We want to thank you for attending our workshops in Emersons Green Village Hall, made possible with funding from Emersons Green Town Council. It has been wonderful to meet so many people and spark meaningful conversations about Inclusion.
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To help you take your next steps, we’ve curated this page with valuable resources, insights, and new projects, designed to inspire and empower your conversations about neurodiversity. Dive in, explore, and Keep the Conversation Going!
Speaker: Lucy Smith
Neurodiversity is Common but Overlooked – 1 in 7 people in the UK are neurodivergent, yet many face barriers in employment and inclusion.
Workplace Challenges Persist – Long assessment wait times, lack of disclosure (76%), and limited employer focus (49%) highlight the need for change.
Inclusive Workplaces Matter – Reasonable adjustments and open discussions help create supportive environments.
Younger Generations are Driving Change – 53% of Gen Z identify as neurodivergent, making inclusion more important than ever.
Action is Key – Safe spaces, advocacy, and meaningful support systems help neurodiverse communities thrive
Speakers: Lucy Smith & SGPC
Inclusive Spaces Foster Support – Creating environments where neurodivergent individuals feel safe and valued is essential for meaningful inclusion.
Resilience is Key – Building resilience through learning, coping strategies, and supportive frameworks helps neurodivergent families navigate challenges.
Workplace and Education Accessibility Matters – Reasonable adjustments in schools and workplaces ensure neurodivergent individuals can succeed without unnecessary barriers.
Open Dialogue Encourages Understanding – Safe spaces for discussion help break stigma, allowing neurodivergent individuals and allies to share experiences and seek support.
Ongoing Support and Resources Make a Difference – Access to helpful resources, events, and advocacy networks empowers neurodivergent communities to thrive.
Speakers: Lucy Smith & Andy Jackson
Neuroinclusion is a Business Advantage – Embracing neurodiversity leads to increased innovation, productivity, and employee retention. Yet, many workplaces unintentionally create barriers for neurodivergent employees.
The Social Model of Disability Matters – Disability is not about the individual but the barriers in their environment. Simple workplace adjustments, like sensory-friendly spaces and flexible communication styles, can unlock neurodivergent talent.
Inclusion is Needed at Every Career Stage – From recruitment to promotion, neurodivergent employees face unique challenges. Clear job descriptions, structured onboarding, and strengths-based performance reviews help ensure fairness.
Recruitment & Progression Need Reform – Traditional hiring methods often exclude neurodivergent talent. Companies should prioritize skills-based hiring, alternative application methods, and clear promotion pathways.
Actionable Steps Make a Difference – Businesses should start by reviewing hiring practices, improving workplace accessibility, investing in mentorship, implementing inclusive policies, and increasing diverse representation
Date: 20th February 2025
Speakers: Kirsty Brown, Fitness for Life, & Lucy Smith
Menopause Can Intensify Neurodivergent Traits – Changes in hormones can amplify difficulties with memory, focus, sensory sensitivity, emotional regulation, and fatigue, making daily life more challenging.
Dopamine & Cognitive Support Are Crucial – Activities like exercise, music, creative outlets, and structured routines help maintain dopamine levels, while a diet rich in protein, omega-3s, and key micronutrients supports brain function.
Self-Regulation Strategies Help Manage Symptoms – Sensory tools, mindfulness techniques, and cognitive-behavioral strategies can help counteract brain fog, mood swings, and attention difficulties.
Hormonal & Cognitive Support Can Be Beneficial – Hormone Replacement Therapy (HRT) may help some individuals, while structured routines, planners, and reminders aid in managing cognitive challenges.
Community & Environmental Adjustments Matter – Reducing sensory overload, seeking peer support, and creating neuroinclusive workplace environments can improve well-being and productivity for neurodivergent individuals going through menopauseHere's some stuff
Date: 6th March 2025
Speakers: Lucy Smith & Emily Chittell
The Impact of Digital Overuse – Excessive screen time, especially on social media, can negatively affect mental health, as seen in Owen’s experience of using their smartphone to escape emotions but ultimately worsening their mood.
Balancing Digital Consumption – It's important to be mindful of how digital tools influence our emotions and well-being, avoiding over-reliance on social media for coping.
