It’s a startling contrast. Research consistently shows that neurodivergent people – including those with ADHD, autism, dyslexia, and other cognitive differences – are disproportionately represented in two very different places: prisons and entrepreneurial success stories. Estimates vary about the exact percentage of the prison population who are neurodivergent, but what remains consistent is that ADHD, autism, and dyslexia are over-represented and often undiagnosed or unsupported. These are people whose different ways of thinking, processing, and behaving haven't been understood or accommodated – leading to challenges in education, employment, and society that escalate into crisis.  But here’s the other side of the story. Neurodivergent people are also thriving as entrepreneurs, innovators, and leaders. It has been suggested that around 35% of entrepreneurs are dyslexic, and people with ADHD are statistically more likely to start businesses. You may wonder why - because many of the traits that cause problems in rigid, traditional environments – like risk-taking, creativity, hyperfocus, and unconventional problem-solving – can be superpowers when channeled positively.  So, what separates the neurodivergent individual who ends up locked out of society from the one who drives it forward? Often, it’s not their abilities – it’s the understanding, support, and opportunities they receive along the way.  There’s a fine line between thriving and surviving, and it often starts in childhood. Without early recognition and support in schools, neurodivergent children can become disengaged and misunderstood. Punitive behaviour policies, lack of flexible teaching approaches, and environments that don’t consider sensory needs can set them on a path of exclusion.  The same challenges continue into adulthood. Whether it’s the local football club or the workplace, when environments don’t adapt to neurodivergent needs, people get left out and when you repeatedly experience rejection, misunderstanding, or burnout, it’s easy to see how that can spiral into mental health struggles, unemployment, or even criminality.  But it doesn’t have to be that way.  At Collectively Diverse, we believe that with better understanding and some thoughtful adjustments, workplaces, schools, and community organisations can unlock the incredible potential of neurodivergent individuals. That’s why we offer training that helps teams and leaders understand neurodiversity – not just to tick a box, but to create cultures where people genuinely thrive.  Because neurodiversity awareness isn't just for HR teams or SEN departments. It belongs everywhere – from classrooms to sports clubs, from small businesses to global companies. When we get it right, we don't just prevent people from falling through the cracks. We give them the chance to build, lead, and contribute in ways that benefit everyone.  Training like ours shouldn’t be a luxury or an afterthought. It’s an essential part of building a fairer, healthier, more innovative society. One where fewer neurodivergent people end up in prison – and far more end up running the show.  If you'd like to find out more about the training we offer through Collectively Diverse and how it could benefit your organisation or community, we’d love to hear from you.

Global connections to empower communities At Collectively Diverse, we often talk about the importance of fostering inclusion, sharing knowledge, and creating meaningful connections. These principles are at the heart of our work, and they are beautifully illustrated by a recent exchange with a group of dedicated volunteers and their students in Riverside, California. These volunteers work with children aged between 9 and 15, providing education and support. Their engagement with our resource page while looking for information on neurodevelopmental and learning disabilities led them to share an insightful article on ADHD in higher education—an act that highlights the power of collaboration in breaking down barriers to learning. The article, Thriving in College with ADHD: Essential Tools and Strategies for Success  by Anna Harris , provides valuable guidance for students navigating the challenges of higher education while managing ADHD. It covers key strategies such as time management, study techniques, and self-advocacy—practical tools that can make a real difference in academic performance and overall wellbeing. This resource was brought to our attention by a dedicated tutor and her students, who recognised the need for accessible and supportive strategies for neurodivergent learners. Their proactive approach is a perfect example of how sharing knowledge within a community can lead to a more inclusive and informed environment. It also reinforces the importance of making high-quality, practical resources widely available. This kind of global sharing of information is a powerful example of one of the positives of the internet—a tool that allows us to access knowledge from much further afield. By connecting with others worldwide, we can gain insights, learn from diverse experiences, and deepen our understanding of topics that matter. The ability to collaborate across borders strengthens our collective efforts to create a more inclusive and well-informed society. At Collectively Diverse, we strive to amplify these valuable connections—whether through our workshops, training sessions, or simply by maintaining a space where individuals can find and share useful information. Our useful links page is a carefully curated collection of links designed to support our mission of championing neurodiversity, empowering communities, and fostering wellbeing. Whether you're seeking educational tools, advocacy networks, or wellbeing support, we encourage you to explore the resources we have compiled here to find valuable resources to help you connect and take meaningful action. We are incredibly grateful for the volunteers and students who reached out to share this article. It is a reminder that inclusion is not just about access but also about the relationships we build, the conversations we have, and the resources we pass forward. Thank you for being part of this journey towards a more understanding and inclusive world! If you, your learners, colleagues, or volunteers have any recommended resources related to our work, please contact us. We love sharing knowledge and have a joint passion for empowering individuals and communities.

