Celebrating Neurodiversity at Cundall

October is Neurodiversity Celebration Month at Cundall—a time not just for raising awareness but also for celebrating the unique strengths that neurodivergent individuals bring to our workplace. This year, we’re honoured to include insights from Rebekah Philips and Chris Openshaw, Chairs of Divergent (our Neurodiversity Cundall Community), alongside reflections from Duncan Cox, Executive Sponsor of Divergent, as we explore what neurodiversity means to us, how we support neurodivergent colleagues, and our hopes for the future.

What does neurodiversity mean to you?

For Rebekah, neurodiversity is about embracing diverse ways of thinking. “Everybody thinks differently, and we approach problems and life in different ways because of how we think. The more diverse our thinking, the better we perform and come up with innovative solutions.”

Chris echoes this sentiment, noting that we live in a world largely built by and for neurotypical people. “For me, I face neurodiverse challenges daily, but I also have strengths because of how my brain is wired. It’s about finding a balance between asking, 'Does the world adapt to me, or do I adapt to the world?' Ideally, we need a bit of both.”

Duncan Cox, our Executive Sponsor for Divergent, adds valuable perspective: “Neurodivergence, like much of diversity, is something that’s hard to truly understand unless you, or someone close to you, has lived experience with it. That lack of understanding can lead to unhelpful, negative reactions. I’ve been delighted to watch the Divergent team and the wider Cundall community go on a fantastic, shared journey, engaging in training and open communication to build understanding and empathy. It’s a joy to see people feel able to share who they truly are—sometimes for the very first time.”

What’s the biggest benefit of being neurodivergent?

Rebekah highlights the ability to see the bigger picture. “Some neurodiverse people are great at thinking in broader terms. That’s crucial because we can get caught up in details, but having someone step back and ask, ‘What’s the bigger picture here?’ really helps.”

For Chris, it’s about making unique connections. “We see links between things that others might not. Our minds assimilate information differently, allowing us to connect ideas that might seem unrelated at first. That ability to see connections is a real strength.”

How can workplaces better support neurodiverse colleagues?

Empathy, trust, and authenticity are key, according to both Rebekah and Chris. Rebekah highlights a crucial point from a recent ADHD talk: “People with neurodivergence are often more perceptive to emotions like empathy and trust. Building that in the workplace is vital.”

Chris shares his experience during lockdown, where he struggled with the absence of non-verbal cues in virtual meetings. “I value being in the same room as others because I can pick up on non-verbal signals that just don’t come through on video.”

Rebekah adds, “Trust is so important. Some days people may struggle, but on the good days, that’s when the creative magic happens! Workplaces need to embrace both.”

What advice would you give to someone who has just discovered they are neurodivergent?

Rebekah offers reassuring words. “At Cundall and through Divergent, we support people in being their best, whether diagnosed or not. When I was diagnosed, I felt relieved—like realising I’m not a weird horse; I’m a normal zebra. There are other zebras out there, and we’d love you to join our club.”

Chris encourages others not to feel overwhelmed by a diagnosis. “A diagnosis can feel heavy, but it’s important to remember you’re the same person you were yesterday. It’s an opportunity to make informed decisions about your future, understanding both the challenges and gifts you have.”

What does the future look like for neurodivergent people?

Rebekah is optimistic about the future. “I hope to see more flexibility and support for neurodivergent individuals, and a time when people can openly say, ‘I’m autistic’ or ‘I have ADHD,’ and employers fully embrace that.”

Chris is hopeful as well. “The world is waking up to the benefits of a neurodiverse mind. I’d love to see neurodivergent traits highlighted on CVs, rather than quietly mentioned after someone’s already joined a business. It’s time to recognise neurodiversity as a strength.”

At Cundall, neurodiversity isn’t just about inclusion—it’s about unlocking new ways of thinking and driving innovation. Rebekah and Chris’s stories, alongside Duncan’s observations, remind us of the incredible value neurodivergent individuals bring to the table and why we must continue to foster environments where all kinds of thinkers can thrive.