ACCA-會(huì)計(jì)中的神經(jīng)多樣性（英）-2024-42正式版

NEURODIVERSITYINACCOUNTANCYAboutACCAWeareACCA(theAssociationofCharteredCertifiedAccountants),agloballyrecognisedprofessionalaccountancybodyprovidingqualificationsandadvancingstandardsinaccountancyworldwide.Foundedin1904towidenaccesstotheaccountancyprofession,we’velongchampionedinclusionandtodayproudlysupportadiversecommunityofover252,500membersand526,000futuremembersin180countries.Ourforward-lookingqualifications,continuouslearningandinsightsarerespectedandvaluedbyemployersineverysector.Theyequipindividualswiththebusinessandfinanceexpertiseandethicaljudgementtocreate,protectandreportthesustainablevaluedeliveredbyorganisationsandeconomies.Guidedbyourpurposeandvalues,ourvisionistodeveloptheaccountancyprofessiontheworldneeds.Partneringwithpolicymakers,standardsetters,thedonorcommunity,educatorsandotheraccountancybodies,we’restrengtheningandbuildingaprofessionthatdrivesasustainablefutureforall.FindoutmoreatCopyright?July2023bytheAssociationofCharteredCertifiedAccountants(ACCA).Allrightsreserved.UsedwithpermissionofACCA.Contactinsights@forpermissiontoreproduce,storeortransmit,ortomakeothersimilarusesofthisdocument.2AcknowledgementsACCAwouldliketoextenditssinceregratitudetothefollowingindividualswhosokindlyofferedtosharetheirownpersonalstoriesofneurodiversityintheworkplace.Withouttheirhonestyandcourage,theproductionofthisreportwouldnothavebeenpossible.Authors:JamieLyonFCCA,GlobalHeadofSkills,SectorsandTechnology,PolicyandInsights,ACCAKateRodde,BusinessLeaderandEntrepreneurJamieisbasedinLondonandleadsateamofpolicyandinsightexpertswhoarededicatedtoexploringthemostsignificantchallengesimpactingthebusinessworldandglobaleconomy.Asidefromhisleadershipresponsibilities,Jamieparticularlyspecialisesinthefutureofwork,humancapital,andtalentmanagementissuesimpactingtheworkplacetoday.HealsoservesasatechnicalandpolicyadviserattheInternationalFederationofAccountantsinNewYork,USA.HeinitiallyqualifiedasanaccountantwithRoyal&SunAllianceInsuranceGroupPlcbeforepursuingafinancecareeratMarksandSpencerPlcinLondon.RobBrougham,CEO,BraidedCommunicationsLydiaStott,DiversityandInclusionAdvisor,CooperParryNicChambers,ManagingDirector,MichaelPageMalaysiaHirenShukla,EYGlobalandAmericasNeuro-DiverseCenterofExcellenceLeaderAndrewChong,Co-founderandInvestoruPledgeNikkiReed,FinancialController,TheRitzLondonSusanBall,EmploymentTaxPartner,RSMUKTaxTaniaMartin,Neuro-inclusionConsultant,TrainerandSpeaker,PegSquaredPaoloDavighiFCCA,FinanceChange,HMRevenueandCustomsHajraBabariya,DirectorofEducationServices,BPPKateCoulson,AssociateDeanforAssessment,BPPTaniaisanexperiencedneuro-inclusionconsultant,trainerandspeakerwithovertwodecadesofcorporateexperience.AsakeymemberoftheteambehindtheawardwinningEYUKNeuro-DiverseCentreofExcellence,sheledthedevelopmentofasupportiveecosystemandimplementedneuro-inclusivepeopleprocesses.Withabackgroundinleadingcomplextransformationprogrammesacrossbothpeopleandtechnologyinlargeglobalorganisations,Taniacombinesneurodiversityexpertisewithreal-worldcorporateexperiencetoapproachthechallengeofneuro-inclusionintheworkplacedifferently.HerjourneyincludesnavigatingherowncareerwithADHD,diagnosedin2022,providingadistinctivefirsthandperspectiveonneurodiversityatwork.3IntroductionSinceitsfoundationin1904,ACCAhasheldinclusionandaccesstoallasacorevalue.Thisisn’tjustamoralimperative–thereiscontinuedevidencethatdiverseandinclusiveworkforcesbenefitbothbusinessandsociety.Inthisreport,weexploretheissueofneurodiversity–amarkerofdiversitythatisfinallybecomingmorerecognisedineducationsystemsacrosstheworld,andbyorganisations.Fortheaccountancyandfinanceprofession,ensuringneurodivergenttalentcanaccesstheprofessionandenjoyrewardingcareersiskeytoitsfuturesuccess.Here,wepresentseveralstoriesfromACCAmembersandotherprofessionalaccountants.Theyillustratehowbeingdiagnosedasneurodivergentpresentsbothwork-basedchallengesaswellasendowingindividualswithuniquecapabilitiesthatthey’veusedforcareeradvantage.Wealsoreflectonsomeofthepracticalstrategiesthatorganisationscanadopttobettersupportneurodivergentemployees.Thisnarrativeisattheheartofagoodnewsstory,servingtoremindusofthestrengththatcomesfromfullyembracingneurodivergenttalentwithintheprofession.4NEURODIVERSITYINACCOUNTANCY|WHATISNEURODIVERSITY?Whatisneurodiversity?Neurodiversityisdefinedasanaturalvariationinhowthebrainprocessesinformation.Everyoneofusthinksandbehavesdifferently;ourbrainsareasuniqueasourfingerprints,andourneuralpathwaysareconstantlyevolving.Foraproportionofthepopulation,nonetheless,thereisagreaterthanusualcognitivevariationinhowtheirbrainsprocessinformation.Fromanevolutionaryperspective,thismakessense–historically,earlyhumansneededthosewhocouldexploitknowledgethatalreadyexists,andotherswhocouldexplorenewopportunities(Tayloretal,2022).Exampleswouldbethosewhowereexpertsincraftingtoolsversusthosewhowerecomfortablewithambiguity,takingrisksandmakingdecisions.Havingpeopleattheextremesofthinkingstyleshasbenefittedourevolutionasaspecies–youcouldgoasfarassayingitwasfundamentaltooursurvival.Ourresearchisbasedonstoriesfromjustafewaccountancyprofessionalswhoareneurodivergent,yetthrivingintheworkingworld.Ithelpstodefinethereasonswhycognitivevariationmatters–andwhyembracingneurodiversityisnotonlyamoralimperative,butmakesgoodbusinesssense.NeurodivergentconditionsThereareseveralneurodevelopmentalconditionsundertheneurodiversityumbrella.Themainneurotypesaredetailedintablebelow(thereareotherstoo).It’simportanttonotethatmostoftheneurotypeslistedarelifelongconditionswithwhichindividualsareborn–andthattheyhavenobearingonaperson’sintelligence.Overtime,however,asocietalexpectationthatpeopleshouldconformtocommonbehaviourswithintheworkplacedeveloped.Andthosewhodidnotconformtoexpectedbehaviourshavehadtoeithertryandfitin(bymasking),oroftenfaceadverseemploymentconsequences.IntheUK,forexample,fewerthan30%ofindividualswithautismareinanyformofpaidemployment(OfficeforNationalStatistics,2022)–whilemanyotherneurodivergentindividualsinemploymentareafraidofsharingtheirdiagnosisforfearofbeingjudgedortreateddifferently.Thosewhoareneuro-differentareoftendescribedashaving‘spikeyprofiles’.Thatis,theymayhavepeaksinstrengthsordipsinotherareaswhencomparedtoaneurotypicalindividualwhohasaflatter,moreconsistentprofile.Someexamplesofthosestrengthsandchallengesareincludedinthetable,althoughthislistisnotexhaustive.Neurodiversityhasformanyyearsbeenviewedthroughamedicallensthatfocusesondeficitsanddisorders.Thenarrativeischanging,however,andsocietiesarestartingtorecognisetheuniqueperspectivesandstrengthsofthosewhoareoutliersincognitivethinking–andwhattheybringtotheworkplace.Eachneurodivergentindividualexperiencestheirstrengthsandchallengesasauniqueblend.There’sahighchancethatindividualshavemultipleneurotypes,whetherdiagnosedornot–thereforestereotypesofassumedbehavioursrelatedtoneurotypesareunhelpful.Additionally,challengespresentonaspectrum–wheresomehavemoreseverechallengesthanothers.5NEURODIVERSITYINACCOUNTANCY|WHATISNEURODIVERSITY?Themostcommonneurotypes:Attentiondeficienthyperactivitydisorder(ADHD)Whydomanypeopleremainundiagnosed?High-leveldefinition:Neurodevelopmentalconditioncharacterisedbyinattention,hyperactivityandimpulsivityMayhavestrengthssuchas:Connectinginformation;analyticalskills;hyperfocusMayexperiencechallengeswith:Timemanagement;attentiontodetail;organisation;planningManyneurodivergentindividualsgoundiagnosed,oftenonlyrecognisingcognitivevariationslaterinlife.Othersmaynotseekadiagnosisdespitestruggling,whichmaybeowingto:Autismn

Culturedifferences–inhowneurodiversityisHigh-leveldefinition:Spectrumconditioncharacterisedbychallengeswithcommunication,socialinteractionandrepetitivebehavioursperceivedbycertainsocietiesandgenerations.nGender–femalesoftenpresentdifferently,anditiscommonlyacceptedthatwomenmaybemorelikelyto‘mask’theirconditions.Mayhavestrengthssuchas:Attentiontodetail;analyticalthinking;problemsolvingMayexperiencechallengeswith:Sensoryprocessing;riskofmiscommunication;multi-taskingDyslexian

Privilege–relatingtoaccesstothemedicalprofessiontobediagnosed,insomecountriesthereareextensivewaitinglists.High-leveldefinition:LearningdifficultythataffectsreadingandspellingskillsMayhavestrengthssuchas:Visualthinking;buildingrelationships;patternspottingMayexperiencechallengeswith:Soundprocessing;difficultiesgettingideasonpaper;readingandspellingn

Educationalbiases–ifaneurodivergentindividualhappenstoperformwellatschool,theremaybeaperceptionthatthereisnoproblemandchallengesmaygounnoticed.DyspraxiaHigh-leveldefinition:NeurologicaldisorderthatimpactsmovementandcoordinationMayhavestrengthssuchas:Big-picturethinking;empathy;verbalcommunicationMayexperiencechallengeswith:Difficultylearningnewprocesses;finemotorskills;memoryTherefore,ifanindividualdecidestoself-identifyasneurodivergent,itshouldberespected.DyscalculiaHigh-leveldefinition:SpecificlearningdifficultywhenunderstandingnumbersMayhavestrengthssuchas:Creativity;strategicthinking;organisationalskillsMayexperiencechallengeswith:Patternrecognition;sequencing;mathematicalabilityTourette’ssyndromeHigh-leveldefinition:NeurologicalconditionthatresultsininvoluntarymusclemovementsandsoundsMayhavestrengthssuchas:Creativity;empathy;energeticcharacterMayexperiencechallengeswith:Anxiety;sensoryneeds;tics(verbal&non-verbal)AcquiredbraininjuryHigh-leveldefinition:Damagesustainedtothebrainthatmaybecausedbyinjury,illness,drugoralcoholabuseEffectswillvarydependingonthepartofthebrainthathassustainedtheinjury6NEURODIVERSITYINACCOUNTANCY|NEURODIVERSITYANDLANGUAGENeurodiversityandlanguageThelanguagesurroundingneurodiversitycanbeemotive,powerfulandattimesevenharmful.It’simportanttobeguidedonthecorrectuseoflanguage–ratherthanavoidhavingtheconversationatall.KeytermsnNeurodiversity:Appliestoeveryone–everybrainhasanaturalvariation.nNeurodivergent/neuro-difference/neurominority:Describesthosewithadefinedcognitivevariationinhowthebrainlearnsandprocessesinformation.Theyinclude‘neurotypes’suchasADHD,autism,dyslexia,dyspraxia(DCD),dyscalculiaandTourette’ssyndrome.nNeurotypical/neuromajority:Describesindividualswhodisplay‘typical’cognitivethinking.Itappliestothemajorityofpeople.?

Whenapproachingthesubject,beguidedbythepersonyouareaddressing:howdotheywantyoutorefertotheirneurotype??

Whentalkingaboutanindividualwithadiagnosis–alwaysuse‘personfirst’language,thatis‘a(chǎn)personwithautism’,not‘a(chǎn)nautisticperson’.Anindividualisnotdefinedbytheirdiagnosis.?

