Josie Teasdale, who joined our parent company Henry Boot as Marketing Project Manager in January, is not only dedicated to her role but also to fostering an inclusive workplace.
A passionate advocate for neurodiversity, Josie has been the driving force behind our Neurodiversity Network, a crucial resource for colleagues. In this third instalment of our neurodiversity series, Josie shares her personal journey and discusses her commitment to raising awareness about neurodiversity, as well as the essential support needed in the workplace.
I was diagnosed with dyslexia at 13, but it wasn’t until nearly two decades later that I discovered I also have ADHD and, more broadly, identify as neurodivergent.
So, what does being neurodivergent actually mean? Neurodiversity is a concept that recognises the vast range of ways people experience and interact with the world. It embraces the idea that there isn’t a single “correct” way to think, learn, or behave – differences are simply part of human variation, not deficits.
The neurodiversity spectrum includes things like ADHD, dyslexia, dyscalculia, dyspraxia (also known as Developmental Coordination Disorder), autism and more. Unfortunately, there is still a significant lack of awareness and understanding around these topics.
For the first 30 years of my life, I often found myself comparing myself to my peers and questioning why our journeys through life looked so different; receiving my late diagnosis of ADHD helped me understand myself better. I’ve been resilient to difficulties throughout my career; first and foremost I’m a passionate marketeer but self doubt, which is common in neurodivergent individuals, left me feeling apprehensive to apply for the roles I really wanted.
Since my diagnosis, I had inner turmoil about whether to disclose this during any interview process in case I would be unfairly judged for something that is a part of me.
That doubt was removed when I started at Henry Boot and soon after I started, I felt empowered to set up the company’s first Neurodiversity Network.
Raising awareness
The driving force for the network was to create a safe space for all colleagues – not only those already diagnosed with ADHD or neurodiversity but those who perhaps had family or friends with neurodivergent conditions.
It’s such an important issue to address, with the emotional rollercoaster of neurodiversity jarring greatly with the conformity of office working life. Many diagnosed people can face depression, are 30% more likely to have ongoing employment issues, and are three times more likely to quit their job on impulse.
I’m determined to help change this, working towards a culture where neurodivergent individuals are actively supported, whether they’ve been formally diagnosed, self diagnosed, or are simply unaware. It’s about embracing flexible working styles that prioritise results over rigid rules, presenteeism, and conformity – things that often clash with the strengths and needs of a neurodiverse individual.
Our approach at Henry Boot is inclusive; we don’t question why someone is joining the Neurodiversity Network. Everyone is welcome, whether it’s for themselves, a family member, or just to seek advice on pursuing a diagnosis. I’m not an expert, but I strongly believe in the saying, “If you’ve met one person with ADHD, you’ve met one person with ADHD.” That’s why we need a network and resources that cater to each individual’s unique needs.
Our network is still in its early stages, and we’re fine tuning the structure, but we’ve already established monthly catch ups and are collaborating with other EDI groups across the company to promote awareness days and similar initiatives. We also plan to launch a series of external talks aimed at educating our workforce about appropriate language and terminology, ensuring that management and colleagues feel comfortable and informed.
In addition to these efforts, we provide ongoing support through a dedicated Teams channel where we share news, highlight local events, and help colleagues discover available resources, such as the government’s Access to Work programme. This initiative helps secure equipment and software, like additional screens, reading and writing tools, and awareness training, essential for individuals to thrive in their roles.
We also offer a screening service for colleagues who identify with neurodivergent traits and want to explore them further before seeking a professional diagnosis.
Positive feedback
The response has been great, and I’m really enjoying working with my colleague Sam (who’s brilliant article on neurodiversity you can read here).
I am proud that we’ve already established a safe space where anyone in our business can talk freely without fear of repercussions.
The future
While it’s heartening to see our company embrace the Neurodiversity Network so warmly, there is still much work to be done, particularly in the interview process.
At Henry Boot, we’re currently exploring ways to offer additional support during the recruitment process. This simple step can significantly reduce unnecessary stress by helping candidates, especially those who are neurodivergent, feel more prepared and comfortable on their interview day.
On a broader scale, I have high hopes that the government, businesses, and the healthcare system will do more to raise awareness of the full spectrum of neurodiversity. Representation has been particularly lacking, especially among women, who are often un or misdiagnosed. Culturally, the visibility of neurodivergent women is still minimal, and it’s rare to see women openly discussing conditions like ADHD in the media. There’s a pressing need for better representation and awareness to ensure that all voices in the neurodiverse community are heard and supported.
The macro situation is exacerbated by the NHS’ chronic waiting list where in some regions the average wait for ADHD diagnoses is a staggering eight years – leaving people with almost a decade of doubt and questioning themselves. The NHS needs more funding to combat this and to ensure that mental health support can be provided along the way – not only at the time of diagnosis, but afterwards when for me at least it felt like a period of grief, followed by relearning and self acceptance.
To use my favourite metaphor; neurodiversity is like being left handed in the modern world, where everyday supplies like notebooks and scissors are designed for right handed people. There are so many barriers naturally set up but go against a neurodivergent person, but I hope that progressive workplaces like ours can lead the change, dismantling those barriers and helping more brilliantly skilled people work to their full potential.
I hope Henry Boot can establish itself as a place where not only people with neurodiversity are welcome but are able to thrive with the full support of their colleagues and management.