One of the most fundamental aspects of creating an inclusive and effective workplace is fostering an environment where people feel able to communicate openly and honestly. Different communication styles exist, and understanding them is essential to building stronger teams, improving collaboration, and ensuring everyone feels valued. Feeling safe to express challenges and needs without fear of judgement leads to more engaged, motivated, and productive individuals. It benefits not only the person speaking but also the wider team and organisation. A Lesson in Open Leadership Earlier in my career, I worked for a CEO who created an atmosphere where I felt entirely comfortable expressing my challenges. Unlike the usual workplace culture, where employees often feel they must hide their weaknesses, I found myself regularly going to him for advice on areas I found difficult. His openness and encouragement allowed me to speak honestly, seek support, and grow in my role without fear of judgement. Another key lesson he taught me was never to be afraid to hire someone better than yourself. When I was in a leadership position and first recruiting staff for my team, he encouraged me to seek out people who brought strengths that I didn’t have. This was a significant departure from the competitive mindset I had encountered elsewhere, where some managers feared hiring individuals who might outshine them. Instead, I was shown that diversity in strengths makes a team more effective. Everyone has unique qualities to contribute, and embracing that diversity fosters both individual and collective success. The Importance of Explaining Communication Styles More recently, I had an email exchange with a client who asked several questions. After a few messages back and forth, they took the time to explain that they weren’t questioning me because they doubted my knowledge or judgement—they simply had a personality type that needed to ensure they were doing everything correctly. As someone with a similar style, I instinctively understood, but it made me realise how important it is to clarify intent in communication. Without that explanation, someone else might have felt they were being interrogated or that their expertise was being challenged. I thanked them for their transparency, explaining how useful their approach was. It was a reminder that when we acknowledge our communication styles and share them openly, we help create an atmosphere of trust and understanding. It’s a practice I will now try to adopt myself and recommend to others. Inclusion and Diversity When people feel able to communicate honestly, they are more likely to share ideas, raise concerns, and contribute fully. This is crucial in fostering an inclusive workplace where diversity is embraced, rather than suppressed. Different communication styles stem from neurodiversity, cultural backgrounds, personality differences, and lived experiences. If we assume that everyone should communicate in the same way, we risk alienating those who express themselves differently. By actively creating a culture where honesty is encouraged and where communication differences are respected, we allow everyone to contribute in a way that aligns with their strengths. We move away from outdated hierarchical structures where information is withheld out of fear and instead build collaborative environments that empower individuals to be their best selves. Encouraging open communication is not just about improving teamwork—it’s about equity, respect, and ensuring that all voices are heard and valued. When we achieve this, we unlock the full potential of diverse teams, leading to greater innovation, productivity, and workplace satisfaction. Find Out More At Collectively Diverse, we offer training and support to help organisations build open and honest environments where all voices are heard and valued. If you’d like to learn more about how we can support your team in fostering inclusive communication and collaboration, visit www.collectivelydiverse.co.uk . I highly recommend watching Amy Edmondson’s insightful TED Talk: Building a Psychologically Safe Workplace . Psychological safety is the foundation of open and honest communication in the workplace. It creates an environment where employees feel comfortable speaking up, sharing ideas, and admitting mistakes without fear of judgment or punishment. When people trust that their voices will be heard and valued, they are more likely to collaborate effectively, innovate, and address challenges openly. Let’s create spaces where everyone can communicate in a way that is authentic to them, without fear, and with full confidence that their voice matters.

