Inclusive Change at Work
In the community
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!
A Recap of the Slides & Discussions
Let's Talk About Neurodiversity: Building an Inclusive Community Together
Date: 16th January 2025
Speaker: Lucy Smith
Key Takeaways From The Evening
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
Supporting Neurodivergent Families
Date: 30th January 2025
Speakers: Lucy Smith & SGPC
Key Takeaways From The Evening
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.
Building the Future of Work With Neurodiversity in Mind
Date: 6th February 2025
Speakers: Lucy Smith & Andy Jackson
Key Takeaways From The Evening
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
Menopause and Neurodiversity
Date: 20th February 2025
Speakers: Kirsty Brown, Fitness for Life, & Lucy Smith
Key Takeaways From The Evening
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
Digital Wellbeing for Young People
Date: 6th March 2025
Speakers: Lucy Smith & Emily Chittell
Key Takeaways From The Evening
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.
Reasonable Adjustments and Access to Work for Neurodiverse Minds
Date: 20th March 2025
Speakers: Lucy Smith & Support Team
Key Takeaways From The Evening
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
We would love to hear your feedback about the events, please follow the link on the right to go to our short, 10 questions survey to help us improve our future workshops
🎉 Neurodiversity Celebration Week 🎉
17th - 23rd March 2025
What is it?
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.
How did it start?
“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
Get involvolved!
Use the button provided to find out how you can get involved, and register your details for this years events.
Recommended Groups and Services
Articles & Reports
A Rising Tide Lifts All Boats - Jan 2022
Organisations that make an extra effort to recruit, retain, and nurture neurodivergent workers can gain a competitive edge from increased diversity in skills, ways of thinking, and approaches to problem-solving.
30% More Productive: The ROI of a neurodiverse workforce - 2023
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 miss work due to lack of support - March 2024
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.
New Survey by The Harris Poll Reveals Workplace Stigma for Neurodivergent Employees - May 2024
Understood.org, a leading nonprofit empowering more than 70 million neurodivergent people who have learning and thinking differences, such as ADHD and dyslexia, today announced the results of a Harris Poll of over 2,000 U.S. adults ages 18+. The poll shines a light on the challenges and opportunities facing people with learning and thinking differences, such as ADHD, dyslexia, or dyscalculia, in the workplace.
Wired differently: how neurodiversity adds new skillsets to the workplace - Aug 2023
Wired differently: how neurodiversity adds new skillsets to the workplace
From the arts to the law, employers are seeing conditions such as autism and ADHD can have more benefits than drawbacks.
Embracing The Strengths Of Neurodiversity In The Workplace - Nov 2024
Neurodiversity is gaining recognition as an asset in workplaces, but for many neurodivergent
individuals, the professional world remains fraught with challenges.
CIPD Neuroinclusion at work report 2024
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
Meet Your Hosts and Expert
Speakers
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.
Discover Project Sandbox: Shaping a Safer Digital Future
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.
We can offer you bespoke training packages that will unlock potential in your business and help you foster a more diverse and inclusive work environment
March 2025
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
April 2025
2nd - World Autism Day - United Nations Member States
Free Resources - Guides, Webinars & Courses
Free Course
How to Champion Neurodiversity in the Workplace
Free Course
Inclusive Fitness -
Taster
Free Webinar
Access to Work -
A Manager's Guide
Free E-Book
Inclusion Matters
Free Course
Simplify Your
Digital Life
Free Webinar
This Is Me -
Daniel Biddle
Free Webinar
Building the Future of Work - Careers for Young People
Free Webinar
Building the Future of Work - Recruitment & Retention
Check Out Our Latest Blog Posts
Understanding RSD
What is Rejection Sensitivity Dysphoria (RSD)?
Rejection Sensitivity Dysphoria (RSD) is an intense emotional response to perceived or actual criticism, rejection, or failure, often experienced by individuals with ADHD, autism, and other neurodivergent profiles. Unlike typical reactions to criticism, RSD can feel overwhelming, sparking feelings of shame, sadness, or frustration. For some, the fear of negative feedback or rejection can be so intense that it leads to avoidance of social interactions, criticism, or any situation where judgement might arise.
How Does RSD Affect Individuals?
People with RSD often feel emotional pain more acutely and may experience prolonged negative effects from even minor criticism or rejection. This sensitivity can influence self-esteem, personal relationships, and job performance. For instance, someone with RSD may react to a routine feedback session at work with intense self-doubt, anger, or distress, impacting their confidence and productivity. These feelings may also lead to coping mechanisms like perfectionism, people-pleasing, or withdrawal to avoid any potential criticism. RSD is not something that individuals can control through willpower alone, as it stems from deeply ingrained neurological and emotional processes.
Strategies to Regulate RSD
While RSD can be challenging, there are ways to manage it effectively:
Understanding that RSD is a neurological response rather than a character flaw can help individuals and those around them approach it with empathy. Awareness reduces self-blame and enables those affected to seek strategies and support without feeling they are overreacting.
Self-compassion exercises, such as mindfulness or journaling, can help individuals with RSD develop a kinder, more forgiving inner dialogue. Recognising that mistakes and rejection are part of human experience may help alleviate the intensity of emotional reactions.
3. Cognitive-Behavioral Techniques
Cognitive-behavioral approaches, including reframing thoughts and challenging negative beliefs, can help individuals see feedback as constructive rather than personal. Therapists or coaches specializing in neurodiversity can provide tools to reshape responses to perceived criticism.
4. Structured Feedback and Communication
For those working with or managing individuals with RSD, using structured feedback models like Inclusive Change’s C.H.A.N.G.E framework can be instrumental. Managers can approach feedback compassionately, focusing on growth, setting clear expectations, and maintaining open dialogue to help minimize anxiety related to criticism.
5. Seeking Professional Support
Therapists trained in ADHD, autism, and RSD-specific challenges can help individuals develop resilience and coping mechanisms. Accessing supportive communities and professional networks may also reduce feelings of isolation and provide practical strategies for handling RSD in day-to-day life.
A Compassionate Approach to RSD
RSD may present unique challenges, but with understanding and the right support, individuals can learn to navigate their emotional responses more effectively. Compassionate approaches, both from oneself and from others, can create a foundation for growth, resilience, and a stronger sense of self-worth.
For additional resources and tailored guidance on supporting neurodivergent individuals in the workplace, consider reaching out to Inclusive Change. We offer workshops, toolkits, consultancy and professional support to help individuals and organisations build a supportive and inclusive environment for everyone.
Links for support:
Mind – Mental Health Support for ADHD and Autism
Mind offers a variety of mental health resources that include support for individuals dealing with emotional dysregulation, a core aspect of RSD. They provide guidance on understanding and managing intense emotions:
Mind - Mental Health Resources
ADHD Foundation UK
This charity provides resources and information on ADHD, including workshops and support materials that can be useful for understanding RSD and managing emotional sensitivity:
National Autistic Society (NAS)
NAS offers resources for those on the autism spectrum, including guidance on managing rejection sensitivity and emotional challenges. They have information for individuals, families, and employers to help foster a supportive environment:
National Autistic Society - Emotional Support
Anna Freud National Centre for Children and Families
The Anna Freud Centre provides support for young people and adults dealing with mental health challenges, including anxiety and self-esteem issues linked to RSD. They also offer a range of self-help resources and information for parents and caregivers:
YoungMinds – Mental Health Support for Young People
YoungMinds has resources for young people, including those dealing with intense emotions and low self-esteem often associated with RSD. They provide resources for understanding and managing emotional responses:
Inclusive Change – Neurodiversity Workshops and Toolkits
Inclusive Change offers specialised workshops, toolkits, and consultation services to support neurodivergent individuals and their employers in managing RSD and fostering an inclusive work environment:
For enquiries for professional support services, get in touch at 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