Additionally,labelssuch‘highfunctioning’and‘lowfunctioning’or‘disorders’arenowoutdatedandpotentiallyharmfuloroffensive.7NEURODIVERSITYINACCOUNTANCY|WHYNEURODIVERSITYMATTERSWhyneurodiversitymattersIt’sestimatedthatbetween15-20%ofthepopulationareneurodivergent.Consequently,organisationshaveanethicalresponsibilitytoincludeandsupportneurodivergentindividuals–creatingworkplaceenvironmentswhereeveryone’schallengesaresupportedandstrengthsarecelebratedsothattheycanthrive.8NEURODIVERSITYINACCOUNTANCY|WHYNEURODIVERSITYMATTERSOverthelast10years,organisationshavestartedtorecognisethevaluethatneurodivergentindividualscanbring–creatinghiringprogrammesthatactivelytargetneurodivergenttalenttoundertakespecificroles.Asthefocusonneurodiversityhasevolved,moreindividualswhohavebeenmaskingtheircognitivevariationhavestartedtosharetheirdiagnosisandhiddenstruggleswithemployers.Thebusinessbenefitsofembracingneurodiversity:Diversethinking:Neurodiversitybringsuniqueviewpointsandproblem-solvingapproaches–allowingemployeeswithdifferentcognitivestylestocontributefreshideasandinnovativesolutions.Increasedproductivity:Accommodatingneurodivergentindividualsenhancesoverallproductivity–whenemployeesaresupported,theycanfocusontheirworkmoreeffectively.Thefocushasstartedtoshifttore-educationonwhatneurodiversityis,andhowtoprovidesupportfortheseindividuals.Thenextstagewillseeorganisationsbegintoconsiderdesignprinciplesforbusinessprocessesthatareinclusiveforall–regardlessoftheirneurotype.Talentattraction:Organisationsfocusingonbuildingneuro-inclusiveworkplacesattractscandidates–especiallyGenerationZ,whoaremoredrivenbythesocialimpactanorganisationmakes.Organisationsthathavemadesignificantinvestmentinthisareahaveseenanimpactonbrandrecognition,attractednewbusiness,andgainedaccesstoanuntappedtalentpool–bringinginnovation,creativityandproblem-solvingskillswiththem.Ultimately,aproactiveapproachtoneurodiversitycreatesvalueforanorganisation,bothfinanciallyandsocially.Talentretention:Aneuro-inclusiveenvironmentfostersloyaltyandreducesturnover–employeesappreciateworkplacesthatvaluetheirindividualneeds.Whiletherearebenefitsfororganisationsthatproactivelyseekneuro-inclusion,insomejurisdictionsthereisalsoalegalobligationtosupportneurodivergentindividualsintheworkplace.Forexample,theUKEqualityAct2010recognisesattentiondeficithyperactivitydisorder(ADHD),autism,dyslexiaanddyspraxiaasdisabilities–andthereforeprotectedcharacteristics.Thismeansanorganisationmustprovidereasonableadjustmentstothosewhosharesuchaneurotype.Enhancedcreativity:Neurodivergentindividualsoftenthink‘outsidethebox’–theircreativitycanleadtobreakthroughsandnovelsolutions.Positiveworkplaceculture:Inclusivepracticespromoteapositiveatmospherewhereemployeesfeelrespectedandvalued–leadingtobettermorale.Overthelastdecade,we’veseenasignificantincreaseinthenumberofemploymenttribunalsthatrelatetoneurodiversity,whichisareflectionofthelackofsupportorganisationsareperceivedtohaveprovided.9NEURODIVERSITYINACCOUNTANCY|OURSTORIESOurstoriesOurresearchseekstoilluminatethestoriesofneurodivergentindividualswithintheaccountancyprofession.Interviewswereconductedwithawideselectionofparticipants–ofdifferentage,gender,ethnicity,culturalbackgroundandneurotype.Theresearchismotivatedtounderstandthechallengestheseindividualsfaceatworkandineducation;theirrelevantstrengths;howorganisationshaveimplementedsupportatboththeinstitutionalandindividuallevel;andthoughtstowardsthefutureofneurodiversityatwork.Theirstoriesultimatelycelebratethinkingdifferently.Wehopethatyouareasinspiredreadingthesestories,aswewereinspeakingtotheindividualswhoparticipated.10NEURODIVERSITYINACCOUNTANCY|OURSTORIESNavigatingADHDintheaccountancyprofession–poweredbytechnologyKateRoddeKatesharesherstory...butdifferently–using‘Braided’technology–technologybuiltforastronautsnowbeingusedtohelpthosewhoareneurodivergent.BRAIDED’SCOMMUNICATIONSOLUTIONALLOWSFORNATURALANDSYNCHRONOUSCOMMUNICATIONANDHASPOTENTIALAPPLICATIONworkplace–acopingstrategyoftenusedbythosewhoareneurodivergenttohidethechallengestheyarefacing–whichhasconsequencesforKate.