Diverse runners finishing a race Sport has the power to bring people together, boost confidence, and improve overall wellbeing. However, to ensure everyone can fully participate and thrive, those involved in coaching, teaching, and managing sports clubs must have a solid understanding of neurodiversity. At Collectively Diverse, our Supporting Neurodivergent Athletes and Coaches  training explores how to create an inclusive and empowering environment in sport. Here’s why this matters and what our training covers: What is Neurodiversity? Neurodiversity refers to the natural variation in how people think, learn, and process information. This includes individuals with conditions such as autism, ADHD, dyslexia, and dyspraxia. Understanding these differences is key to ensuring that neurodivergent athletes and coaches can thrive in sports clubs, school sport and competitive environments. The Impact of Neurodiversity in Sport Neurodivergent athletes and coaches bring unique strengths to sport, such as deep focus, creativity, and resilience. However, they may also face challenges, including sensory sensitivities, difficulties with communication, or differences in processing instructions. Without proper awareness and support, these challenges can become barriers to participation and success. By equipping coaches with the knowledge to recognise and support neurodivergent individuals, we create a more inclusive and effective sporting environment. Sport has often been a place where neurodivergent individuals can excel and feel a sense of freedom not always available in traditional settings like school. Many elite athletes have spoken about their own neurodivergence and how sport has helped them thrive. Simone Biles, Adam Peaty, and Michael Phelps  have all shared their experiences of living with ADHD, showing how their neurodivergence has contributed to their success. Caragh McMurtry , a former British rower who competed in the Tokyo Olympics, is autistic and has advocated for greater understanding in sport. Cricket legend Andrew ‘Freddie’ Flintoff , who was diagnosed with dyslexia, has also spoken about how sport allowed him to overcome challenges he faced in other areas of life. These examples highlight why it is so important to ensure that neurodivergent athletes are supported and understood within sports clubs at all levels. Fostering an Inclusive Sports Club Environment It is essential that sports clubs actively promote an environment where neurodivergent athletes and coaches feel safe discussing their strengths and challenges. This includes: Encouraging open conversations about neurodiversity. Providing quiet spaces and sensory-friendly environments. Allowing flexibility in coaching styles and competition structures. Practical Strategies for a Neurodiverse-Friendly Club Inclusivity is not just about awareness—it requires action. Our training provides practical strategies such as: Adapted coaching techniques  to suit different learning needs. Clear and consistent communication methods  (e.g., visual supports, step-by-step instructions). Flexibility in routines and expectations  to reduce anxiety and maximise engagement. The Connection Between Neurodiversity and Mental Health Sport plays a crucial role in mental health, particularly for neurodivergent individuals. Engaging in physical activity in a supportive environment can provide structure, improve self-esteem, and reduce anxiety. However, when a neurodivergent individual stops participating—whether due to injury, burnout, or life changes—the loss of these benefits can impact their mental health. It is essential to empower neurodivergent athletes to understand their own lifelong needs, including mental health protective factors. This ensures that when they reduce or stop their involvement in sport, they can still engage in activities that support their wellbeing. Liz Day, founder of Collectively Diverse, conducted Master’s research on Mental Health Literacy in young people at the University of Exeter. Understanding when to seek help and developing self-help strategies is vital for long-term wellbeing. Liz’s own experience as a neurodivergent individual highlights this importance—after stopping county-level gymnastics, she faced significant mental health challenges. Without realising the full extent of how sport benefited her holistically—through physical exercise, a sense of achievement, and the camaraderie of like-minded peers—she struggled to fill that gap. Her experience shaped her approach as a coach and PE teacher, reinforcing why education and awareness are so crucial for neurodivergent athletes and their support networks. Who is This Training For? This training is ideal for PE teachers, sports club administrators, coaches, trainers, and volunteers , from grassroots clubs to national governing bodies, looking to create an inclusive environment that empowers neurodivergent athletes and coaches to succeed. By understanding neurodiversity and implementing inclusive practices, we can ensure that sport remains a positive, accessible, and life-enhancing experience for everyone. Take Action – Book Training for Your Club Today! Neurodiversity awareness in sport is not just a nice-to-have—it is essential for building inclusive and successful teams. Whether you are part of a local sports club or a national governing body, we can help you create a more inclusive environment where neurodivergent athletes and coaches can thrive. Contact Collectively Diverse  today to book our training sessions  and take the first step towards a more inclusive sporting community!

