Neurodiversity @ Work
After teaching in schools for 18 years I decided to take the plunge and embark on a self-employed life. Driven by my passion for teaching children with special educational needs I set out to discover alternative ways to make education accessible to all. My vision was to have the individual in mind, with their own strengths and challenges, and with that came the birth of ‘edYOUcation Clare Francis’; bringing the YOU into learning.
After contacting Dyslexia Gibraltar I started to tutor children with dyslexia. My focus was on working on their executive functioning skills; developing a holistic approach to learning incorporating study skills, memory techniques and improving focus. I spent some time teaching my students how our brains are wired for growth and that how we think and what we say to ourselves will have an impact on our learning, this improved their metacognition and helped them grow in confidence.
As my business grew I had more and more neurodivergent students enrol, and the more I experienced my students’ challenges and learnt about their strengths the more I saw the need to advocate for inclusion in both education, and the workplace. I saw the strengths neurodivergent individuals demonstrated and the value in having a neurodiverse workforce.
So what exactly does neurodiversity mean and how can we make sure we are inclusive?
Neurodiversity refers to the natural differences in human brains and how they work. It includes everyone, whether neurodivergent or neurotypical. Like biodiversity, but with human brains!
When we think of inclusion it is easy to fall into the assumption that this simply means allowing an individual to take part, rather than making adjustments, which is what true inclusion requires. When employing an individual who uses a wheelchair, physical accessibility would be considered. Likewise, when employing an individual who is neurodivergent, accessibility to the job requirements need to be thought of. That is, reasonable adjustments should be put in place.
So what type of adjustments are we talking about? And what is considered to be ‘reasonable’?
When it comes to adjustments the list is extensive and a workplace needs assessment would need to be done to establish which adjustments would be required. Having said this, there are certain adjustments that can be made standard to ensure inclusion is of high value to the business. From staff training to support an inclusive culture at work, to the correct font being used to be dyslexia friendly, to using pastel coloured paper and providing alternative interview processes and environments in which to work in, there are many things which can be made policy to support neurodivergent individuals which will not hinder neurotypical employees. Having an inclusive policy which ensures such measures are always in place means the need for individual workplace needs assessments will be reduced.
It is important to note the word ‘reasonable’ when considering making reasonable adjustments. A workplace needs assessor will not just evaluate the individual’s needs. They will always consider the suitability of the job role, the size of the cost and how this fits with the size of the company. They will consider the impact of the adjustments to the business, employer and colleagues. When requesting a workplace needs assessment to be done you will find that most recommended adjustments are cost effective, easy to implement and benefit all involved.
So why bother with it all?
The increase of neurodivergent individuals is often talked about. Is it due to faster and more accurate diagnosis? Is it to do with our food? Is it a result of modern technology use and change of lifestyle? In my opinion, the answer to these questions is: who cares?
Could it be that, as with biodiversity, neurodiversity is needed? That our brains are evolving? Adapting?
With ‘Dyslexic Thinking’ now being a skill in LinkedIn, and companies such as Microsoft, Google Cloud and Ford Motor Company actively seeking neurodivergent talent via their recruitment process, more employers are beginning to focus on the benefits and strengths of a neurodiverse workforce.
Problem solving, innovation, outside the box thinking, attention to detail, being able to work under pressure and creativity are but a few of the skills associated with individuals with dyslexia, ADHD and ASD for example.
With the rapidly growing use of A.I etc it is not surprising that measures of intelligence and sought after employability skills are changing. To quote Richard Branson, a proud dyslexic:
“In this new world, thinking differently is your biggest asset.” (Intelligence 5.0 report, Made By Dyslexia 2024).
With local businesses seeking advice on how to become more inclusive and the ministry of Equality’s SNDO team ensuring their 40 Supported Needs and Disability Coordinators received training on Neurodiversity and Inclusion in the Workplace, I’m excited to see neurodiverse workforces positively impacting our community.
SHARE THIS
OTHER
During a recent and very long overdue catch up with my friend Trina, I had one of those ‘Aha moments’. To be fair, as someone who spends a lot of time interviewing experts, these moments happen to me a lot, but this one was different. In the 20 years Trina and I have been friends, she’s developed marketing strategies for global brands including Coca Cola, Virgin Atlantic, Nestlé and IKEA . Impressive stuff, but it’s what she’s working on now that really got me thinking…Taking inspiration from the military and politics, Trina and her business partners set up The Competitive Wargaming Team and now deliver secret, scenario-based ‘corporate war rooms’ for senior leaders designed to predict and outmaneuver competitor moves.
Eran Shay's journey is emblematic of the modern entrepreneur. A self-confessed ‘out-of-the-box’ thinker, he swapped a successful corporate career and a senior role at Deloitte to pursue his own projects and business opportunities.
Mental health issues affect us all. How we manage our daily stresses and anxieties have an impact on our relationships, how we perform in our job and the workplace environment, and our outlook on life. Becoming self-aware of what affects us, managing how we respond to triggers and using tools to help us work through them, are all part of our journey towards MENTAL FITNESS, which is how we should be positively defining it.
In the latest edition of Thrive, regular contributor John Hayes reflects on the uncertainty facing small and medium-sized businesses in Gibraltar. From Brexit fallout to ever-changing frontier delays, he unpacks why the border remains a top concern—and how local firms are adapting. While resolving post-Brexit cross-border issues is beyond the scope of this correspondent, there are practical steps business owners can take to mitigate and manage the challenges of this uncertainty.