‘TheimpactformeisthatmyworkingdaystendtobelongasIstillwanttogeteverythingdoneandnothaveithangoverme.’BOTHINWORKPLACESANDEDUCATIONALSETTINGS.KatehasuntilveryrecentlyworkedforBraidedCommunicationsLtd.KateisaqualifiedaccountantwhohasAttentionDeficitHyperactivityDisorder(ADHD).TheinterviewwasconductedviatheBraidedcommunicationtechnology(seeseparatecasestudy).Shereflectedonherexperienceofbeinginterviewedinthismanner,andemphasisedhowimportantthetimetofocuswithoutanydistractionshelpedherformulateheranswers.Katealsohighlightsthatchallengesdonotpresentconsistently.LifeeventscanhaveasignificantimpactonhowherADHDimpactsherdaily.Anexamplesheprovidesisduringperimenopausewhensymptomsthathadpreviouslynotbeenanissuebecamechallenging,andshehadtofindnewwaystosupportherself.Throughouthercareer,supportatworkhasoftenbeeninconsistent.AttimesKatehashadsupportivelinemanagerswhounderstoodherandhowsheworked.However,iftherewasaleadershipchange,thiscouldbedifficultforKate–especiallyiftheydidnottakethetimetounderstandthevalueshebroughttotheorganisation.Thisrequirementtocreateapsychologicallysafeenvironmentwheresomeonecanaskforhelpifneededis,inKate’sopinion,criticallyimportant.Kate’sapproachwastoidentifysponsorsacrossthebusinesswhowouldchampionher,andwhobothunderstoodandvaluedher.‘ThroughusingtheBraidedtechnologyyoufeellikeyouarebeingheardbecauseyou'rereallyputtingyourpointofviewacross.Youalsofeellikeyou'renotbeingobserved...AndI'mnotbeinginterrupted,distracted...BecausemywonderfulADHDbrainwillgodown20milliontracksinanormalaudioconversation.’Likeotherswehaveinterviewed,Kate’sADHDpresentswithbothgreatstrengthsandchallengesintheworkplace.Herbiggestchallengesarekeepingtrackoftime,regulatingheremotions,oversharing,andfeelingoverwhelmed.Tocounteractthesechallenges,sheadmitstomaskinginthe‘Itisnotdependentonmymanagertodeterminemyworklife.’11NEURODIVERSITYINACCOUNTANCY|OURSTORIESHarnessingthestrengthsofthosewhoareneurodivergentintheaccountancyprofessioncanbringdifferentskillstodifferentroles.Kateprovidedanexampleoftwovaryingapproachestoworkthat,whenharnessedinthecorrectway,hadsignificantvaluetotheorganisation.Sheremembersworkingwithafinancialaccountantwhohadbeendiagnosedwithautism:Incontrasttothis,Katedescribesherselfasabigpictureperson,isconfidenttalkingtoanyoneaboutwork,andprefersplanning,understandingwhatmakesabusiness‘tick’,andcansolveproblemsifgiventheautonomytodoso.Asaresult,shehadtheopportunitytobuildanewbusinessareaandmanagenewteams–somethingshelovestodo.Whatdoesthefutureholdfortheneurodiversityandtheaccountancyprofession?Kateisoptimistic.Withprogressbeingmadeinunderstandingthebenefitsofdiversethinking,itisclearthatneurodivergentprofessionalsbringimmensevaluetoteams.Researchsuggeststhatteamswithneurodivergentindividualscanbe30%moreproductivethanthosewithoutthem.However,therealsuccesswillcomewhen1‘Wearebothneurodivergent.Wearebothaccountants.Wearefriends,andhavesharedinterestsoutsideofwork,butwearesodifferent...andIthinkthatdifferenceisreallyimportant–thereisnotaonesizefitsall,andthatdifferencecanbringrealbenefitstoanorganisationintermsofcapabilities.’organisationsshifttheirfocustobecomingneuro-inclusiveandstartadaptingtheirprocessestoaccommodatediversethinkingasstandard.Withthisapproach,theneedforsupportwilldecrease,andtrueinclusionwillbecomethenorm.