Better Business

IMLA ED&I Group: Understanding neurodivergence – Apollonio

Louise Apollonio, head of mortgage accounts at The Mortgage Lender

Written By:

Guestauthor

Posted:

May 12, 2025

Updated:

May 12, 2025

Neurodiversity is a word used to describe the unique ways in which people’s brains work. Approximately 15-20% of people in the UK are neurodivergent, which means their brains function, learn and process information differently to neurotypical people.

Forms of neurodivergence such as dyslexia, autism, ADHD and others are natural variations of the human brain.

Neurodiversity celebration week took place last month, and April was World Autism Awareness Month. So now is a great time to come together to raise awareness, foster acceptance and work for a society where neurodivergent people are supported, understood and empowered.

This year’s World Autism Awareness focus is acceptance at work, a particularly fitting focus for Intermediary Mortgage Lenders Association’s (IMLA’s) ED&I [equity, diversity and inclusion] Group discussion this month.

Our panel:

Mel Hume, head of retail governance at Shawbrook: “I was diagnosed with autism and obsessive-compulsive personality disorder (OCPD) in 2021, and have spent three years researching neurodivergence to understand myself and help other people cope with the challenges of living and working with neurodivergence.”

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Louise Apollonio (LA): What does neurodivergence mean to you?

EP: Sometimes it means difficulty in concentration and communication. I fought for my ADHD diagnosis because people kept telling me I was zoning out, not listening, too focused on certain things, too energetic… I can struggle to read a lot of details and to take in information. I’ve had to learn that these are not just things I find hard, it is all part of my neurodivergent condition.

My neurodivergence was holding me back in personal and professional relationships, so learning about myself since diagnosis has helped me flip that around. Now I try to gently educate people, explaining that this is what I struggle with, this is how you can help me.

MH: My neurodivergence allows me to deploy different skills depending on which part of the rainbow… my brain [is] dancing on in any given day. There is always colour – it just depends what day’s yellow. What is important for neurodivergent people is the feeling of inner acceptance, regardless of the societal norms we may not meet. And we need to feel that work is a safe space where we are valued and where colleagues can ask us questions about our neurodiversity.

PL: We need to prioritise making neurodivergent colleagues, relatives and friends feel accepted; being patient, not minding that it might take a bit longer to get the outcome we desire. Right now, the world does not feel very tolerant – we seem to be moving in the other direction. I don’t want to blame what’s happening [in] the US, but there seems to be a prevailing tendency to attack easy targets. We must push back against that.

LA: When neurodivergence is discussed, certain terms tend to crop up such as ‘anxiety’, ‘repetitive behaviour’, ‘meltdowns’, ‘shutdowns’… Are these terms a help or a hindrance?

MH: There is a societal rush to define things, without explaining or understanding the complexities. There has been a lot of heart-warming work done to help companies support their neurodivergent staff. I’m sure a lot of it comes from a good place, but incorrect terminology is not helpful and can wrongly label people – and no one’s neurodivergence should define them.

EP: Understanding some terminology is helpful, but stereotyping can be a hindrance. For example, people with ADHD are often stereotyped as inattentive, likely to be late for meetings, unable to work through problems. In reality, I am so paranoid about being late that I am half an hour early for everything. On Teams, I’m so worried about missing content that I now use AI to record meetings. I am the person you want when it comes to problem-solving, because I am tenacious and will see something through with hyperfocus.

When it comes to autism, people often think of the Rain Man or Forrest Gump stereotype – or someone rocking in a corner. In reality, the autism spectrum is vast, and for some individuals, autism does not significantly impact their daily lives and can even be seen as a superpower if they are fortunate enough to find themselves in the right job.

LA: How important is early diagnosis?

PL: I can only speak as a parent – and as a parent, it makes an immense difference. There were textbook signs missed by us and his school… James struggled a lot. We might have better navigated his mental health challenges had we received an earlier diagnosis. When you get a diagnosis, it does open the door to support, which improves the outcomes for everyone. James’ diagnosis also caused me tremendous guilt as a parent, due to the knowledge that he had had to carry this for all his life [and] struggle on his own. So an earlier diagnosis would have been welcome.

EP: Every case is different. But I would say, as an adult, if you suspect you may be neurodivergent, you probably are. Trust your instincts, do your research, ask for help. You don’t necessarily need a doctor to confirm what you suspect.

LA: What can employers and colleagues do to support their neurodivergent colleagues?

PL: I have recently tried to help James get through a job interview for an apprenticeship. It was impossible; he had a complete meltdown. The interview process is stressful for everyone, but for him, it was stress on steroids, he just could not cope. As an employer, your recruitment processes could mean you are missing out on a really good match for roles you are trying to fill. So employers should look at their recruitment and onboarding procedures. What could you change for candidates who tick a neurodivergent box?

When it comes to ongoing support, it is all about getting the best out of your employees. You will get the best results and loyalty if you show understanding, tolerance and compassion to parents of neurodivergent children and neurodivergent colleagues themselves.

EP: Aldermore is the first organisation I have worked for [that] has a neurodiversity network, where people speak up openly about their ADHD and autism at work, and help one another with the challenges. Within my team, there is full acceptance – it is wonderful how accommodating people can be when they understand neurodivergence. If I’m overwhelmed and about to melt down, my manager will say: ‘Right, turn everything off, see you tomorrow’. I appreciate that not everyone works in such a supportive environment – there is a long way to go. That is why we need initiatives like neurodiversity week and Autism Awareness Month, to make more people stop and think and keep the conversation going.