Neurodiversity at work: real stories of speaking up and feeling supported
This blog includes real stories from neurodivergent employees on speaking up, being heard, and finding support at work.
16th Apr 2026
For many neurodivergent employees, deciding whether to share their neurodiversity at work can feel like a big and personal decision.
There is no single right approach. Some people feel comfortable being open about their neurodiversity, while others may choose to share later in their careers or only with certain colleagues. Some may decide not to share at all.
What often makes the difference is the environment around them. In workplaces where people feel listened to, respected, and supported, these conversations can feel much easier to have.
When employees do choose to speak up, it can lead to better understanding, meaningful adjustments, and a stronger sense of confidence at work.
In this blog, we’re sharing real stories from employees about their experiences of speaking up about neurodiversity at work and what happened next.
Danny, a Customer Account Security Manager at Vodafone, shares more about his career journey and how Vodafone supports his neurodivergence.
“My career at Vodafone began in 2000, where I worked in various roles, including a contact centre advisor and technical support. Despite leaving Vodafone in 2006 due to certain challenges, I rejoined the company through its acquisition of Cable & Wireless Worldwide.
I was diagnosed with autism and ADHD in March 2020 after years of struggling with social awkwardness and other challenges. My diagnosis has been a journey of self-discovery, learning about neurodivergence, and understanding my differently wired brain.
There is such a supportive environment at Vodafone, where I have found allies and mentors who understand and accommodate my neurodivergence. I have been actively involved in various initiatives, including ADHD calls, autism calls, and volunteering activities. My experiences underscore the importance of a supportive workplace that values diversity and inclusion, this is why I am proud to work for Vodafone.
I advise neurodivergent individuals to believe in themselves, be open and honest, and advocate for their needs. Vodafone is a place where people are valued for their merits and abilities and encourage applicants to bring their whole selves to work.”
“Eight years ago, my remarkable journey with SAP Autism at Work (AaW) started when I became the first autistic person in SAP Latin America to join the program.
At that time, AaW was just taking its initial steps, yet it has since made an immeasurable impact on both my professional and personal life. During this transformative period, I met and married my husband, who is also autistic and a fellow member of AaW.
I have had the privilege of collaborating with diverse teams, connecting with extraordinary individuals across SAP Global, participating in a fellowship program within AaW, and achieving the position of Senior Design Project Manager.
I even had the opportunity to lead the “Enabled” employee network group initiative at SAP Labs Brazil.
These eight years have been filled with meaningful experiences that could easily fill the pages of a book. I am immensely grateful for the program and the wealth of learning opportunities and support it has provided myself and others in this global program.”
“At MBDA, I found not only my first role in engineering but also an inclusive environment where I could thrive with the right support. As someone with Asperger Syndrome, I was nervous about entering the professional world, but MBDA provided the flexibility, reasonable adjustments, and encouragement I needed to succeed.
"From disclosing my condition comfortably to joining the Neurodiversity Committee, I’ve found a sense of belonging and purpose. This committee has helped me understand the full spectrum of neurodiverse conditions, appreciate diversity in all its forms, and grow in confidence. Through initiatives like the STEM ambassador scheme, I’ve even discovered a passion for inspiring the next generation.
"MBDA has not only supported my professional growth but also empowered me to embrace my identity, connect with others, and contribute to a more inclusive workplace.”
Jack, Senior Engineer
“I’d always had a suspicion that I was dyslexic. Over the years I worked incredibly hard to mask it and put coping strategies in place, but it was always there in the background. When the opportunity came up through my private medical cover to be assessed, it felt like the right time to finally find out.
The process itself was mixed. The initial paperwork was honestly overwhelming, around 30–40 pages, which, as someone with dyslexia, is enough to put you off before you even begin. Once past that stage, though, the experience completely changed. The assessor was brilliant: supportive, reassuring, and with me throughout the 4 – 5 hour assessment, with plenty of breaks. She made what could have felt daunting feel very manageable.
Receiving the diagnosis has helped me make sense of so many things, both personally and professionally. At work, it’s made it easier for me to begin being more open, I still have a way to go, but it’s a real step forward. It was emotional, but without a doubt one of the best things I’ve ever done for myself.
My advice to others would be, don’t let the paperwork put you off, it’s okay to leave sections blank. Make sure you have a quiet, safe space for the assessment, plus plenty of snacks. And be prepared for the follow‑up call; I underestimated how emotional that moment would be. If you’re considering an assessment, I’d really encourage you to take the step - understanding yourself better can be incredibly empowering.”
Han, HR Director – Marketing, Sales & Customer
Jack Wignall, a Category Manager for the On-trade at Heineken, shares his story on learning how to work with ADHD/Neurodiversity and how it led to him becoming Co-Chair of the Enable Network (Disability Inclusion)
“I joined Heineken UK in 2017, excited to build my career and take on new challenges. For many years, I believed I was managing well, but in 2024 I reached a point where I was struggling mentally in ways I couldn’t fully explain. That led me to the doctors, and at the age of 30, I was diagnosed with ADHD.
Receiving the diagnosis was a huge relief. It gave me clarity and helped me understand that there wasn’t something “wrong” with me — my brain simply works differently. At the same time, the diagnosis wasn’t a solution in itself. I still had to learn how to live and work with ADHD and how to manage the challenges that come with it.
Looking back, I found school and earlier stages of life relatively straightforward, but with the knowledge I have now, I can clearly see where I struggled without realising why. That’s why I’d encourage anyone who recognises these symptoms to explore a diagnosis. There is no stigma — and ultimately, you are the one who benefits from understanding yourself better.
Learning how to learn again has been difficult, but I’ve made real progress by understanding my strengths, limits, and what helps me be more effective at work.
That journey led me to join Enable, our disability network, inspired by the chair at the time, Adam. I went on to lead the “Safe Spaces” workstream and, at the beginning of 2026, became cochair. My aim is to help create a workplace where everyone feels understood, supported, and able to work to the best of their abilities in a comfortable and inclusive environment.”
OVO
Lauren Reid, Senior Controls Analyst and Co-Lead of the Neurodiversity Network shares her story.
As someone with Tourette Syndrome who has spent most of their career just trying to stay under the radar, joining OVO was like a breath of fresh air and is the first company where I've felt truly seen and supported. I have led our Neurodiversity staff network since 2021 and have had the privilege of working with a diverse group across the business to make OVO a great place to work for our neurodivergent people. We have around 300 members and through listening to them, and our leadership being open to change, we've been able to effect real change and continue to do so.
We now have a Neurodiversity toolkit in place, we've created and rolled out Neurodiversity e-learning for all of our people, and this year, for the first time, we managed to get an affordable private diagnosis pathway added to our benefits package. This has been life-changing for many, including myself. Thanks to the new pathway and after years of being on the NHS waiting list, I finally have an ADHD diagnosis and professional workplace coaching.
We have an incredibly active and supportive neurodiverse community made up of neurodivergent individuals and allies, and we actively look to educate the wider business by sharing stories and experiences. Being able to bring your whole self to work is rare but I feel like I can at OVO, without fear.