Over the past few months, we’ve been trialling IDL (International Dyslexia Learning)  in various ways to support children with their education. It’s been a fascinating journey, and we wanted to take the opportunity to share what we’ve discovered so far. From helping students in after-school tutoring sessions to guiding home-educated children in strengthening the basics, filling gaps in their learning, and consolidating their skills, IDL has proven to be a highly effective and flexible tool. One of the features we’ve explored is using IDL's literacy and numeracy screening  alongside our own dyslexia and dyscalculia screenings. Combining these has enabled us to produce even more detailed and insightful follow-up reports for families and schools, offering clear and practical recommendations tailored to each child’s needs. A Holistic Approach with IDL Wellbeing Although literacy and numeracy are at the core of IDL, it was their newest addition – IDL Wellbeing  – that initially caught our attention. With a deep professional and personal interest in mental health, particularly among young people, this aspect of the programme aligns perfectly with our wider goals. Liz's master’s thesis completed while studying at the University of Exeter and her PhD research proposal focus on building protective factors to support young people’s mental health. Neurodivergent individuals are often at greater risk of mental health challenges, and we are passionate about finding ways to promote their resilience and maximise their wellbeing. IDL Wellbeing adopts an integrated approach to support children, aged 7 -13, to understand and address unwelcome emotions as well as encourage positive ones. What’s more, it integrates seamlessly with academic development, creating a truly holistic approach to learning and personal growth. This focus on mental health and resilience also ties in with a blog we published in December: “ Is optimism in the SEND crisis too hopeful—or exactly what's needed? ” In that piece, we reflected on our CEO and Founder's appearance on BBC Radio 5, where Liz spoke about the Education Committee’s new inquiry into the crisis in special educational needs and disabilities (SEND) provision . She shared her thoughts on what this review could achieve, the solutions she believes we need, and why she feels that optimism and action are essential to improving outcomes for children with SEND. Our experiences trialling IDL have further reinforced this belief – when we equip young people with the right tools, their potential is limitless. A Case Study: A Remarkable 9-Year-Old Learner One of the most rewarding aspects of using IDL has been witnessing its impact on the children we work with. We’d like to share the story of one particularly inspiring learner. This 9-year-old boy is a bright and articulate child whose oral communication skills surpass his written output. However, dyslexia traits have presented challenges in reading and spelling, which in turn have affected his confidence and progress. Since starting IDL Literacy  and IDL Wellbeing , both at home and during our weekly tutoring sessions, his progress has been remarkable. Over three months, his reading age increased by 22 months, and his spelling age improved by 8 months.The positive effects have extended far beyond the numbers. He is now more confident when tackling reading tasks, and at home, his parents have noticed a significant change. A standout moment for the family came when they watched a foreign film together – for the first time, he was able to keep up with the subtitles independently. Over recent weeks, he has also started leaving notes for his mum demonstrating his increased confidence. Another feature of IDL Literacy that has been particularly effective for him is the ability to read words out loud and hear himself speak them as the recording is played back. This auditory feedback loop has proven invaluable in building his fluency and confidence. By listening to his own voice, he can self-correct and internalise the correct pronunciation and rhythm of words. This process not only reinforces learning but also fosters a sense of accomplishment, which is crucial for maintaining motivation. His growing confidence in reading and spelling has been a joy to watch. He’s an incredibly charming and delightful child, and seeing him take pride in his progress is a true privilege. Why IDL Works One of the things we love most about IDL is its adaptability. It is equally effective for assessing and addressing gaps in core skills as it is for supporting neurodivergent learners to build confidence and thrive. Whether you’re a school teacher or a home educating parent, IDL offers a suite of tools that make a meaningful difference – not just academically, but holistically. 👉   If you want to learn more about IDL and how it could benefit your educators, we’ll happily answer any questions. You can also learn more and start a free trial via this link . Let’s continue working together to empower children – not just in learning, but in life.

Today is often referred to as Blue Monday—a day that’s gained notoriety as the most depressing day of the year. But did you know there’s absolutely no scientific basis for this claim? That’s right! The concept of Blue Monday was created as a marketing strategy to sell holidays. Despite its gloomy reputation, we at Collectively Diverse are flipping the narrative and encouraging you to make today your  Monday. We love how organisations are rebranding Blue Monday to focus on positivity and self-care. For example, Action for Happiness  calling it Mindful Monday, reminding us to be present and focus on what brings us joy. Meanwhile, the mental health charity Mind  highlights that Blue Monday is nothing more than a myth—and a great excuse to play the iconic song by New Order! At Collectively Diverse, we’re calling it My Monday . Why? Because you hold the power to decide the main focus for you. Will you: Explore a new hobby? Reconnect with family or friends? Look into learning opportunities? Simply take time to be in the moment? Whatever you choose, My Monday is about embracing the day as a chance for growth, connection, and self-discovery. Who We Are Collectively Diverse is here to empower employers, employees, schools, families, and young people to thrive. Our mission is to foster inclusion, understanding, and growth by offering tailored services to meet your needs. Here’s how we can help: For Employers : We provide training and resources to create inclusive workplaces where everyone feels valued and supported. For Schools : Our workshops and programmes help educators foster diverse and inclusive learning environments that celebrate individuality. For Families : We offer guidance and support to help families navigate challenges and celebrate their unique dynamics. For Young People : Our workshops, wellbeing groups and tutoring empower young individuals to reach their full potential and embrace their authentic selves. Make Today Your Monday On this so-called Blue Monday, we invite you to redefine the narrative. Whether it’s learning something new, connecting with others, or simply taking a moment to breathe, today can be a day of positivity and purpose. Curious about how Collectively Diverse can support you or your organisation? Visit our website  or get in touch to learn more. Together, let’s make every day an opportunity for growth and connection. Happy 'My Monday' from Collectively Diverse!