Two decades is a long time for any business - with all the strife that businesses large and small have had to endure these past four years, it seems that anxiety among business owners has never been higher. I recently had the pleasure of chatting with Garren Thompson, co-owner and co-founder of Gibraltar hair & beauty salon Miss Shapes, based on Bishop Rapallo’s Ramp. As the business recently hit the 20-year milestone, we discussed the highs and lows of creating a successful salon in a saturated market, how he and his team created their new range of Miss Shapes branded Hair & Beauty products and how this will help build success for another 20 years.
Success doesn’t just happen; it’s built on a strong foundation of preparation, clarity, and taking consistent action. Whether you’re launching a new business, taking your current side-hustle full-time, or looking to scale in a competitive market, having the right plan in place is essential.
When stakeholder conversations become difficult, most organisations focus on communication. Kerstin Andlaw argues the real issue runs deeper. It is not what we say, but how we stay in the relationship when pressure rises. In complex environments, the ability to work with tension, not avoid it, is what separates transactional engagement from true collaboration.
Technology is having a major effect on every aspect of our lives, and the retail environment is not immune to these changes. Not only has online shopping revolutionised the way we think about buying and consuming, but it has also dramatically changed how we shop in physical stores.
Corporate Social Responsibility is no longer just for big companies. Small and medium-sized businesses are making a real impact through practical, authentic actions that reflect who they are. From supporting sport, culture and charities to rolling up sleeves for environmental projects, consistent CSR builds trust, loyalty and pride. When businesses show up for their community in meaningful ways, those efforts are noticed and often returned.
We all have bad days, right? In business, that can mean we don’t bring our A-game to work and perhaps our service slips. Maybe a dish takes too long to reach a table or a staff member sounds distracted at the till. This could lead to negative Google Reviews or on ‘that’ Facebook group that […]
Whether you’re an ebook tapper or traditional page turner, there are thousands of books that can make you better at business. Áine Panter, Head of the School of Business at the University of Gibraltar has curated a list of must-reads that will inspire, inform, and equip you for success.
One of the most dangerous things anyone can say in business is, "We've always done it this way." This phrase doesn't age well and puts businesses at risk. "We've always done it this way" can quickly look like "flogging a dead horse." This doesn't always mean that businesses need to change everything. Some things, like great service, never go out of fashion. But when sales start to slow down, it's always a good idea to consider taking a new approach. Rebranding a product, service, or entire enterprise can be part of this process. But rebranding should never be taken lightly.
My name is John Hayes, and I'm a really busy guy. Busy procrastinating most of the time. You wouldn't believe how many unessential tasks I had to complete before sitting down and writing this article. Those sales reports and emails don't check themselves. Yep, I've been busy. Busy doing nothing. We've all had one of those days where we feel like we've been incredibly "busy" - but can't quite put our finger on what we actually accomplished. Maybe we spent three hours answering emails, another two fiddling with a spreadsheet no one asked for, and another hour in a meeting that could have been an email or WhatsApp message. At the end of it all, the to-do list somehow got longer, not shorter.
In business, we often concentrate on the what and how of an enterprise.
There’s something slightly uncomfortable about sending a contract to a client when you run a small business. Especially in Gibraltar, where relationships matter and business often begins with a conversation over un cafelito rather than a legal document. When you know someone personally, or you’ve been introduced by a mutual contact, it can feel unnecessary to formalise everything. You tell yourself that an email thread is enough. Or that you’ll sort the paperwork later. I used to think like that. Over time, and through a few situations that were more stressful than they needed to be, I’ve realised that putting things in writing isn’t about distrust. It’s about creating guardrails for growth. The clearer the boundaries, the freer you are to focus on doing good work.
Over the past 18 years, I've had the privilege of working with a diverse range of businesses and industries, gaining insights into the challenges they face in implementing effective diversity and inclusion strategies. Often, DEI&B is viewed as a 'nice to have' rather than an essential component of business success. With this in mind, I'm excited to share valuable insights and practical steps to help you create environments where everyone can thrive. You've probably heard of DEI&B, but what do these letters really mean, and why do they matter for you and your organisation? Diversity includes differences like race, gender, age, neurodiversity, disability, LGBTQ+, culture, and more; Equity ensures equal opportunities for all; Inclusion values everyone's contributions; and Belonging means individuals feel accepted and integral to the organisation.
For many businesses, standing out from the crowd in an already crowded marketplace is a mammoth task. But for Fresquita one of the ways they tackled this issue was with highly creative packaging.
Thrive catches up with Nick Pitaluga TEP, Managing Director of Gibraltar Trust & Corporate Services Limited - “GTCS”. From starting out as a messenger to leading his firm through a major merger, Nick talks about the importance of stepping outside your comfort zone and offers inspiration for anyone carving their own niche.
Artificial Intelligence promises unprecedented opportunities for small business owners in Gibraltar. As the digital landscape faces constant evolution, understanding AI becomes not just beneficial but essential for businesses aiming to thrive in 2024. In this article, we aim to demystify the complexities surrounding AI, offering an approachable guide to its fundamentals, history, and practical applications for businesses, providing you with the knowledge to embrace this technology confidently.
If, like me, you spend more time than you should doom scrolling LinkedIn, you could be tempted into thinking no-one fails. LinkedIn has become a hyperbolic haven and a place to scream and shout about success. But what about failures - why aren’t we talking about them? In business, failure is inevitable. I mean it. Whether it's a product flop, a marketing misstep, or a company on the brink of collapse, every entrepreneur will face moments that test them. Yet, history has shown that these failures can often be the starting point for something extraordinary.