Leanne Maskell
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Articles by Leanne Maskell
What To Do If Your Child With AuDHD Has a Meltdown
Everyparent knows how difficult it can be when their child is struggling to regulate themselves. But for parents of children with AuDHD – those who are both autistic and have ADHD (attention deficit hyperactivity disorder) – it can be especially tough to navigate emotional outbursts that seem to come out of nowhere. In my experience, understanding the difference between a meltdown and a tantrum is crucial in knowing how to respond – and how to help.
Leanne Maskell: What HR can do to protect neurodivergent employees from workplace harassment and bullying
For HR professionals, the statistic that one in five neurodivergent employees experience harassment or bullying at work should ring serious alarm bells. This isn’t just about policy or process – it’s about real people being harmed, and organisations exposing themselves to major legal, reputational, and cultural risks. Despite growing awareness of neurodiversity, inclusion within the workplace has not caught up.
ADHD awareness: turning insight into impact
From compliance to competitive edge: Leanne Maskell underlines why ADHD awareness matters in FMCG leadership As an FMCG CEO, you may understandably be exhausted by the noise around ADHD. Awareness has skyrocketed since the pandemic, with a 400 percent increase in the number of adults seeking a diagnosis. However, this is far from a fast moving ‘trend’. It raises complex questions around workplace culture and compliance, that no checkbox or product can solve.
Trump, RFK Jr. blame mothers for autism. And want to control women because of it. | Opinion
Neurodiversity is as natural as biodiversity. Instead of attempting to control the uncontrollable, the Trump administration could try a new approach. Leanne Maskell Opinion contributor As an autistic woman living in the United Kingdom, I find something deeply chilling about the most powerful men in America instructing women on what to do with their bodies and babies.
Trump, RFK Jr. blame mothers for autism. And want to control women because of it. | Opinion
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Trump, RFK Jr. blame mothers for autism. And want to control women because of it. | Opinion Original
Neurodiversity is as natural as biodiversity. Instead of attempting to control the uncontrollable, the Trump administration could try a new approach. Leanne Maskell Opinion contributor As an autistic woman living in the United Kingdom, I find something deeply chilling about the most powerful men in America instructing women on what to do with their bodies and babies.
The Legal Case for AuDHD Awareness in Business
Increasingly, employers are having to grapple with 'AuDHD' - the co-occurrence of autism and ADHD - a fast-emerging area of awareness that carries not only human and cultural implications, but also serious legal consequences. Beyond labels: understanding AuDHD Human beings do not fit neatly into diagnostic boxes. Research shows 60-80% of people with ADHD will experience at least one co-occurring condition during their lifetime.
Living with autism and ADHD can make your brain feel like a tug-of-war – here are 5 tips to help manage AuDHD
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I’ve lived with ADHD and autism all my life - this is what it’s like to have both
Imagine having a brain that is at constant war with itself. Desperate to fit in, yet determined to escape social situations. Obsessively creating complex structures for stability, but just as predictably smashing them all up. Chronically overwhelmed, yet unable to say no. That’s the reality of living with both ADHD and autism. The two conditions might seem at odds with each other but can, as experts are increasingly realising, coexist and lead to non-stop internal conflict.
What Can Leaders Do To Become ‘Neuro-affirmative’ Managers?
3 in 10 neurodivergent staff hide their condition from their manager, and often, with good reason. Whilst there’s strong evidence of the strengths associated with conditions like ADHD and autism, to tell your workplace that you have a ‘disorder’ is an inherently vulnerable thing to do. There’s little to tangibly gain, as such disclosures are often followed up by awkward conversations and assessments.
Meltdowns In Kids With AuDHD Are Never A 'Choice' - Trying This With Your Child Might Help
Meltdowns In Kids With AuDHD Are Never A 'Choice' – Trying This With Your Child Might Help Everyparent knows how difficult it can be when their child is struggling to regulate themselves. But for parents of children with AuDHD – those who are both autistic and have ADHD (attention deficit hyperactivity disorder) – it can be especially tough to navigate emotional outbursts that seem to come out of nowhere.
5 Ways Businesses Can Truly Support Autistic Employees
Autism is a neurodevelopmental condition impacting the way we experience the world, including interacting with other people and our environment. 9 out of 10 autistic people over age 50 are thought to be undiagnosed, who may be unaware that their ways of thinking aren't 'normal'. This can have significant impacts for employees in terms of their performance.
