Celebrating Neurodiversity at Pennington Choices

In honour of Neurodiversity Celebration Week 2025, Pennington Choices' Wellbeing, Inclusion, Diversity, and Equality (W.I.D.E) committee has proudly shared quizzes, resources, and personal experiences to raise awareness of neurodiversity. Neurodiversity Celebration Week is a global initiative that challenges stereotypes and shifts perceptions around neurological differences.  

Our goal is to raise awareness of the different types of neurodiversity, highlight the importance of understanding neurodiversity at work, and ensure every team member feels recognised and supported. 

Spotlight on experiences of neurodiversity 

We spoke to two of our colleagues, Emma Marshall, our System and Training Coordinator, and Kelli Deacon, our Professional Services Operations Leader to discuss how their neurodiversity shapes their work experiences, and the steps organisations can take to be more inclusive. 

Emma's story: navigating autism in the workplace

The opportunity to work remote or hybrid is essential for a lot of neurodivergent individuals’ wellbeing, as full-time office environments can be overwhelming. 

“Office environments can be really tough for people with autism, because there are so many human interactions. Do you say hello, don't you? Am I talking too loudly? Are my stimms distracting other people? That's why hybrid working really does work for me.” 

One of the biggest challenges Emma faces whilst managing neurodiversity in the workplace is meeting societal norms, such as maintaining eye contact. 

“I find making eye contact quite difficult even on video calls on Teams, although I do try. In face-to-face environments, I look at the top of people’s heads, or their glasses, rather than in the eye directly. Most people don't seem to notice, but some do, and think I am getting distracted, which can be difficult to navigate as I am actually listening and paying attention; I just do it in a different way.” 

She believes the key to a more inclusive workplace is awareness. 

“There is a reason why only 22% of autistic adults work, part of that is because employers don't understand that autism and that autistic people can be very productive employees if they have the right roles and support.” 

At Pennington Choices, Emma is supported with a structured work-life balance and help from colleagues across different teams. 

“My role and work life balance are a massive positive. I work almost exclusively between 08:00 and 17:00 and I work from home 2 or 3 days a week, which means I can be in a safe space with less interaction, as I do not think I could manage 5 days a week in office.” 

Kelli's story: living with ADHD at work 

For Kelli, managing focus is a challenge, especially in busy environments. She has developed strategies that help her stay productive, including using music and the Pomodoro technique (45-minute work blocks with 10-minute breaks). 

“I find that certain work environments help me stay focused more than others. I prefer loud music or even having a familiar series playing in the background, something I’ve watched multiple times, because it helps me block out distractions.” 

It’s important for people to understand that ADHD also affects emotional regulation. Kelli finds that a supportive workplace makes all the difference. 

“One thing I wish employers and colleagues understood better about ADHD is that it’s not just about focus - it also affects emotional regulation. Many people with ADHD struggle with frustration and overwhelm, so it really helps when a workplace is understanding. Something as simple as a colleague reminding me that it’s okay and I’ve got this can make a big difference in helping me regulate my emotions.” 

Flexible working and structured communication at Pennington Choices help Kelli thrive. 

“Pennington Choices supports me in so many ways - they’re always open to ideas and offer constant support. Flexible working has been a huge help; if I ever need to step away and reset, it’s never an issue, and I always make up the time.” 

Tips for supporting neurodivergent colleagues

Whilst everyone experiences neurodiversity in different ways, here are some simple but effective ways to create a more supportive working environment based on common neurodiversity challenges:  

• Offer flexible working options, such as hybrid working and frequent break opportunities.
• Provide clear instructions and expectations to reduce uncertainty.
• Recognise different communication styles.
• Encourage self-led productivity tools like timers, noise-cancelling headphones, or structured breaks.
• Create a culture of understanding, support, and continuous learning about neurodiversity.  

By sharing experiences of neurodiversity, we hope to continue breaking down barriers and creating a supportive workplace where everyone feels seen.