we choose can either open doors to connection and healing or build barriers of misunderstanding and shame. Whether we’re supporting someone navigating suicidal thoughts, advocating for neurodivergent individuals, or training staff to become more inclusive, we must always ask ourselves: Are our words empowering? Or are they unintentionally applying limitations? The Power of Language Around Suicide and Self-Harm The guidance from Devon Partnership NHS Trust, developed by people with both lived and professional experience, reminds us that talking about suicide and self-harm demands compassion, curiosity, and clarity . It challenges commonly used but harmful phrases like “commit suicide”  or “attention-seeking”  — terms that carry judgment, shame, or even criminal connotations — and instead offers kinder, more accurate alternatives like “died by suicide”  or “support-seeking.” What stood out most was the emphasis on intentional, non-stigmatising language . Not only can this make it safer for someone to speak up, but it can literally be life-saving. It’s a reminder that small shifts in our everyday conversations can have a huge impact. And yet, we also know this: nobody gets it right all the time.  Language is complex, and so are people. At Collectively Diverse , we know perfection doesn't exist, we simply encourage reflection and growth. We’ve all said things we didn’t mean or phrases we later learned could be hurtful. What matters is that we’re open to learning and changing. Beyond Suicide: Language in the Everyday This doesn’t only apply to discussions about suicide and self-harm. Language matters in every area we work in — especially when talking about disability, mental health, neurodiversity, and identity.  The way we talk about people’s differences can either reinforce societal stigma, or challenge it. For instance: Saying someone “suffers from autism”  implies pain and victimhood, whereas saying “is autistic”  or “is neurodivergent”  reflects identity and agency. Describing a student as having “special needs”  may carry outdated assumptions; instead, we could talk about “individual learning needs”  or “access needs” , focusing on the environment, not a deficit in the person. Using phrases like “wheelchair-bound”  paints a person as restricted, while “wheelchair user”  reflects autonomy and function. We must always ask: Are we naming challenges in a way that opens up possibility, or shuts it down? Are we choosing words that empower? Coaches, Teachers, Leaders: Are Your Words Lifting People Up? We also reflect on the language used in sports coaching and youth leadership , where motivation is key, but where words can unintentionally do harm. Phrases like “man up,” “don’t be soft,” or “leave your problems at the door” might be meant to toughen someone up, but they often silence emotional struggles, reinforce unhealthy gender stereotypes,  and discourage vulnerability. When athletes (or learners, or employees) feel like they can’t be fully human in that space, they may push down signs of distress until it's too late to process them safely. Instead, empowering coaches and leaders: Make space for conversations about wellbeing. Use strengths-based language like “resilient,” “committed,”  or “adaptable.” Encourage effort over outcome, recognising that success looks different for everyone. This applies across all contexts — from classrooms to corporate teams to casual chats. Words either build trust or break it. Language is a Living Practice At Collectively Diverse , we’re not here to police language — we’re here to start conversations. We believe that how we speak and write should evolve with our understanding. Just like the Devon Partnership NHS Trust’s guidance encourages openness and learning around suicide and self-harm, we encourage everyone — from HR teams to educators to families — to reflect on how your words reflect your values. So, as we build our training, deliver our talks, and design our workshops, we ask ourselves: Are we saying what we mean with kindness and clarity? Are we giving people the space to speak for themselves? Are we using language that invites belonging ? Final Thoughts None of us will get it right all the time, and different people prefer different terms, and that’s okay. What matters is intention, reflection, and a willingness to listen. At Collectively Diverse , we’re on that journey too. Let’s keep learning together. If you’re interested in learning more about inclusive language or exploring how your organisation’s communication can become more empowering, contact us at Collectively Diverse .

