Neurodivergent and Proud: empowering authenticity at work - panel recap
March 26, 2026myGwork recently hosted the Neurodivergent and Proud, Empowering Authenticity at Work panel, bringing together LGBTQ+ and neurodivergent professionals to discuss how workplaces can better support them.
Chair and psychotherapist Dhiren Doshi‑Smith, founder of OakPath Therapy, framed authenticity as a survival need rather than a slogan, explaining that “living as both a neurodivergent and queer person means that I've spent years decoding environments, trying to work out where I need to mask, where I can be authentic, and what authenticity looks like.” He argued for structural change around clarity, flexibility, environment and normalising adjustments, noting that these kinds of measures tend to improve conditions for neurotypical staff as well.
From Capgemini, Inclusion and Wellbeing specialist Andy Goff spoke about being a gay man with ADHD and the role of visibility inside a large organisation. He described always being open about his sexuality but only more recently discussing neurodivergence at work as awareness has grown. Andy highlighted data showing that many neurodivergent employees do not disclose their identity, and pointed to Capgemini’s NeuroAbility network, simplified adjustments process and access to diagnosis as ways to change that. For him, storytelling is crucial: “Through sharing and talking about our own lived experiences, it can be a really powerful tool in not only raising awareness and creating understanding, but empathy.”
Finance assistant Izzy Horsman from St. James’s Place described a lifetime of learning to “fit spaces” and the emotional toll of hearing similar stories of sensory overwhelm, masking, meltdowns and shutdowns from others. Citing research, she said there was a 2020 study where "up to 94% of autistic individuals develop a mental health condition in their lifetime," and urged people to see the problem. Izzy challenged “conditional” inclusion in hiring and in-role expectations, arguing that true inclusion cannot depend on whether an autistic person communicates, interviews or copes in a conventionally neurotypical way.
Software engineer Nicki Snitnikov from The Trade Desk described being autistic and non‑binary in environments that still expect neurotypical norms by default. They noted limited experience of workplaces that genuinely get it right but a clear sense of what helps in practice, from quieter seating and less overwhelming offsites to open, direct feedback when there is interpersonal friction. For Nicki, everyday inclusion starts with being heard: “The best ways for me is when I'm able to express my needs to the team openly and have them be listened to.” They also linked heavy masking to mental health problems and called for companies to focus less on making people “fit in” and more on enabling neurodivergent staff to do their best work in ways that are sustainable.
Together, the panellists made a clear case for workplaces to move beyond surface‑level inclusion and redesign systems so neurodivergent and LGBTQ+ employees can participate fully and safely.