Neurodiversity week: What's it really like to be neurodivergent at work?

Neurodiversity diagnosis

I decided to go for a hearing test and was shocked to find out that, whilst I only had minimal hearing loss, I did have difficulties in processing certain frequencies. The audiologist suggested I had something called Central Auditory Processing Disorder, which is where your brain isn’t able to successfully process the sounds coming through the ear and the result is a scrambled version of what you actually heard.

Between the ages of 36 and 38 I was then diagnosed with several neurodiverse conditions (as well as physical conditions). None of these were ‘new’ - they were things I had since birth, but I had never been able to get a diagnosis through the NHS. It was only by utilising the Group’s resources such as the Access Network for disabled colleagues, the Workplace Adjustment Scheme and the private medical insurance that’s part of the colleague benefit package that I was able to get diagnosed.

Prior to my various diagnoses I had been at breaking point – emotionally, physically and mentally. I was struggling with so many things on a day to day basis, only to be told in the past that there was no identifiable cause. In a few years of working at Lloyds Banking Group I had been able to obtain clarity and was further diagnosed with Asperger’s Syndrome and Attention Deficit Disorder, along with several other non-neurominority conditions including ME, Fibromyalgia and an auto immune condition. The majority of these were diagnosed by utilising the healthcare benefit.

I signed up as an Access Representative at the start of my diagnosis journey as I wanted to support others who were struggling with their health conditions. Women with ADD/ADHD and Autism demonstrate very particular differences which are not often present in males, this can often lead to misdiagnosis. Because of this, I felt it was important to increase awareness of these conditions.

At the age of 36, there was a lot of anger and grief over the fact that I hadn’t been diagnosed as a child. I wondered what support I might have received and whether this would have resulted in me achieving more in life. Gradually, I was able to accept the diagnoses and actually become grateful for them. I realised that the traits I like in myself such as my persistence, compassion and strong moral compass are because of my neurodiversities.

Support for neurodivergence at work

Over the years I have utilised the Group’s Work Place Adjustment program and the Government Access to Work scheme to obtain physical and practical adjustments to help me continue working, such as Assistive Technology to help me read documents, assessment for another neurodiversity (Irlens Syndrome) as well as providing me with filters for my glasses. I have received several hours of coaching from Genius Within (a company who provide support services for neurominorities). I also attended the Personal Development Programme run by our Group Disability Programme which helped me emotionally and mentally.

My line manager has been exceptional throughout all of this, she has understood the challenges I face but also where my strengths lie. As a result, she has provided me with suitable opportunities to develop and also cater my role around my disabilities. At the same time, it has provided development for her as she has needed to take time to understand my needs and how to provide the correct level of support.

I can honestly say that if I had not received the level of support that I have, from both my line manager and through the Workplace Adjustment scheme, I would not be in a position to work. I can work flexible hours and now work from home full time which helps me manage my conditions.

The Access network has been great for moral support but also for providing me with opportunities to help others and also enabling me to overcome some of my fears. I have trained as an Accessibility Advocate and Mental Health Advocate, meaning I can raise awareness of mental and physical disabilities and champion colleagues. I have been able to deliver several training courses and influence senior management through our Neurodiversity Working Group.

My advice to others managing neurodiversity at Lloyds Banking Group would be to utilise all of the available support. We have an excellent Employee Assistance Program, support through the Bank Workers Charity, and private medical insurance as a free benefit. Completing a Work Place Adjustment passport will enable you to communicate your health requirements throughout your career journey.

Please be open and honest with your line manager – you may find that some small adjustments can make the world of difference. We have wonderful colleagues who either follow or regularly engage with the Access Network and we are lucky to have this supportive community.