Jo Loly delivering training According to the Health and Safety Executive, stress, depression or anxiety disorders accounted for the majority of days lost due to work-related ill health in 2023/24, 16.4 million. The average number of days sick leave taken was 21.1. Within the working environment, mental health has become a key component of employee well-being. As organisations strive to create healthier and more inclusive workplaces, the role of Mental Health First Aiders (MHFAs) has emerged as an invaluable asset. These trained individuals play a crucial role in promoting mental wellness, supporting employees in need, and contributing to a more productive and cost-effective workplace. What Are Mental Health First Aiders? Mental Health First Aiders are employees who have undergone specialised training to recognise the signs and symptoms of mental health challenges. Much like physical first aiders, MHFAs are not medical professionals but are trained to provide immediate support, offer a listening ear, and direct individuals to professional help when necessary. Their primary aim is to create a safe and supportive environment where mental health is openly discussed and addressed. Benefits of Having Mental Health First Aiders 1.  Supporting Employees in Crisis MHFAs are often the first point of contact for employees struggling with mental health issues such as anxiety, depression, or stress. By providing immediate support and reassurance, they can help employees feel understood and less isolated. This early intervention can prevent issues from escalating and reduce the likelihood of long-term absenteeism. 2. Promoting a Culture of Openness The presence of MHFAs sends a strong message that mental health is a priority for the organisation. By normalising conversations around mental health, MHFAs help reduce stigma and encourage employees to seek help without fear of judgment. 3. Improving Employee Retention and Satisfaction When employees feel supported and valued, they are more likely to stay with their organisation. MHFAs contribute to a workplace culture that prioritises well-being, leading to higher levels of job satisfaction and loyalty. The Business Case for Mental Health First Aiders Investing in Mental Health First Aiders is not just a moral imperative; it also makes sound business sense. Here’s how MHFAs can help reduce costs and increase productivity: 1. Reducing Absenteeism and Presenteeism Mental health issues are a leading cause of absenteeism and presenteeism (when employees are physically present but not fully productive). By addressing mental health concerns early, MHFAs can help reduce the number of lost workdays and improve overall efficiency. 2. Lowering Healthcare Costs Early intervention often prevents mental health issues from worsening, which can lead to lower healthcare costs for the organisation. Employees who receive timely support are less likely to require expensive treatments or extended leave. 3. Boosting Productivity A mentally healthy workforce is a productive workforce. Employees who feel supported are better able to focus on their tasks, collaborate with colleagues, and contribute to the organisation’s goals. How we can help Implement Mental Health First Aid in Your Workplace 1. Train the Right People  Identify employees who are empathetic, approachable, and willing to take on the responsibility of being a Mental Health First Aider. We will then provide them with accredited training to ensure they are equipped with the necessary skills. 2. Create Clear Policies  Establish guidelines on how MHFAs will operate within the workplace. Ensure they have the support of management and clear pathways for escalating serious concerns. 3. Raise Awareness  Promote the role of MHFAs throughout the organisation so employees know who they can turn to for support. Use internal communications, posters, and team meetings to highlight their availability. 4. Provide Ongoing Support  Being an MHFA can be emotionally demanding. We offer regular check-ins, additional training, and access to resources to ensure they are well- supported in their role. Conclusion Mental Health First Aiders are a vital component of a modern, inclusive workplace. By providing immediate support, fostering a culture of openness, and contributing to cost savings and productivity gains, they offer benefits that extend far beyond individual employees. Organisations that prioritise mental health through initiatives like MHFAs not only demonstrate their commitment to their workforce but also position themselves for long-term success. Investing in mental health is not just the right thing to do—it’s the smart thing to do. Discover more about the training provided by Calming Connections by visiting their website here . You can also find out more about bespoke training packages combining the expertise of Liz Day and Jo Loly here.

We’re excited to share that our Founder, Liz Day , recently featured on the Dyslexia Explored  podcast with host Darius Namdaran. In this episode, Liz reflects on her personal and professional journey through the lens of neurodiversity , weaving together lived experience, teaching, parenting, sports coaching and academic research. It's an open, insightful conversation that shines a light on the challenges and strengths of living and learning with dyslexia and ADHD . Topics discussed in the episode include: 🏅 How sport  supported Liz's resilience and wellbeing as a neurodivergent person 💡 Practical strategies  for dyslexic learners, including the benefits of touch typing 🔄 The crossover of ADHD and dyslexia , and how to harness neurodivergent strengths 🧠 The importance of mental health literacy  for young people with neurodivergent profiles 🎓 Liz’s journey toward a PhD at Aston University , exploring how we can improve mental health outcomes  for neurodivergent youth A Call for Collaboration for Mental Health and Neurodiversity Research If you're part of a charity or organisation working in neurodiversity or youth mental health , we encourage you to listen out for a funding call included in the episode. Liz is currently seeking aligned partners  to help bring her PhD research to life, combining rigorous academic study with the insights gained from lived experience. Supervised by Professor Joel Talcott, at Aston University , the research will aim to create real-world, actionable impact for young people navigating complex educational and emotional landscapes. If your organisation shares this vision, we’d love to start a conversation. 🎧 Listen to the episode on your preferred platform: Apple Podcasts Spotify YouTube Podchaser At Collectively Diverse , we believe in building more inclusive, informed, and compassionate systems . Let’s keep this conversation going, around education, mental health, and what it means to truly support neurodivergent youth. 📩 To connect about funding opportunities or collaboration, please get in touch via our contact page .

