Our CEO, Lucy Smith, led two sessions during the day. In the morning, she delivered a talk on neurodiversity, mental health and equity in the workplace, encouraging reflection on how small changes in leadership and environment can reduce barriers for neurodivergent staff. Later in the day, I joined Lucy to co-facilitate interactive workshops with smaller groups. Together, we built on the themes from her talk and created space for open discussion around what inclusive practice looks like in real teams.

The workshops were designed to be practical and grounded. We worked through three case studies, asking each group to consider how they would support those staff members and what action plans they might take back. We explored why disclosure can feel risky, how to build psychological safety, and what makes a workplace feel genuinely inclusive rather than just policy-driven. I also shared some of my own lived experience of ADHD, dyscalculia, and rejection sensitivity, which led to thoughtful conversations about communication, expectations, and how we support colleagues with similar challenges.

Each group brought different perspectives, whether talking about adjustments, coaching inexperienced team members, or making health and wellbeing part of team culture. There was a shared commitment to educating each other and themselves for the development of their teams. And that’s the part that stays with me; the openness to reflect, ask questions, and be honest about what’s working and what isn’t.

Thank you again to Circadian Trust for creating a space where these conversations could happen, and to everyone who joined in with care and curiosity.