Beyond the Standard Résumé: Recruiting for Neurodiversity
The conventional hiring funnel often eliminates neurodivergent candidates before their exceptional talents can be recognized. Leanne Maskell maps the common obstacles from vague job descriptions to psychometric tests based on neurotypical norms. In today’s competitive landscape, organizations thrive on innovation and diverse perspectives.
Why Access to Work can be worth the wait
Access to Work has been available since 1994, but less than 1% of the working-age disabled population use it. How can employers support individuals with disabilities to make the most of this government grant? It’s easier than it looks, says Leanne Maskell. Employees are struggling with the lasting impacts of the pandemic, especially in relation to mental health, which means Access to Work (ATW) has never been more important for employers – but many don’t even know about this government support.
Neurodiverse Talent and the Inclusion Gap: Where Employers Go Wrong on Workplace Diversity
As organisations like Amazon and Meta axe their their diversity, equity and inclusion (DEI) programmes, the box-ticking nature of such initiatives becomes clear. DEI has become a ‘charged’ term, as Meta put it, citing a ‘shifting legal and policy landscape’. Amazon justified their move with a shift in focus to ‘programs with proven outcomes… aiming for a more truly inclusive culture.’ Ironically, this sums up where employers go wrong with diversity initiatives.
A Needs-led Approach to Undiagnosed ADHD/Autism
By Leanne Maskell How schools can support students by becoming ‘neuro-affirmative’ – because a child’s needs can be met without a label. Newly-elected Leader of the Conservative party, Kemi Badenoch, has said that diagnosis of neurodevelopmental conditions like autism has become ‘something that society, schools, and employers have to adapt around.’ In an ideal world, no formal diagnosis, or ‘label’, would be required for these ‘accommodations’.
A Needs-led Approach to Undiagnosed ADHD/Autism
By Leanne Maskell How schools can support students by becoming ‘neuro-affirmative’ – because a child’s needs can be met without a label. Newly-elected Leader of the Conservative party, Kemi Badenoch, has said that diagnosis of neurodevelopmental conditions like autism has become ‘something that society, schools, and employers have to adapt around.’ In an ideal world, no formal diagnosis, or ‘label’, would be required for these ‘accommodations’.
How HR Can Empower Nerodiverse Employees to Speak Up About Harassment
As ADHD has only been diagnosable in UK adults since 2008, awareness has skyrocketed in recent years, with a 400 percent increase in the number of adults seeking assessments since 2020. For HR, this presents a clear challenge, with one in five neurodivergent employees experiencing harassment at work.
Superpower vs Disability | What companies are getting wrong about neurodiversity
By Leanne Maskell There is no ‘one-size-fits-all’ in neurodiversity – or human beings. To be neurodivergent means to have a brain that diverges from neuronormative standards, with a different operating system to ‘most’. Just as Apple and Google come with their own unique features, so do people.
I'm An ADHD Coach – Here's 5 Ways To Cope With Social Exhaustion This Festive Season
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I'm An ADHD Coach - Here's 5 Ways To Cope With Social Exhaustion This Festive Season
The festive period can be overwhelming for neurodivergent people, with the disruptions to routine, demands of masking, and endless social expectations. For those of us with ‘squiggly’ brains and lives, it’s easy to feel like we’re falling short – I often find myself feeling like the Grinch! However, the festive season doesn’t have to drain you.
Beyond Individual Accommodations: Rethinking Workplace Inclusion
With neurodiversity on the rise, employers face a choice: continue handling accommodations case by case, or make them universal. The second approach isn’t just more inclusive — it’s better for business, says author and coach Leanne Maskell. Workplace culture is something that can’t easily be measured, quantified or boxed into SMART goals. It’s the shared values, beliefs, attitudes and behaviors that define the organization’s environment and how employees interact — all of whom are neurodiverse.
Think You Could Have Undiagnosed ADHD? 5 Tips for Coping Pre-Diagnosis
Waiting lists for ADHD assessments are prohibitively long, and many people feel they are in limbo ADHD coach Leanne Maskell offers her tips for how you can support yourself pre- and post-diagnosis We have therapists who specialise in supporting clients with ADHD – find them here As the number of people seeking an ADHD assessment have risen by 400% since 2020, services have struggled to cope, with waiting lists of up to 10 years.
These hidden mindsets make it harder to work with others. Here’s how to tackle them
We are all neurodiverse, meaning our brains are wired differently, leading us to think, process, and function uniquely. However, workplace environments often require us to conform to unwritten “professional” standards and expectations. Since we’re all conditioned by our own biases of what is “normal,” misunderstandings can easily arise between colleagues. This is particularly relevant as , meaning their ways of thinking differ from what is generally considered typical.