Creating Digital Boundaries – Simplifying digital life can improve mental health, making space for healthier habits and real-world connections.
Support and Adjustments – Neurodivergent individuals may benefit from reasonable adjustments and access-to-work accommodations to create a more balanced digital experience.
Speakers: Lucy Smith & Support Team
Legal Obligation for Employers: Under the Equality Act 2010, employers must make reasonable adjustments to ensure that disabled employees are not at a substantial disadvantage in the workplace.
Defining Reasonable Adjustments: Adjustments can include changes to the workplace, working arrangements, task execution, or providing necessary support and equipment.
Disclosure and Employer Responsibility: Employees need to disclose their disabilities for employers to act on their duty to make adjustments. Employers are not obligated to assume or act on ambiguous signs of a disability.
Balancing Adjustments with Job Requirements: Adjustments should create fairness without lowering the essential standards of a role. Selection criteria should be inclusive but still maintain job integrity.
The Business and Cultural Benefits: Implementing reasonable adjustments fosters an inclusive workplace, reduces staff turnover, and leads to broader innovations that benefit all employees
New data suggests that 15% to 20%
of the population may be neurodivergent – up from estimates of 5% to 10% just five years ago. This shift underscores the critical need for employers to broaden the horizons of their diversity, equity and inclusion (DEI) efforts to encompass neuro-inclusion
Half of neurodivergent employees have taken time off work due to their neurodivergence, a 5% rise from last year, according to City & Guilds’ Neurodiversity Index. The report also found that 36% received no workplace support, and 18% didn’t know where to seek help.
The reality of neurodiversity means that every interaction at work takes place between people with different brains – yet, typically, very few organisations are thinking about neurodiversity or neuroinclusion. This represents a significant missed opportunity for organisations looking to address their key talent priorities at the same time as addressing inequalities at work faced by neurodivergent people
Lucy Smith
Lucy is the founder of Inclusive Change and Inclusive Change at Work CIC. She has lived experience of neurodiversity and has been working in the area of neurodiversity for 6 years. Lucy combines a career in change management in internationally renowned organisations with experience in education to create thoughtful and inspiring training and consultancy services.
Daniel Biddle
Daniel is a highly experienced accessibility consultant with extensive experience of disability. Daniel has particular expertise in acquired disability, including acquired neurodiversity. He established the National Disability Employment & Advisory Service in 2022 and focuses on supporting neurodivergent young people & adults into employment.
Kirsty Brown
Kirsty is a proactive, self-motivated individual with managerial experience in motivating teams and providing exemplary service. As a personal trainer and women's health coach, I use an empathetic approach to set and monitor achievable goals, adapting strategies to support clients through life's challenges. My expertise in menopause coaching includes workshops that empower women to confidently make lifestyle changes and navigate difficult times.
Vicky Henderson
Vicky is a multi-award-winning coach, mentor, speaker and trainer. She specialises in working with young people (11-24yrs) helping them grow in confidence, feel happy and generate hope and excitement for a better future.
In addition to working with young people, Vicky also works with parents, schools and employers, to ensure that all young people are afforded the support and help they need to thrive.
Andy Jackson
Andy is a Non-Executive Director of Inclusive Change at Work CIC, as well as an entrepreneurial and leadership coach and a dedicated advocate for neurodivergent individuals.
As a parent to a young adult navigating life with undiagnosed neurodivergence, Andy brings both professional expertise and personal insight to their work.
A skilled coach, facilitator, and trainer, Andy is passionate about enhancing organisational performance and supporting teams to thrive.
South Glos Parent Carers
South Glos Parent Carers (SGPC), the local parent carer forum that represents & supports parent carers of children and young people with Special Education Needs and Disabilities (SEND) in South Gloucestershire. Driven by a desire to make a difference for every SEND family in South Gloucestershire, SGPC attend meetings across the education, health and social care sectors to ensure service providers understand the challenges families face, so that positive changes can be made. SGPC also offer support to parent carers, via online and drop-in support sessions as well as workshops on a range of SEND topics. The SGPC team are all parent carers themselves, so they truly understand the SEND journey & challenges. From their personal experiences & those of their community, they have gained valuable insight, information and a wealth of SEND knowledge.
Inclusive Change at Work CIC proudly presents
Project Sandbox, a ground-breaking initiative designed to champion digital safety and disability inclusion.
