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.
We offer a variety of ways to collaborate and support your journey. Be sure to join our mailing list to stay informed about our latest projects, exclusive offers, and exciting initiatives.
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
17th - 23rd March 2025
Neurodiversity Celebration Week is a worldwide initiative that challenges stereotypes and misconceptions about neurological differences. It aims to transform how neurodivergent individuals are perceived and supported by providing schools, universities, organisations, and others around the world with the opportunity to recognise the many skills and talents of neurodivergent individuals, while creating more inclusive and equitable cultures that celebrate differences and empower every individual.
“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
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.
17th - 23rd - ND Celebration Week - All over the UK & Online
18th - Creating Inclusive Workspaces - Online
20th - Reasonable Adjustments and Access to Work for Neurodiverse Minds - Emersons Green
31st - Networking Breakfast - Old Down Estate
2nd - World Autism Day - United Nations Member States
“I thought I might have ADHD before I started working here (Inclusive Change) - but now I know I definitely don’t.”
That reflection came from a team member during a recent conversation and it’s stuck with us - not because it dismissed the challenges of attention struggles, but because it highlighted something deeper: how easy it is to conflate everyday distraction with a neurodevelopmental condition, and how profoundly different the experience can be for those living with ADHD.
In our fast-paced, hyperconnected world, it’s no wonder so many people feel overwhelmed, unfocused, and mentally scattered. These experiences are real and increasingly common. BUT they don’t always mean someone has ADHD. Enter VAST: Variable Attention Stimulus Trait, a concept introduced by Dr. Edward Hallowell to describe the modern attention challenges many people face in environments flooded with stimuli.
While ADHD (Attention-Deficit/Hyperactivity Disorder) is a well-recognised neurodevelopmental condition with a strong genetic basis, VAST - or Variable Attention Stimulus Trait - is a newer concept introduced by psychiatrist Dr. Edward Hallowell. It’s not a medical diagnosis, but rather a helpful framework to describe the scattered, foggy mental state many people experience in response to the digital and sensory overload of modern life.
VAST (Variable Attention Stimulus Trait), a concept proposed by Dr. Edward Hallowell, a psychiatrist who specialises in ADHD.
VAST is not a formal medical diagnosis but rather a term used to describe the increasing difficulty many people face in maintaining attention due to the overwhelming amount of stimuli in the modern world—such as constant notifications, social media, and fast-paced information overload.
How VAST Differs from ADHD
• Not a medical condition: Unlike ADHD, which is a recognised neurodevelopmental condition, VAST is more of a descriptive term for modern attention challenges.
• More situational: People with VAST may struggle with focus and impulse control due to environmental factors rather than an inherent neurological difference.
• Influenced by technology: VAST is largely driven by the demands of modern life - high-speed digital communication, endless choices, and constant multitasking.
Symptoms or Experiences of VAST
• Struggling to focus in over stimulating environments
• Feeling overwhelmed by too many tasks or options
• Difficulty in deep thinking due to constant interruptions
• Jumping between tasks without completing them
• Experiencing brain fog from digital overload
While ADHD is a lifelong neurodivergent condition with a strong genetic component, VAST is more about how modern life amplifies attention struggles for many people - whether or not they have ADHD.
Strategies for Managing VAST (Variable Attention Stimulus Trait)
Since VAST is largely influenced by the modern world’s constant stimuli, the key to managing it is reducing distractions, improving focus, and creating an intentional environment. Here are some practical strategies:
1. Reduce Digital Overload
• Control Notifications - Turn off non-essential notifications (emails, social media, news alerts).
• Batch Check Messages - Instead of checking your phone constantly, set specific times to check emails and social media.
• Use ‘Do Not Disturb’ Mode - Silence your phone when focusing on deep work.
2. Prioritise Deep Work & Focus
• The Pomodoro Technique - Work in focused 25-minute sprints with 5-minute breaks.
• Time Blocking - Set specific times for tasks rather than switching between them constantly.
• Use a ‘Focus Playlist’ - Listen to instrumental music or white noise to drown out distractions.
3. Reduce Sensory Overload
• Create a Distraction-Free Workspace - Declutter your desk and remove visual distractions.
• Manage Noise Levels - Use noise-cancelling headphones or work in a quieter environment.
• Adjust Lighting - Harsh lighting can contribute to overstimulation; softer, warm lighting can help.
4. Manage Information Overload
• Limit Multitasking - Focus on one task at a time instead of constantly switching.
• Use a Notes App or Journal - Write down ideas instead of trying to hold everything in your head.
• Set Boundaries for News & Social Media - Decide when and how long you will engage with digital content.
5. Build Routines to Support Attention
• Start & End Your Day with a Routine - Have structured habits that help you transition into and out of work.
• Set Up ‘Trigger Tasks’ - Small actions that tell your brain it’s time to focus (e.g., making tea before deep work).
• Break Large Tasks Into Small Steps - Reduces overwhelm and makes starting easier.
6. Move Your Body to Reset Attention
• Short Walks - Take a walk outside to clear your mind between tasks.
• Stretch or Do Breathing Exercises - Helps reduce stress and improve focus.
• Exercise Regularly - Physical activity increases dopamine and improves cognitive function.
7. Leverage External Tools
• Use Focus Apps - Apps like Forest, Freedom, or Cold Turkey block distractions.
• Try Physical Timers - A kitchen timer can help with time blocking.
• Use a Task Manager - Apps like Notion, Trello, or Todoist keep tasks organised.
8. Be Kind to Your Brain
• Get Enough Sleep - Sleep deprivation worsens attention issues.
• Stay Hydrated & Eat Well - Blood sugar crashes and dehydration can impact focus.
• Accept That Your Brain Works Differently - Instead of forcing yourself into rigid productivity norms, embrace what works for you.
Want to know more: get in touch enquiries@inclusivechange.co.uk
Inclusive Change At Work CiC
Bradbury House
Wheatfield Road
Bradley Stoke
Bristol
BS32 9DB
Companies House: 13271923
ICO registration: ZZB293922
UK register of Learning providers
UKRLP: 10090653