Meet Our Speakers

Dr Kerri Betts, Neurodiversify CIC

The Power of Not Knowing – Building Neuroinclusive Workplaces Through Curiosity

In professional environments, "not knowing" is often seen as a weakness or something to avoid at all costs. Actually, not having all the answers creates space for learning, deeper listening and more inclusive ways of working, especially when it comes to supporting neurodivergent colleagues. Join us as we challenge the myth of expertise as authority and instead celebrates vulnerability as a powerful tool of connection. If you're ready to build lasting inclusion and lead with curiosity, this talk is for you, no matter your role or level of "knowing."

Tania Gerard (she/her), Tania Gerard Digital

IMPACT™ by Design: A Practical Framework for Workplace Inclusion

Tania Gerard is the founder of Tania Gerard Digital, one of the UK’s first consultancies dedicated to accessibility, compliance and neuroinclusion. In this session, Tania introduces her signature IMPACT™ Framework – a practical, neurodivergent-informed approach that helps businesses move from awareness to action. With lived experience of ADHD and autism, Tania blends strategic insight with creative design thinking to show how inclusive design, accessible communication, and thoughtful processes can transform workplace culture. This talk is perfect for HR teams, leaders, and managers who want tangible tools, not just theory. Expect real-world examples, practical takeaways, and an empowering reminder that your workplace isn’t broken – it’s just not designed for everyone yet.

Danielle Cudjoe-Michalski, Thinking Light Coach Ltd

Working Differently, Working Well: Support That Makes Sense

Too often, neurodiverse people are expected to adapt quietly while workplaces remain unchanged. This session explores what genuine, human support can look like without needing a formal diagnosis, the perfect words, or permission to find things difficult. Drawing on lived experience, coaching insight, and real-world examples, we’ll explore how people can ask for support in ways that feel safe and sustainable. Whether you're navigating work as a neurodiverse person or aiming to build a more inclusive culture, this session offers practical tools and honest insight. We’ll unpack what reasonable adjustments look like in practice, how to create access without requiring disclosure, and how to advocate for support without having to justify your needs. Participants will leave with reflection prompts, everyday strategies, and ideas for workplaces where neurodiverse people can work better, not by pushing through, but by being supported.

Ben Holmes, Autism & Neurodiversity Coaching

Getting Neurodiversity in the Workplace right

Speaking with a wealth of lived experience in many different workplaces, coupled with professional qualifications and practical solutions, I will talk about how companies can make workplaces neuro-inclusive, recruit in the right manner and which strategies and reasonable adjustments can be made. I have worked in vastly different environments and this gives me a unique insight into how employers get it right and wrong in areas such as communication, organisation, office set ups, wellbeing and so on. I was not supported in many of these workplaces and know that they could have been a lot more neurodivergent friendly. Some of the workplaces I have worked in include professional football clubs, huge corporate companies, small bus depots, numerous warehouses, a hotel, a hospital, schools, offices, and recruitment.

Toni Horn, Neuroempowerment

Supporting and Creating a Neurodiversity Employee Resource Group (ERG)

If you’re looking to build or strengthen a Neurodiversity ERG, this session provides a roadmap: Identifying stakeholder buy-in and securing leadership support Structuring meetings, setting goals, and measuring impact Sustaining momentum through mentorship, advocacy, and training.

Tree Hall (she/her), NEUROnique and Charity IT Leaders

What I want you to know about being AuDHD in the workplace

Find out about the reality of being AuDHD (autistic and ADHD) in the workplace from a late diagnosed CEO, and understand what you can do to help neurodivergent colleagues thrive. Tree Hall received an autism diagnosis at 47 and an ADHD diagnosis at 48. She’s an openly proud neurodivergent female leader, and parent to two neurodivergent children. She'll share her experiences of being neurodivergent in the workplace, both the challenges and the positives. She’ll share the strategies that have helped her, and the things you can do to support neurodivergent colleagues and create a work environment where everyone can achieve their potential and feel like they belong

Julia Rafferty

The Productivity Equation: Cognitive Diversity x AI

Neuroinclusion in the workplace, focusing on strategies that support diverse ways of thinking. How AI can reduce cognitive load and improve productivity for all staff—not just those who identify as neurodivergent. Discusses team-based approaches to embedding inclusion, encouraging departments to share responsibility for support. Includes menopause as an example of 'acquired' neurodivergence, drawing links between hormonal deficit and executive function challenges. Addresses the impact of neurodivergent imposter syndrome and low self-esteem—issues that can affect confidence, team dynamics, and performance. Encourages a proactive, psychologically safe culture where individuals feel supported and valued across employee lifecycle.