Supporting People Living with Neurological Conditions
Jane Cullen begins by introducing The Brain Charity and its mission to support anyone living with a neurological condition across the UK. The charity provides information, advice and practical guidance to help individuals understand their diagnosis, access support and, where appropriate, return to or remain in employment.
She explains that many of the challenges people face begin long before they enter the workplace. Recruitment processes can often create barriers, particularly when employers focus on what candidates may struggle with rather than the skills and strengths they can bring. Jane highlights the importance of offering alternative ways for candidates to demonstrate their abilities, such as work trials and practical assessments.
The discussion also explores the importance of workplace flexibility. While employers are often willing to make adjustments for visible physical conditions, invisible neurological differences can sometimes be harder for colleagues to understand. Jane emphasises the need for greater awareness and openness, encouraging organisations to recognise that most people want to do a good job and contribute positively when given the right support.
Terry Bolton on Late Diagnosis, Employment Challenges and Unmasking
Terry Bolton shares his personal experience of living with ADHD and Tourette’s Syndrome, both of which were diagnosed later in life. He reflects on the challenges he faced throughout his career before understanding the reasons behind many of his difficulties.
He recounts an early experience in recruitment where symptoms associated with his Tourette’s and disrupted sleep patterns were misunderstood by his employer, ultimately leading to his dismissal. The experience highlights how a lack of awareness can result in incorrect assumptions and missed opportunities.
Throughout the conversation, Terry advocates for a shift in attitudes rather than simply increasing knowledge of individual conditions. He argues that employers should focus on understanding and supporting people as individuals, recognising that no two neurodivergent experiences are the same.
Terry also discusses the concept of masking, where neurodivergent individuals suppress behaviours or traits in order to fit into workplace expectations. He explains the significant mental effort involved in constantly monitoring and adjusting behaviour, and encourages others to feel confident being themselves rather than hiding their differences.
Creating Culture Change Through Employer Education
Jane Cullen explains how The Brain Charity works with organisations to create lasting cultural change around neurodiversity. The charity’s approach focuses on educating senior leaders, supporting line managers and increasing awareness across entire organisations.
Training is delivered by neurodivergent facilitators with lived experience, helping participants understand both the strengths and challenges associated with different neurological conditions. Alongside workshops and awareness sessions, The Brain Charity also supports organisations with policy development, coaching and individual case consultations.
The goal is not simply to increase awareness, but to equip organisations with the confidence and understanding needed to create genuinely inclusive working environments.
Brewers Decorator Centres’ Neurodiversity Initiative
Jane Clifford shares the story behind Brewers Decorator Centres’ neurodiversity initiative, which began in 2023. The decision was driven by both growing awareness within the business and personal experiences that highlighted the importance of creating more inclusive workplaces.
The organisation introduced a neurodiversity policy alongside a video version to improve accessibility. Training was rolled out across the business, starting with the people team before extending to managers and the wider workforce.
A key focus has been creating opportunities for open conversations. Jane explains that one of the most significant outcomes has been an increase in colleagues feeling comfortable identifying as neurodivergent and discussing any support they may need.
She also highlights practical examples of workplace adjustments, including creating written step-by-step guides for employees who preferred structured instructions and providing ADHD coaching to help individuals build confidence and address workplace challenges.
Unlocking Hidden Talent Through Understanding
A recurring theme throughout the discussion is the untapped potential that exists within neurodivergent employees.
Terry argues that many organisations may already employ highly talented individuals whose abilities remain hidden because they are not receiving the support they need. Rather than viewing workplace adjustments as a compliance exercise, he encourages employers to see them as an opportunity to unlock exceptional performance and creativity.
Jane Cullen reinforces this message by explaining some of the neurological factors behind behaviours often associated with conditions such as ADHD. Understanding the science behind these differences can help employers move beyond assumptions and focus on practical solutions that allow individuals to succeed.
Creativity, Performance and Self-Expression
The conversation also explores Terry’s creative journey as a musician and performer. Having started performing at a young age, he reflects on how music has provided a space where he feels most comfortable being himself.
He explains that performing often reduces the impact of his tics and provides a sense of calm and focus. His latest music project centres on the theme of unmasking and accepting himself fully, a message he hopes will resonate with others who have experienced similar challenges.
During the episode, Terry openly shares his experience of allowing himself to be fully authentic during the conversation, describing it as an important personal milestone in his own journey.
Advice for Leaders and Employees
As the discussion concludes, the guests offer practical advice for both employers and neurodivergent individuals.
Jane Clifford encourages leaders to maintain ongoing conversations about neurodiversity rather than treating awareness as a one-off initiative. She emphasises the importance of balancing support with celebration and creating environments where people feel comfortable asking for help when they need it.
Terry’s message is simple but powerful: stop hiding who you are. He encourages neurodivergent individuals to seek support, be open about their experiences and focus less on meeting other people’s expectations.
Jane Cullen closes the discussion by reminding leaders that neurodivergent individuals often bring exceptional strengths to organisations. By understanding those strengths and creating the right environment, businesses can unlock significant talent while helping individuals thrive both professionally and personally.
This episode highlights the importance of moving beyond awareness and towards meaningful action, creating workplaces where every individual has the opportunity to succeed.
