Becki Ashley, Operational Director at Inclusive Consulting, tells unLTD about her recent move to the company and its drive to create inclusive workplaces. With lived experience of ADHD and Dyspraxia, Becki is a strong advocate for supporting neurodiverse-friendly work environments. She shares how businesses can support neurodivergent staff and how personal experiences have shaped her career.
You joined Inclusive Consulting this year. How has that been for you?
After nearly eight years working at a multi-national recruitment firm, I felt ready to transition to a smaller business with ambitious plans for growth. My first six months at Inclusive Consulting have been great – the business has a customer-centric ethos that aligns with my own. There’s a real mix of experience, backgrounds and personalities which make it a fun and dynamic place to work. There’s also a genuine approach towards creating an inclusive environment for all employees. I mean, the clue is in the name!
How important is it for employers to recognise the importance on creating an inclusive culture around neurodiversity?
More and more often I’m having conversations with candidates who are disclosing their conditions and are asking about an employer’s stance on reasonable adjustments, inclusivity and belonging. It’s not just about box ticking and posting on LinkedIn during Neurodiversity Week anymore; it’s about offering adjustments and support that work for both the individual and the business that will boost productivity, morale and, inevitably, results. If businesses do not move with the times and create a genuinely inclusive and supportive culture, they risk losing out on the best talent.
Why are you so passionate about this subject in particular?
I’ve always had a passion for all things ED&I and Neurodiversity, I think partly thanks to my psychology degree, as well as lived experience of being neurodiverse being diagnosed with ADHD and Dyspraxia. Since 2021, I’ve been an advocate for neurodiversity in the workplace and acted as a mentor for people who had recently been diagnosed, as well as volunteering as an ED&I Lead in a previous role, which looked at internal practices and how the business could adapt to effectively support a neurodiverse workforce. I’ve seen the significant benefits to performance and morale these adjustments can have – both personally and with the people I’ve mentored. This can come from even the smallest of adjustments like a slight change to start and finish times or sending an agenda ahead of a meeting.
How can being neurodivergent impact someone in the workplace?
There isn’t one answer to this question. It’s very much about the individual and how it impacts them, that’s why it’s so important for there to be a clear dialogue between the employer and employee. With ADHD in particular, things like organisation, prioritisation and time management can often be challenges, if they’re not supported and managed effectively.
It can also feel daunting disclosing to an employer or colleagues; there are often unhelpful stigmas and pervasive discrimination. People often associate neurodivergence with low intelligence – which is simply not true.
All of these things without the right support can also increase overall stress levels and anxiety, which in turn have their own impact on the individual’s ability to do their job effectively.
How have you found being neurodivergent has helped your career?
I try to avoid terms like ‘superpower’ because it can diminish the challenges that neurodivergent people can face, but there’s no denying the benefits that being neurodivergent can have. The percentage of people who work in sales-based roles, like recruitment, who have ADHD is very high – often said to be estimated at around 30%. For me personally, ADHD allows me to ‘hyperfocus’, adopt creative and ‘out-of-the-box’ thinking, considering options and solutions that others haven’t, as well as a genuine, authentic communication style and a level of enthusiasm for my work.
Could you give us some examples of how a business can create a prosperous environment for those who are neurodiverse?
Firstly, listening. You need to listen to individual needs and make adjustments that work for the individual and the business. Also, modernising ‘old school’ recruitment practices by offering reasonable adjustments to interviews. I’m finding more recently that more and more employers are sending key discussion points over to candidates ahead of the interview – rather than just asking a list of the same old competency-based questions. This gives individual’s the opportunity to consider their thoughts and ideas without having the added anxiety and pressure of coming up with an answer in an interview setting.
Then once the individual is through the door, small things like adopting flexitime, allowing people to wear noise-cancelling headphones, offering coaching around organisation, communication and time management, and providing training to anyone with management responsibility around how to effectively support someone who is neurodivergent can have a really positive impact on the employee’s morale and performance. Ultimately, it’s about the individual and their specific requirements – and they will often know the best adjustments for them, so all the employer needs to do is listen and be adaptable.
If you need further advice on inclusive recruitment practices, contact hello@incconsulting.co.uk.
Top Tips for Inclusive Workplaces
Listen and Understand: Focus on the individual and tailor support to meet their unique needs.
Ongoing Support: Offer assistance from day one, recognising that needs may evolve over time.
Embrace Innovation: Don’t shy away from challenging old practices – new, creative solutions can be life-changing for neurodivergent individuals and beneficial for all.
Leverage Diversity of Thought: Tap into the strengths of a diverse team. Different perspectives foster innovation, inspire change, and drive success.
Inclusive Recruitment: Implement recruitment practices that signal a safe and welcoming environment, encouraging candidates to confidently disclose any conditions.