Why It Happens When someone receives a late diagnosis of ADHD or autism, it can feel like an emotional earthquake—unearthing years of struggle, misunderstanding, and missed support. For the individual, this is often a period of profound re-evaluation. And for those around them—especially their manager—it can be a period of sudden and surprising relational change.

You’re managing someone you’ve worked with for months—maybe years. The relationship has had its ups and downs, but overall, it’s been solid. And then something changes. They get a diagnosis: ADHD. Autism. Possibly both. What follows can feel confusing, unsettling, even a little hurtful.

Why do some people seem to lose ability after diagnosis of autism or ADHD? Is it skill regression, or is it something else?

Inclusion doesn't happen by accident — and it never happens from the bottom up. If senior leadership isn't actively driving neuro-inclusion,

Learn the practical goals of effective neurodiversity training and how it improves inclusion and communication in the workplace.

Real examples of neurodiversity in the workplace show up in how people think, communicate, and work—not just in diagnoses.

It’s a question many organisations ask, and often the answer starts in the wrong place. Neurodiversity awareness training isn’t about...