My dear, brilliant, exhausted friend, here's the truth:
Your ND employees aren't burning out because they're not trying hard enough. They're burning out because "bring your whole self to work" sounds like a career-ending threat.
If that line made you lean forward, you're exactly who I work with.Let's be honest. No one wants to bring their whole self to work, and they shouldn't have to, least of all ND people who already mask so much to feel safe. But with executive function difficulties, the line between work and private life for many NDers blurs; and the mess, stress and shame on both sides of it starts to snowball.Neuroinclusion that actually works needs three things:
Your ND employees need to self-regulate and triage their own workload; without baring their soul to do it.
Your managers need teams who can ask for help clearly and confidently; without it becoming a therapy session.
You need a protocol that empowers both; no huge budgets, no admin overhauls, no guesswork.
This is what I do.
Why neuro-inclusion matters
£28 Billion
estimated annual cost of workplace burnout in the UK.Source: AXA UK and Centre of Economic and Business Research (2023)
+30%
productivity increase in teams including ND professionalsSource: JPMorgan Chase Autism at Work programme. In structured roles, JPMorgan reported productivity gains of up to 30% in teams including neurodivergent professionals.
Catch 22
Employers reported that they experienced barriers to making adjustments:
69% say that lack of disclosure is an issue.
65% that managers don’t know enough.
30% had little faith that the adjustments they have actually work.This highlights a catch 22– employees don’t feel safe enough to disclose, but without them stating their needs, employers and managers don’t know how best to support.Source: Birkbeck, University of London / Neurodiversity in Business, 2023
50-200%
typical annual salary cost of replacing an employee.Source: Various sources. Recent: SHRM (Jan 2025)
Judgement-free connection
"Katie gently but firmly enabled me to discover and address the real barriers that exist to achieving my business goals rather than the ones I had elected to hide behind. "
— Alice M., CEO.
So who the heck am I?
The Origin Story
The first time I realised I was different, I was seven; sitting on my own by the school pond, watching the other girls do handstands in a circle. The moment we moved beyond imaginary games, everything stopped making sense.Everyone else seemed to have been handed a playbook. I never got one.I did everything right - and I mean everything - from representing the UK as a cadet at 17 to getting the highest first in my year from Oxford.Then I started work. Still no playbook.And this time, without the structure of education, the experience nearly killed me.It took years to rebuild.To do it I went on adventures, built tools, developed methods for translating how my mind works into something I could actually use. Then I trained as a coach. Then I found out I was neurodivergent.Now, I want to give you the playbook I made.Because I get it.
And most importantly, because no one has to do this alone.
Here's how it works
The cycle of emotion, masking and shame speaks an entirely different language to the one that builds viable business processes.I make those two things talk. And build a system that works from the result.
I talk to your ND employees- privately, safely, no judgement. Which means they finally have the tools to handle what they can, and a clear ask for what they can't.
I talk to you and your managers. Which means you stop shoehorning cookie-cutter inclusion work based on ideal scenarios and get a bespoke, workable process, without reinventing the wheel.
We bring it together. Which means everyone is on the same page, the conversation is out in the open, and the process is clear. No more shame. No more guesswork. A real path forward.
This isn't a training that gets forgotten by Friday. It sticks. It becomes part of how the team works.
Engaging, safe & informative workshops