The Channel 4 series Patience  is more than just compelling television; it’s a transformative conversation starter about neurodiversity. The show vividly portrays the incredible strengths and challenges neurodivergent individuals face, highlighting the creativity, resilience, and unique problem-solving skills they bring to the table. Yet, it also shines a light on the systemic barriers that many face, especially in workplaces that are not yet equipped to embrace or support neurodiverse employees fully. As neurodiversity becomes a more mainstream topic, it’s clear that awareness is only the beginning. While society is beginning to celebrate neurodivergent individuals, many organisations still struggle with how to adapt their workplace culture, policies, and practices to truly empower these employees. It’s time for change—change that benefits not only neurodivergent individuals but also organisations as a whole. What Is Neurodiversity? Neurodiversity refers to the natural variation in how brains work and process information. This concept includes individuals with conditions like autism, ADHD, dyslexia, dyspraxia, and more. Neurodiversity is not a deficit; it’s a difference. When we understand and embrace these differences, we unlock a world of untapped potential. The Workplace Impact of Neurodiversity Neurodivergent employees bring a wealth of strengths, including innovative thinking, exceptional attention to detail, and an ability to approach problems from fresh perspectives. However, without proper support, these strengths can be overshadowed by challenges like sensory sensitivities, difficulties with traditional communication methods, or struggles with rigid workplace structures. In many cases, these barriers are not caused by neurodivergence itself but by a lack of understanding and accommodation in the workplace. This can lead to stress, burnout, and high turnover rates among neurodivergent employees—outcomes that no organisation wants. Fostering an Inclusive Workplace Creating a supportive environment for neurodivergent employees starts with fostering open communication and understanding. Employees should feel safe sharing their needs without fear of stigma or judgment. Here are some strategies to consider: Flexible Work Arrangements:  Offering remote work, flexible hours, or quiet spaces can help neurodivergent employees thrive. Clear Communication:  Use straightforward language and provide instructions in multiple formats (e.g., written and verbal). Tailored Support Plans:  Work with neurodivergent employees to develop individualised accommodations that address their specific needs. Education and Awareness:  Training sessions for managers and teams can help dispel myths and build empathy. Practical Strategies for a Neurodiverse-Friendly Workplace Beyond fostering inclusivity, organisations can implement concrete practices to create a neurodiverse-friendly culture: Revamp Hiring Practices:  Offer alternative interview formats, such as working interviews or portfolio assessments, to reduce biases. Provide Assistive Technology:  Tools like speech-to-text software or noise-canceling headphones can make a world of difference. Celebrate Differences:  Highlight the contributions of neurodivergent employees to normalize and celebrate diversity. Resources and Support: The Collectively Diverse  Training Session One of the most effective ways to build a truly inclusive workplace is through targeted training. The Collectively Diverse  training session provides a comprehensive understanding of neurodiversity and equips organisations with the tools to support neurodivergent employees effectively. This training covers: An Introduction to Neurodiversity:  Exploring the key concepts and definitions. Workplace Impact:  Understanding the unique strengths and challenges neurodivergent employees face. Creating an Inclusive Environment:  Practical steps to openly empower employees to share their strengths and needs. Best Practices:  Actionable strategies for fostering a neurodiverse-friendly culture. Resources and Tools:  Where to find ongoing support for neurodivergent staff. Who Should Attend? This training is ideal for employers, HR professionals, managers, and team leaders who want to create an inclusive workplace that empowers neurodivergent employees to thrive. A Call to Action: Invest in Neurodiversity The future of work is inclusive, and embracing neurodiversity is not just the right thing to do—it’s a smart business move. By understanding and supporting neurodivergent employees, organisations can unlock innovation, improve staff wellbeing, and boost productivity. Ready to make a difference? Book the Collectively Diverse  training session today and take the first step toward creating a workplace where everyone can succeed. Team members working together Together, we can build workplaces that celebrate neurodiversity and empower all employees to achieve their potential.