These hidden mindsets make it harder to work with others. Here’s how to tackle them
We are all neurodiverse, meaning our brains are wired differently, leading us to think, process, and function uniquely. However, workplace environments often require us to conform to unwritten “professional” standards and expectations. Since we’re all conditioned by our own biases of what is “normal,” misunderstandings can easily arise between colleagues. This is particularly relevant as , meaning their ways of thinking differ from what is generally considered typical.
Electronic invoicing and AI: navigating new challenges for businesses
As businesses across the UK adapt to rapid technological advancements, electronic invoicing and artificial intelligence (AI) have emerged as pivotal tools in streamlining operations and enhancing efficiency. David Malan, Sales Director for DocuWare in the UK and Ireland, shares his insights on how these technologies are transforming the industry.
Reshaping company culture to promote sustainable work-life balance
Reshaping corporate culture requires visionary leadership and a strong commitment to long-term success. I have led transformational change at companies including Porsche and BMW, as well as in early-stage and growing companies. It is clear to me that effective leadership begins by creating an environment that encourages challenge and autonomy while supporting personal and professional growth.
The rise of unstructured data in investment: A revolution for decision-maker
Unstructured data, while complex to organise, plays a crucial and complementary role to structured data in private equity investments. It enables more informed decisions and better anticipation of trends through the use of advanced data extraction and analysis tools and technologies.
I’ve lived with ADHD and autism all my life – this is what it’s like to have both
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I’ve lived with ADHD and autism all my life – this is what it’s like to have both
Microsoft Cares About Your Privacy Microsoft and our third-party vendors use cookies to store and access information such as unique IDs to deliver, maintain and improve our services and ads. If you agree, MSN and Microsoft Bing will personalise the content and ads that you see. You can select ‘I Accept’ to consent to these uses or click on ‘Manage preferences’ to review your options and exercise your right to object to Legitimate Interest where used.
Why three in ten neurodivergent staff hide their condition from their managers - And what employers should do about it
Thousands of neurodivergent people are currently on years-long NHS waiting lists for assessments from psychiatrists for conditions like ADHD and Autism – but what happens afterwards? Research has found that for almost 70% of people, their manager has more of an impact on their mental health than their therapist or their doctor. The benefits in Neuro-Affirming managers, who understand how to work effectively with people regardless of neuro-type or formal diagnosis, are obvious.
Coaching - TrainingZone
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Creating ‘neuro-affirmative’ workplaces: an alternative response to the EDI backlash
As companies including Zoom, Tesla, Microsoft and Google cut their equity, diversity and inclusion (EDI) teams, it’s clear that a new approach to belonging at work is urgently needed. EDI initiatives often lack adequate organisational support, funding or involvement from senior leaders. Changing entrenched social hierarchies that challenge the status quo requires vulnerability and psychological safety – concepts that don’t easily translate into SMART goals.
How Leaders Can Support Neurodivergence in the Workplace
3 in 10 neurodivergent staff hide their condition from their manager – what can leaders do to become ‘neuro-affirmative’ managers? Contrary to popular belief, neurodivergence at work isn’t just a ‘HR’ thing. It’s a ‘human’ thing, affecting how a person thinks, functions, and interacts with others. Being neurodivergent means thinking differently to ‘most’ people, and is commonly associated with conditions like Dyslexia, ADHD and Autism.
Inclusion Is Not Enough: How 'Neuro-Affirmative Workplaces' Create Happier Workplaces For Everyone
"A few years ago, I genuinely believed that Microsoft asking me to deliver a training based on the book I'd self-published, 'ADHD: an A to Z', was a hoax. When I delivered it, I was shocked to see how many people genuinely wanted to accommodate neurodivergence at work. Yet last month, Microsoft let their entire diversity, equity and inclusion (DEI) team go, as they said diversity ideals were 'no longer business critical'.
How To Help Children With ADHD Thrive In Your Classroom
How To Help Children With ADHD Thrive In Your Classroom By Leanne Maskell An estimated 5% of children have ADHD. Here are some handy tips to help you support them in your classroom. As ADHD is a neurodevelopmental condition, it means that these children literally think differently to others.