It’s been a full and inspiring few months here at Collectively Diverse C.I.C., and I wanted to share a little update about what I’ve been working on and what’s ahead. As many of you know, my work sits at the intersection of neurodiversity, mental health, and education , and this year has been a real opportunity to deepen that mission. Growing the Compass Panel One of the most rewarding parts of the last few months has been collaborating with the brilliant minds on the Compass Panel . This collective of specialists and advocates, comprising myself, Victoria Bagnall, Pete Jarrett, Fin O’Regan, and Dr Helen Ross, brings a wealth of knowledge and lived experience around neurodiversity in education and the workplace. Together, we’ve been sharing strategies and progressing essential discussions to take neuroinclusion beyond token gestures. It’s been especially energising to see how our combined perspectives, from executive function to dyscalculia, ADHD, and systemic inclusion, can help schools and employers create environments where neurodivergent people don’t just survive but thrive. If you’d like to learn more about the Compass Panel, I shared an introduction here on LinkedIn . Upcoming Conference: Neurodiversity Network Neurodiversity in Education Looking ahead, in September I’ll be speaking at the Neurodiversity Network Conference  at Staffordshire University. My session focuses on Mental Health in Neurodiverse Young People, a topic that’s very close to my heart and central to so many conversations I have with schools, parents, and professionals. Alongside presenting, I’ll be taking part in a panel discussion with my fellow Compass Panel members. It’s a fantastic opportunity to share insights, answer questions, and connect with others working to build a more inclusive society. If you’re attending, I’d love to say hello in person. Details are at neurodiversitynetwork.co.uk . Training Projects and Neurodiversity Initiatives  Outside the conference circuit, I’ve been working on several training programmes and new initiatives to help individuals and organisations better understand the experiences of neurodivergent people. From workshop development to research partnerships, these projects are all aimed at creating more inclusive environments. It’s also been a time of reflection on how much progress we’ve made in neuroinclusion, and how much there still is to do. I’m continually inspired by the resilience and creativity of neurodivergent communities, and grateful to play a small role in amplifying those strengths. Staying Connected If you’d like to keep up with our work at Collectively Diverse or find out more about any of these projects, you’re always welcome to get in touch . Thank you for being part of this journey and for everything you do to make the world more inclusive.

This week marks Neurodiversity Celebration Week , a global initiative founded in 2018 by the inspiring Siena Castellon . As a neurodiversity advocate, Siena set out to shift perceptions around learning differences. Her mission is clear: “I founded Neurodiversity Celebration Week in 2018 because I wanted to change the way learning differences are perceived. As a teenager who is autistic and has ADHD, dyslexia, and dyspraxia, my experience has been that people often focus on the challenges of neurological diversity. I wanted to change the narrative and create a balanced view which focuses equally on our talents and strengths.” Siena Castellon, Founder I first had the privilege of crossing paths with Siena when I headed up the communications department at the British Dyslexia Association . She was nominated for an award, and it was clear she more than deserved that recognition. Since then, she has continued to be a catalyst for positivity, breaking down barriers and fostering greater understanding of neurodiversity. Neurodiversity in Action: A Conversation on Awareness and Impact As part of our Neurodiversity Celebration Week  activities at Collectively Diverse , I had the pleasure of running a webinar last night with neurodiversity consultant Hannah Robertson - Neurodiversity in Action: Awareness, Understanding, and Impact . The attendees were absolutely fantastic—engaging with thought-provoking questions, insightful comments, and a real enthusiasm for embracing neurodiversity. Their contributions highlighted a collective desire to understand and implement small changes that make a big difference and the importance of kindness  in creating inclusive environments. Recognising Strengths, Not Just Challenges At Collectively Diverse , we are committed to decoding neurodiversity, empowering communities, and fostering wellbeing . We recognise that if we only focus on what someone struggles with, we risk contributing to mental health challenges, low self-esteem, and feelings of inadequacy . Instead, by identifying, highlighting, and talking about strengths and talents , we create powerful and inclusive communities where everyone can thrive individually and collectively. How Will You Recognise Neurodiversity Celebration Week 2025? The conversation doesn’t end here. Neurodiversity Celebration Week is a time to reflect, learn, and take meaningful action. What will you do to champion neurodiversity  in your workplace, school, charity, or sports club? Explore how Collectively Diverse  can support you on this journey. Visit our website to learn more about the training, talks, and workshops we offer to build greater understanding and inclusion. Let’s celebrate talent, diversity, inclusion and potential  together!