A diverse team working together In a world where innovation and creativity drive success, understanding and embracing neurodiversity in the workplace is no longer a "nice to have" but a mission-critical priority. Neurodiversity, a term coined in the late 1990s, recognises that neurological differences such as autism, ADHD, dyslexia, dyspraxia, and others are natural variations of the human experience. These differences can bring unique strengths and perspectives to organisations that value and include them. For businesses and individuals alike, creating a truly inclusive workplace fosters empowerment, innovation, and sustainable success. As Anne Keast-Butler, Director of GCHQ, aptly stated: "At GCHQ, we have truly brilliant people working to solve complex problems and keep the country, and our interests abroad, safe. But individual talents are always amplified by brilliantly diverse teams. I truly believe that bringing together people with a mix of skills, backgrounds and perspectives enables new ideas to flourish and gives us an edge. In my eyes, inclusion is not a nice to have, it is mission critical. We recognise that we have a way to go until our workforce represents the country we serve, but I’m committed to the journey." This quote beautifully encapsulates the transformative power of diversity and inclusion in the workplace. By appreciating and amplifying the talents of neurodivergent individuals, organisations can unlock unparalleled potential and achieve goals that are otherwise unattainable. The Value of Neurodiversity Neurodivergent individuals often possess unique skills that are highly valuable in the workplace. For example: Autistic individuals might have exceptional attention to detail, pattern recognition, or deep focus in specific areas. People with ADHD often bring creativity, high energy, and the ability to think outside the box. Dyslexic individuals frequently excel in visual thinking, problem-solving, and innovative approaches. Despite these strengths, many neurodivergent individuals face significant barriers to employment due to a lack of understanding or accommodations in traditional workplaces. Breaking down these barriers is essential not only for creating equitable opportunities but also for harnessing the full potential of every team member. Inclusion Is Empowering for Individuals and Organisations A workplace that values neurodiversity empowers individuals by providing an environment where they can thrive. This means more than just hiring neurodivergent employees; it means fostering a culture of belonging where everyone’s contributions are valued and respected. This can include: Flexible work arrangements  that accommodate different needs, such as remote work or adjusted hours. Clear communication  and structured feedback to support individuals who may process information differently. Physical and sensory accommodations  like noise-cancelling headphones, quiet spaces, or tailored office layouts. *Training and awareness  for all employees to reduce stigma and create a culture of understanding. For organisations, these practices lead to tangible benefits: Enhanced innovation:  Diverse perspectives fuel creative solutions to complex problems. Improved employee retention:  Employees who feel valued and supported are more likely to remain loyal. Greater productivity:  Teams that embrace diverse strengths work more effectively and achieve better outcomes. Broader representation:  A workforce that reflects society’s diversity fosters trust and connection with clients, customers, and the wider community. Moving Towards Inclusion As Anne Keast-Butler acknowledges, the journey towards true inclusion is ongoing. While many organisations have made strides, there is still work to be done to ensure that workplaces reflect the diversity of the communities they serve. This journey requires: Leadership commitment:  Inclusion must be championed from the top to create lasting cultural change. Proactive recruitment:  Actively seeking talent from neurodiverse communities broadens the applicant pool. Open dialogue:  Encouraging employees to share their experiences and needs builds trust and understanding. Continuous learning:  Staying informed about best practices and emerging research ensures that policies and approaches remain effective. A Call to Action At Collectively Diverse, we believe that better knowledge and understanding of neurodiversity are essential for building inclusive workplaces. By celebrating the unique talents and perspectives of neurodivergent individuals, we empower them to contribute fully to their teams and organisations. This is not just an ethical imperative—it’s a strategic advantage. As Anne Keast-Butler reminds us, inclusion is mission critical. Let us commit to the journey together, fostering workplaces where everyone’s voice is heard, talents are recognised, and ideas flourish. When we embrace neurodiversity, we build a stronger, more innovative, and more equitable future for all.  * Find out how we can help to empower your workforce through increased knowledge and understanding.

