Beyond “Understanding”: The Real Work of Being Seen
For many neurodivergent professionals, the hardest part of work isn’t the job itself — it’s ensuring that you’re seen, supported, and understood.
You can attend awareness sessions, share resources, or even disclose your diagnosis, and still find that your needs are treated as an afterthought. Too often, organisations see inclusion as a tick-box exercise rather than an ongoing, collaborative process.
So how can you move from awareness to real, individualised support?
1. Have the Conversation — and Keep Having It
Start by negotiating openly with your manager. Explain what works for you, what doesn’t, and why. Be specific: focus on practical examples rather than abstract concepts.
For example:
Instead of “I find meetings difficult,” say “I work best when I receive the agenda in advance and can type my input in the chat.”
Then, make notes ahead of the meeting — what you want to discuss, what outcomes you need, and where flexibility is possible. Clarity creates confidence.
2. Introduce Tri-Coaching
If you’re struggling to get understanding or follow-through, suggest tri-coaching — a three-way conversation between you, your manager, and a coach.
Tri-coaching builds mutual understanding and accountability. It’s not just about supporting you — it’s about helping your manager learn how to lead inclusively, too.
However, you may meet resistance. Some managers believe that because they’ve already attended a “neurodiversity training,” they don’t need further support. But training is only an overview.
Real inclusion requires individualised, ongoing support that reflects your specific strengths, challenges, and working style. No single course can capture that level of nuance.
3. One Size Doesn’t Fit All
Neurodiversity is not a single experience — it’s intersectional.
Autistic, ADHD, dyslexic, or dyspraxic employees may share some needs, but every person’s brain works differently, shaped by environment, culture, and other aspects of identity.
That’s why a one-size-fits-all approach doesn’t work. The goal isn’t to apply a broad brush stroke — it’s to paint a picture that reflects your reality.
4. Focus on Practical, Quantifiable Adjustments
Abstract promises like “We’ll be more understanding” rarely translate into action.
Instead, advocate for quantifiable adjustments — things you can measure, review, and refine.
Examples include:
Receiving meeting materials in advance
Flexible working hours or sensory breaks
Quiet workspace or noise-reducing tools
Weekly check-ins to review workload and wellbeing
Once these are in place, you can build on them through softer changes — developing communication, empathy, and inclusive mindsets.
5. Schedule Follow-Ups and Keep the Momentum
Inclusion isn’t a single meeting; it’s a process.
After your organisation’s next neurodiversity training, arrange a follow-up meeting with HR.
Discuss what adjustments are working, what needs tweaking, and what could be added.
This ongoing dialogue prevents neurodiversity washing where awareness exists on paper but not in practice.
The Empauher Takeaway
Neuroinclusive workplaces don’t emerge from one-off training sessions. They’re built through continuous communication, measurable action, and shared accountability.
Every neurodivergent professional deserves more than awareness — they deserve understanding, advocacy, and respect.
So take the step. Have the conversation. Ask for tri-coaching.
And remind yourself daily: you are not asking for special treatment you are asking for equitable conditions to do your best work.
Move from awareness to real neuroinclusive support at work. Discover how to negotiate meaningful adjustments, embrace tri-coaching, and build an equitable, empowering workplace.
Call to Action
If you’re ready to move beyond tick-box diversity and create genuine, individualised inclusion at work, now is the time to take action.
🌿 Join the Empauher Retreat: Unmasking Authentically — designed for neurodivergent leaders and professionals who want to lead, advocate, and rest without masking.
💬 Learn more about Empauher: https://empauher.com/
📅 Book a coaching session with Ginny Evans-Pollard: Schedule your call here to build the confidence, communication tools, and strategies you need to negotiate for real neuroinclusive support at work.
You don’t need to fight for fairness alone — you just need the right framework, language, and allyship to make inclusion work for you.
Move beyond awareness and build real neuroinclusive support at work. Learn how to negotiate adjustments, introduce tri-coaching, and advocate for authentic inclusion with Empauher Coaching and Ginny Evans-Pollard.
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