When neurodivergence isn’t properly understood at work, even highly capable people can end up struggling without the right support.
In this episode, Michaela Thomas is joined by employment lawyer Jodie Hill, founder of Thrive Law, to explore reasonable adjustments, psychological safety, and how employers can better support neurodivergent staff to thrive.
Drawing on both legal and psychological perspectives — from Jodie Hill’s work in employment law and Michaela’s work delivering neurodivergence training and compassionate leadership development — they explore what happens when capacity is mistaken for capability, and how to build compassionate, psychologically safe and neuroinclusive workplaces where people don’t just cope, but truly flourish.
In this episode, they cover:
* the difference between capability and capacity
* what reasonable adjustments really mean in practice
* why unsupported neurodivergence can look like underperformance
* the role of psychological safety in disclosure and support
* common mistakes employers make
* when a role may be the wrong fit and how to handle that with compassion and lawfulness
A powerful conversation for both employees and employers, especially during Neurodiversity Celebration Week.
If your organisation is looking to better support neurodivergent staff, Michaela delivers psychological neurodiversity training, leadership development, and culture change programmes through all-staff training and executive coaching. Read more on www.thethomasconnection.co.uk
To work with Jodie and her team at Thrive Law, head to www.thrivelaw.co.uk
If this episode resonates, do share it with someone navigating neurodiversity at work.