If there’s one thing I’ve learned about myself, it’s that I have a knack for saying “yes” without thinking. It’s not entirely my fault—I suspect my ADHD loves to whisper, “This is a BRILLIANT idea!” while my inner people-pleaser nods along enthusiastically. The result? I leap headfirst into decisions that seem exciting in the moment but often leave me scrambling later. It’s not just about inconvenience—it affects my wellbeing, mental health, and sometimes the mental health of those around me. Like the time I signed myself—and my unsuspecting travel companion—up to work for a travelling fair in Australia. The Setup: When Impulsivity Takes Over There we were, two young backpackers exploring Australia, soaking up the sun, and chasing adventure. One day, I came across a job advert on a random notice board for a travelling fair. Without a moment’s hesitation, I decided this was exactly the kind of spontaneous experience we needed. Did I think about the logistics? Nope. Did I consider whether my travel buddy was as enthusiastic about spending nights in a cramped caravan with total strangers—and their dog—as I was? Absolutely not. Instead, I enthusiastically signed us both up. I mean, who wouldn’t want to work at a fair, right? The bright lights, the fried food, the quirky cast of fairground characters—it all seemed so whimsical and romantic in my ADHD-fuelled mind. To me, it was the adventure of a lifetime. But to my travel companion? It was, well… something else entirely. The Impact on Wellbeing Looking back, my impulsivity isn’t just an amusing quirk; it has serious effects on my mental health and wellbeing. When I dive into something without considering the emotional or logistical ramifications, I often end up overwhelmed. As a neurodivergent person with ADHD, the constant mental stimulation can lead to stress, anxiety, and even feelings of regret when things go awry. And it doesn’t just affect me—it also impacts the people I drag along for the ride. I’m learning that it’s essential to pause and think, not just for my own peace of mind, but for the wellbeing of those I care about. In this case, on reflection, my travel companion’s reaction shows me how my impulsivity can disrupt someone else’s sense of calm. My Travel Companion to the Rescue When I told him the “exciting” news, my travelling companion's reaction was a mix of disbelief and alarm. “You did what?” he asked, eyebrows raised. I eagerly explained my vision of fair life—serving candyfloss, maybe running a game stall, travelling from town to town across Australia. But he wasn’t convinced. “Wait… where exactly are we meant to sleep?” “In a caravan, I think,” I replied, trying to sound confident. “But we’d be sharing it with some of the other workers.” “And a dog or two, I suppose?” he asked. “Yes… but, you know, we'll get to see lots of Australia!” I added with what I thought was winning enthusiasm. At this point, he looked at me as if I were a whirlwind in human form and took control of the situation. He contacted the fair and politely explained that neither of us would be taking the job after all. Crisis averted. Just like that, my impulsive “yes” was undone. Why I Say Yes (and Why It’s Not Always a Good Idea) This wasn’t the first time—or the last time—my impulsivity had landed me in a sticky situation. More recently, I’ve come to realise that my ADHD plays a big role here. The impulsivity that comes with it means I often act before thinking, driven by excitement or the need to keep life interesting. This can be particularly challenging in a world that doesn’t always accommodate neurodivergent traits, and sudden decisions or lack of forethought can lead to emotional overwhelm or a decline in mental health. Add to that a strong streak of people-pleasing, and saying yes becomes my default response. I want to be agreeable, adventurous, and up for anything—whether or not it’s actually a good idea. But as the travelling fair escapade taught me, saying yes without thinking can lead to situations that aren’t just inconvenient—they’re downright ridiculous and potentially dangerous. Phone lock screen showing photo of two young people and a reminder to think first, then act! My New Rule: Think First, Then Act Following the fair fiasco, it’s taken me another 20+ years to realise I need a strategy to keep myself in check. Enter my new mantra: Think first, then act. To make sure I don’t forget it, I’ve added those words to the lock screen of my phone. Now, whenever I feel the urge to impulsively say yes, I will try to take a moment to pause and reflect. I will hopefully remember to ask myself these three key questions: 1. Am I saying yes because I actually want to, or because I feel like I should? 2. Do I have all the information I need to make this decision? 3. Will this lead to an adventure I want, or just a mess I’ll regret? The Takeaway Saying yes isn’t inherently bad—it’s often what leads to exciting opportunities and new experiences. But saying yes without thinking? That’s a recipe for trouble, especially when it’s fuelled by impulsivity, a desire to keep others happy, or a lack of awareness of the emotional impact it might have. For neurodivergent people like me, impulsivity isn’t just a personality quirk—it can affect my overall mental health and wellbeing causing a rollercoaster of highs and lows. I’m still learning to pause before committing to things, and I’m incredibly grateful for friends and family who have my back when my impulsive side takes over. So, to my travel buddy who saved us both from sharing a caravan with strangers and their dogs: thank you for being the voice of reason. ...and to anyone else prone to impulsive decisions: take it from me. It’s okay to say yes, but it’s even better to say yes thoughtfully...and, if you’ve got someone who can help rescue you from your own pandemonium every now and then, well, that’s just the icing on the (deep-fried) cake.

