I was diagnosed with autism in 2021, during lockdown. I’d been struggling with anxiety in the workplace, as well as having problems with communication and managing deadlines. In my previous roles before Deloitte, I’d had people telling me exactly what to do, and the move to a more flexible and independent work environment was challenging for me. Despite a supportive team, I felt constantly worried about doing the wrong thing and was fearful of people in authority positions, which I later discovered is common for people living with neurodiversity. When I saw a list of autism traits it really resonated with me, so I went to my GP to get a formal diagnosis. I spoke to my people leader about it, and they were incredibly supportive. I was able to have open conversations with my manager about my strengths and weaknesses, getting a development plan in place for areas where I needed extra help. I now use noise cancelling headphones and I feel comfortable letting people know when I need a break during back-to-back calls.

Neurodiversity manifests differently for people and the challenges it brings can vary between individuals. Common traits include self-confidence issues, difficulty processing large amounts of information and challenges with executive function skills like planning and time management. Some people have difficulty understanding how others are feeling, take things literally, struggle with changes to their routine or feel easily drained in social situations. Generalised anxiety is also common among people with neurodiversity, and a lot of the people who join the network talk to us the ways the ways this impacts them at work. People with neurodiversity often have unique talents that are an advantage in the workplaces too, such as out of the box thinking, positivity or creative ideas.

If anyone is facing challenges at work that might be linked to neurodiversity, they can get in touch with our Wellness Advisory team, who will signpost them to internal and external resources, such as our Occupational Health provider or other specialist services. These services mean that people can get advice on a range of adjustments, even without a formal diagnosis. The Wellness Advisory team works with external organisations to identify what people might benefit from, based on their role and individual needs. This may include recommendations for noise-cancelling headphones, flexible working where feasible, use of assistive technology software, planning and project management tools, as well as education on existing tools. We also have a Neurodiversity Network where people can connect with others and learn more about themselves.

Fully funded by Deloitte, the Neurodiversity Network was set up in 2021 to support people within the firm with neurodiversity. This includes those who are formally diagnosed as well as people who might be struggling with undiagnosed autism, ADHD, dyslexia or dyspraxia. It also gives allies the chance to learn more about neurodiversity and its impacts. It has three main goals which include raising awareness about neurodiversity and the ways it can manifest, providing support and a safe space for people and advocating for change.

Neurodiverse individuals often spend a lot of time ‘masking’, avoiding being their true selves so they can better fit in. The network offers a space for people to relax, where they can be themselves and speak to others with similar experiences. As part of this we arrange events like speaker sessions and forums, where we focus on different themes. In addition, the different business areas run smaller workshops which are more conversational and focused on specific areas of work. For example, thinking of ways we can improve services for the neurodivergent community in Deloitte. The network also helps people to access the right support and signposts them to get the reasonable adjustments they might need.