In collaboration with the Avon & Somerset Police & Crime Commissioner, we’re creating an engaging series of podcast and radio episodes that dive deep into building safer digital spaces for disabled and neurodivergent individuals.
We invite you to be part of this important conversation and join us in driving meaningful change.
Stay tuned, get involved, and let’s make the digital world a place for everyone.
2nd - Understanding & Empowering ND in Sport - Glos. F.A
9th-10th - Festival of Sustainable Business - Bristol Beacon
12th - F'Up Exeter - The Bootlegger, Exeter
22nd - F'Up Bristol - The Square Club, Clifton
What happens when we stop expecting young people to fit into rigid systems and instead build environments around how they truly thrive?
That’s the driving question behind this Project Sandbox podcast episode, where Lucy from Inclusive Change sits down with Lucy Chappell, founder of the North Somerset Sports Foundation, to explore neurodiversity, inclusion, and how grassroots football can become a force for real social impact.
The North Somerset Sports Foundation isn’t just about playing matches, it’s about wellbeing, community, and creating space where everyone feels safe. Since taking over a sports site in Clevedon, Lucy Chappell and her team have been working to build what she describes as a "sports and wellness village." It's a place where children and families of all backgrounds and abilities are welcomed, supported, and empowered to thrive.
This ambitious project runs alongside Lucy’s role as Welfare Officer at North Somerset Football Club, something that highlights just how personally committed she is to making inclusive sport a reality.
“We’re building a thriving community united by fitness, wellness, and sports where every individual, regardless of age, background, or ability, has the opportunity to grow, connect and excel.”
What began with a focus on mental health soon became a much broader conversation. As Lucy began working more closely with families and coaches, she noticed a recurring theme: children experiencing anxiety or behavioural challenges were often later diagnosed as neurodivergent.
Recognising this pattern led to a deeper understanding of how football clubs, often one of the few consistent spaces in a child’s life, can be part of early identification and support.
“So many families experience blame before they get any support. If we start conversations earlier, we can change lives.”
Lucy also shared her personal journey as a parent, and the difficult but essential decision to remove her son from mainstream schooling to protect his wellbeing. These experiences fuel her drive to make football more inclusive, understanding, and responsive.
The conversation highlighted how vital it is to reframe what we view as "behavioural problems" or "learning differences." These can often be signs of unmet needs or different processing styles.
In one powerful story, Lucy describes how her son appeared disengaged during training, wandering at the edge of the group, until the coach asked him to repeat what had been said. He recalled every instruction word-for-word. He wasn’t distracted, he was just processing differently.
“It’s not about changing the child. It’s about changing the environment around them.”
The podcast challenges us to stop asking how children will fit into sport, and instead ask how sport can flex to meet them where they are.
The discussion offers a range of actionable strategies for clubs, coaches, and parents, including:
Simplifying instructions and breaking them down into small steps
Using visual aids and demonstrations during training
Building structure and communicating changes in advance
Normalising differences through open conversation
Incorporating ‘brain breaks’ for everyone in a session
Providing praise regularly and meaningfully
Developing flexible expectations not lowering them, but adjusting them
The key is to create an environment that supports every player without singling anyone out. These changes are beneficial for all, not just neurodivergent players.
Lucy envisions a future where neurodiversity training is a standard part of coach development, where football clubs create player support plans just like schools do, and where children feel safe and celebrated in sport from an early age.
“If we build these environments early, we may prevent the kinds of struggles that lead to isolation or mental health crises later. It starts with asking better questions, and listening closely to what young people need.”
The workshop North Somerset Football Club shared with coaches, volunteers and parents, in partnership with Inclusive Change has already been picked up by Somerset FA and Gloucestershire FA, helping to shift coach education at a broader level. It’s a promising sign that the seeds of inclusive change are taking root.
This conversation is about more than football. It’s about redesigning systems to serve every kind of mind and building communities where everyone belongs.
Listen to the full episode via the Inclusive Change podcast and learn more about how the North Somerset Sports Foundation is creating meaningful impact through sport.
To get involved or explore digital inclusion through Project Sandbox, visit icall-cic.com/sandbox.
Inclusive Change At Work CiC
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