At Collectively Diverse, we’re all about creating space for learning, growth, and meaningful conversations. Sometimes, that growth starts with our own moments of confusion. Recently, Liz, our founder, shared her honest reflections about struggling to understand the difference between neurodiverse and neurodivergent. For years, Liz noticed these terms being used interchangeably in the media, academic papers, and even professional discussions, which led to her uncertainty about their correct usage. While it wasn’t always clear, she knew this distinction was important, especially as Collectively Diverse strives to champion inclusivity and understanding in all forms. That’s when a trusted friend and fellow education professional stepped in to help. Andrea Leigh, a specialist advisory teacher for speech, language, communication, and autism, reached out in a wonderfully supportive and non-judgmental way. Andrea took the time to explain the distinction with clarity and care, helping Liz—and by extension, everyone at Collectively Diverse—gain a much better understanding. Andrea explained: “It’s confused a lot, which means when you get it right, it’s noticed. When referring to individuals, neurodiverse doesn’t make sense—one person can’t be diverse, in the same way as when thinking about biodiversity, one tree isn’t diverse. Neurodiverse includes everybody, including neurotypicals (the majority). If you are in a room and everyone is autistic, then there isn’t any neurodiversity in the room—but everybody individually is neurodivergent from what is considered the norm. Neurodiversity is about differences BETWEEN people, but neurodivergent is more about the individual. That’s how I understand it, but it takes practice, and it isn’t consistently used in the media (yet).” For Liz, this was an “aha” moment. The distinction suddenly clicked: neurodiversity refers to a group-level concept that includes everyone—neurotypical and neurodivergent alike—while neurodivergent describes individuals whose neurological traits diverge from the norm. Inspired by this conversation, Liz led a review of the language used on the Collectively Diverse website. We went through our content, corrected any instances where the terms were misused, and felt a sense of pride in the small but meaningful improvements we made. It was a powerful reminder of how important it is to revisit the words we use, no matter how familiar they might seem. What stood out most in this experience was Andrea’s kindness and non-judgmental approach. Learning often involves admitting what we don’t know, and Andrea created a space where Liz felt supported rather than criticised. It’s a reminder that these conversations are most impactful when they are rooted in care and a shared commitment to understanding. We wanted to share this journey not just to celebrate the insight Andrea provided, but to remind everyone that it’s okay to have questions and to admit when you’re unsure. Language evolves, and so does our understanding of it. The important thing is being open to learning—and to helping others do the same. Have you ever struggled with understanding terms like neurodiverse and neurodivergent? How do you approach these kinds of discussions? We’d love to hear your thoughts—share them in the comments or connect with us on social media. Together, let’s continue to grow, learn, and embrace our collective diversity. -> Discover the training we offer to help enhance knowledge and understanding around neurodiversity and wellbeing. People sat at a computer learning together

Recently, I had the privilege of speaking on Radio 5 Live about the Education Committee’s new inquiry into the crisis in special educational needs and disabilities (SEND) provision. I briefly shared my thoughts on what could come out of this review and the solutions I believe we need. During the discussion, another professional agreed with many of my suggestions but expressed a different perspective as they couldn’t share my optimism. For them, the harm already done and the systemic challenges ahead make it hard to see this review as anything other than a potential cost-cutting exercise rather than a real commitment to better support and education. That conversation made me pause and reflect: Am I naively optimistic? Is it wrong to remain hopeful in the face of such challenges? After some thought, I’ve decided this: I am ever hopeful of positive changes, and I’m okay with that. Change only happens when people keep fighting for it—and I’m committed to contributing however I can to make the world a fairer, more united, and inclusive place for everyone. Ahead of the radio segment, I reached out to others with deep personal and professional experience in SEND. Their insights were invaluable, and I wanted to share some key points when it comes to what this review must deliver: - Better training for everyone involved in SEND provision. - Stronger collaboration and partnership are needed to ensure that educators, families, and students are truly supported. - A greater focus on developing well-rounded individuals rather than prioritising box-ticking, which too often leads to mental health difficulties in students. - Suitable provisions for students without academic learning disabilities but with social and emotional difficulties that make thriving in standard classrooms challenging. - An in-depth exploration of why so many children with SEND are being taken out of school and home-educated, along with solutions to mitigate the negatives that sometimes go along with this. Perhaps a more hybrid approach to teaching SEND students could be part of the answer. - Increased funding, used more effectively, for both mainstream and specialist education provisions. What do you think? Do you think there’s room for optimism? What do you hope this review will address—or fear it might overlook? Let’s keep the conversation going. Together, our collective voices can help shape the change we want to see. https://committees.parliament.uk/committee/203/education-committee/news/204487/solving-the-send-crisis-education-committee-launches-major-inquiry/