Four workplace culture trends observed in 240 progressive organisations Original
A new report from HRZone’s Culture Pioneers campaign uncovers four trends that are shaping thriving organisational cultures. Based on rich data from 240 leading organisations over four years, this report highlights the strategies that have driven both people and business success since 2020. As a learning and development (L&D) professional, you play a pivotal role in shaping workplace culture.
Unlocking and nurturing your workplace genius
We rely on geniuses for their innovative ideas, to solve complex problems and to inspire and invigorate with fresh perspectives and knowledge. Knowing how many genius or hyper-intelligent people are amongst us is difficult because many don’t share their creative ideas and solutions, or feel they need to cover up their intellect, yet their impact could be truly significant. So how can we unlock and support the potential of our geniuses in the workplace?
Navigating generational perceptions of GenAI
In their 2024 research, Deloitte has illuminated the generational perspectives of Gen Z and Millennials concerning Generative AI (GenAI), revealing a complex mix of excitement and uncertainty. These younger cohorts, renowned for their technological fluency, express both keen interest and notable reservations about the pace at which workplaces are adapting to the GenAI revolution.
Share the load with AI to create great training
We are all worried about the extent to which AI will replace us. But, your job in L&D is only under threat from AI if you let it be. If your training is based on nothing more than content creation, don’t be surprised if you are replaced by an AI bot. I spent the latter part of 2023 and the first part of the year getting to know AI, and in particular ChatGPT – as many of my peers did. Those VIP members of the Training Designer’s Club who do a lot of design use it daily.
How to roll out ADHD coaching and promote inclusivity
ADHD coaching is a collaborative process through an ADHD-informed lens I am an ADHD coach and have found that I am being repeatedly asked by organisations about how to open up the discussion on ADHD in the workplace. It is a huge move towards inclusivity and really can level the playing field for employees who are managing their diagnosis, allowing them to attain their potential and bring about a more inclusive workplace for everyone.
What should the next government do about the demand for ADHD services?
Currently, there are years-long NHS waiting lists for ADHD assessments, national medication shortages, and a huge increase in mental health challenges, especially for young people. There are also systemic inequalities, with a two-tier healthcare system for those able to afford to pay thousands of pounds for private support.
Breaking the chains of talent hoarding
Have you ever noticed a manager clinging to their star performers? This common practice, called talent hoarding, might seem harmless at first. But it’s actually a big deal. It stunts growth, stifles innovation, and makes employees feel unappreciated. In this article, we’ll explore the dangers of talent hoarding and show you how to create a culture that empowers your people.
What can employers do to create more neuro-inclusive workplaces?
Decoding #books Read time: 03'23'' 17 April 2024 A recent report from the CIPD revealed that for almost a third of organisations (32%), neuroinclusion is not a focus, with small businesses being the least likely to do so. SHARE REPORT AN ERROR DOWNLOAD PDF / EXPORT But ADHD and other neurodiversities can be a huge asset for organisations looking innovate and grow, due to unique skills such as the ability to hyper-focus, extreme productivity, creativity and enthusiasm.
Neuroinclusive changes leaders can make at work
It is estimated by the University of Bristol that around one in seven people in the UK are neurodivergent and this number continues to rise. Since 2020, there has been a 400 per cent increase in the number of people seeking an ADHD assessment and dyslexia now influences as many as one in five. For employers, neuroinclusion is no longer an option, it’s a must have.
What Can Employers Do to Create More Neuro-inclusive Workplaces? - The European Business Review
To be a neuro-inclusive employer is to value, support, and harness different ways of thinking at work. Neurodiversity recognises the endless variation of ways that human brains differ, which underpins everything we do, including how people work as individuals and with one another. If someone is neurodivergent, the way their brain works may differ from what is broadly accepted to be ‘normal’, which may become apparent in the workplace.
Five ways to support the wellbeing of your ADHD employees
This article originally appeared in the November/December issue of Startups Magazine.
What can employers do to create more neuroinclusive workplaces?
Although 55% of organisations believe they have a neuroinclusive culture, research has shown the opposite. Only 37% of neurodivergent employees polled felt their employer offered meaningful support, and only 52% felt able to talk about neurodiversity at work. 1 in 5 have experienced harassment or discrimination at work.
My 5 Tips for Good Mental Health Living with ADHD
ADHD is not a mental illness, but it can definitely be a contributing factor. ADHD is a neurodevelopmental condition linked with a 30% delay in executive functioning skills, including emotional regulation and impulsivity. This may be a factor in the 5x higher risk of suicide linked with ADHD – without support, it can be very dangerous to live with.
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