Neurodiversity and the workplace, by Nezar Tourabi

"I have realised that my condition isn’t a limitation but a unique way of thinking and processing information."

My name is Nezar Tourabi, and I work as a data officer in the cardiovascular directorate of the Trust. I am currently studying a Masters’ programme in Digital Health Leadership via the NHS Academy at Imperial College London.

I am honoured to have this opportunity to share a little bit about myself, and my lived experience in celebration of Disability History Month.

What is neurodiversity?

The term ‘neurodiversity’ refers to the different ways a person can process information. Just as we biologically fluctuate in many aspects, such as our height, colour and cognitive abilities, we also vary in our neurological wiring.

Neurodiversity covers a range of conditions such as Dyslexia, Dyspraxia, Dyscalculia, Attention Deficit Hyperactivity Disorder (ADHD), and Autism Spectrum Condition (ASC) and often, these conditions co-occur, and their symptoms overlap.

It is estimated that more than 15% of people in the UK, roughly 1 in 7, are neurodivergent. Such conditions bring unique strengths and perspectives to the workplace. For instance, individuals with ADHD, like myself, often possess exceptional problem-solving skills, resilience, hyper-focus, high levels of energy, creative and innovative thinking, and a keen ability to recognise complex patterns.

My story

ADHD was a challenging condition for me to deal with, especially prior to my diagnosis. It did help me become more self-aware of my strengths and I was able to strategise around my areas of weakness to achieve my full potential inside and outside of work.

I previously took extra steps to mask my ADHD, so that no one around me would know that I struggled with some aspects of the symptomatology. This meant that I was spending much of my time attempting to appear as “normal” as possible; so that I would not feel incompetent or deemed less able. I felt if I communicated my need for support, I may appear as demanding or needy.

However, over time, and after much self-development, my perspective on ADHD has changed. I have realised that my condition isn’t a limitation but a unique way of thinking and processing information. It has encouraged me to approach tasks with creativity and out-of-the-box thinking, which has proved to be a valuable asset in problem-solving and innovative thinking. So now, instead of focusing my energy on appearing or adopting “normal” ways of thinking, I am celebrating my differences and the positives they can bring.

Fulfilling my potential

From my individual professional experience thus far, I believe that one’s ability to achieve their full potential is very much tied to the environment in which they exist. That being said, my self-actualisation at work is a testament to the inclusive and supportive culture at the Trust, which has been a cornerstone of my professional journey.

The organisation’s flexibility, understanding and adjustments around my needs has been key to my ability to perform at my best. In particular, the typing and spelling assistance software has been a game-changer in improving my typing and spelling abilities.

I cannot begin to express my gratitude for the tremendous support I have consistently received from my line manager and directorate general manager, as well as for their continuous guidance in my professional development.

Launching the staff neurodiversity network

My lived experience of having ADHD has ignited my passion and motivation to support others, which made me deeply committed to promoting neurodiversity and inclusion in the workplace.

In line with this commitment, I am proud to have taken a lead role in launching the staff neurodiversity network at the Trust, with other colleagues.?

The staff neurodiversity network provides a safe, supportive space for sharing experiences, raising awareness of neurodiversity and empowering colleagues across the Trust to thrive at work. It also offers peer coaching to help colleagues navigate challenges, in order to achieve one’s best potential.?

I believe that staff networks play a crucial role?in foster a sense of inclusion among diverse staff groups, facilitating open lines of communication, and enabling valuable feedback from the workforce and ultimately leading positive change. Thus, it?is truly encouraging to witness the trust's commitment to investing in staff networks over the past year.?

Whilst the network plays a significant part in raising awareness, campaigns such as Disability History Month play a crucial role in promoting and empowering disability in the workplace. This month is especially important in recognising and celebrating the diversity of people who make up Guy's and?St Thomas’s which, in my opinion, serves as an inspiration and provides a platform to voice experiences and feel a sense of belonging and inclusion.?

Your difference isn't a limitation

I would like to highlight that communicating our differences and areas of need is not a weakness, but a strength. Regardless of whether one may have a disability or not, we all have our individual needs, which when adjusted for, can allow one to thrive. ?

To my fellow neurodivergent colleagues, your difference isn’t a limitation, it’s a benefit. Seek out mentors in your team at the Trust that appreciate your diverse perspectives and abilities and are prepared to support you. Embrace your differences, celebrate your strengths and understand your areas of improvement.

Remember, your contributions are invaluable and have the potential to drive innovation and positive change at the Trust and the wider NHS, and to anyone interested, I’m happy to offer my time as a mentor to help you navigate through your neurodivergence journey.?

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