‘InmanyrespectsIguesshepresentedwithanumberoftraitsthatmaybeassociatedwithsomeautisticindividuals(thoughnotnecessarily)–veryfocusedonthedetailaroundthefinancialaccountingsystem,notverycomfortableinachangeenvironment,andIthinkhestruggledwithinterpersonalrelationshipsatwork.Buthemadeafantastictechnicalaccountant,andhisworkwasalwayssuperaccurate.’NEURODIVERSETEAMSRESULTINHIGHERPRODUCTIVITYANDCREATIVITYATWORK.1WorldEconomicForum12NEURODIVERSITYINACCOUNTANCY|OURSTORIESSPOTLIGHTONBRAIDEDMEETINGS:TechnologydesignedforastronautsbutappliedforinclusiveemployeecommunicationRobBrougham,CEO,BraidedCommunicationsRobshareshisstoryaboutdeveloping‘Braided’technology–trialledbyNASAandnowstartingtobeusedforinclusiveworkplaceengagements.BRAIDINGISANEWCOLLABORATIONTOOLTHATISDESIGNEDTOHELPCREATEINCLUSIVE&EFFICIENTCOLLABORATIONENVIRONMENTSandmaintainedovertime.’Soco-presencecannotoccurinanenvironmentwhichisasynchronous.Braidingessentiallycreatesthatenvironmentwhichissynchronous,whereco-presencecanexist.Inasimplerway,itlevelstheplayingfieldofcommunication,givingeveryoneanequalvoice.USINGWRITTENRATHERTHANSPOKENCOMMUNICATION.WheredidyougettheideaforBraiding?Theideawasbornoutofchallengeswithspacecommunication.Beyondwhatwecall‘LowEarthOrbit’,allcommunicationbetweencrewandgroundisaffectedbytimedelay(whatwecalllatency),causedbythegreatdistanceandthefinitespeedoflightandradiowaves.Thedelayisunavoidable.Itappliestoallcommunicationthroughoutallfuturedeepspace(lunarandbeyond)missions,butobviouslycommunicationtimedelayscreateallsortsofproblems–evenimpactingcrewhealthbecauseofemotionalisolation.SpaceBraidingwasthefirsttooldesignedtomitigatetheimpactoflatency.Itdoesnotremoveorreducelatency–thatwouldbreakthelawsofphysics–butinsteaditdisguiseslatencybecauseitcanmaketwopeopleseparatedbymillionsofkilometresfeelasiftheyarehavinganatural,synchronousdialogue.SpaceBraidingispatentedandhasbeentestedinstudiesfundedbytheUKSpaceAgency,theEuropeanSpaceAgency,andNASAincollaborationwithseveralacademicpartnersincludingUniversityCollege,LondonandGeorgiaTech,USA.Allresultssofararepositive–thepreliminarydataindicatesthatSpaceBraidingreallyworks.Itjustsohappensithaspotentialapplicationselsewhereinthebusinessworldforefficientandinclusivecommunication.Howdoesthetechnologywork?Braidingisawrittenmethodofcommunicationandthebasicideabehindthetechnologyisthatitgiveseveryoneinameetingtheopportunitytocontributetothediscussionequally.Topicsoragendaitemsaredisplayedasseparatediscussionpanels,calledBraids,thatarepresentedtotheparticipantssequentiallyonarotatingvirtualcarousel.Asthecarouselrotatesthedebateoneachtopicbuilds.Attheendyouhaveafullwrittenrecordwithnoneedforanybodytotakeminutes.Whymaythetechnologybeparticularlyhelpfulforsomepeoplewithneurodivergentconditions?Oneofthethingsweknowaboutgoodcommunicationinmeetingsisthatitonlyhappenswheneveryoneisco-presentwitheveryoneelse–iewheretheconversationflowsandisnatural.Thatisquitedifferenttoco-location–youcouldbeinameetingroomwithagroupofcolleaguesyetfeelyouarenotreallypartoftheconversation,perhapsabitisolated.Co-presenceontheotherhand,requiressynchronywhichhasaveryspecificdefinition–itmeans‘tohaveasharedfocusofattentionandbehaviour,coordinatedbyasharedrhythm13NEURODIVERSITYINACCOUNTANCY|OURSTORIESLydia’sautismopensupnewunexpectedcareeropportunitiesbeyondaccountancyasadayjobLydiaStottLydia’shoneststoryendsonarealhighnote,withherautismdiagnosisleadingtoarolethatisshapinghowherorganisation,CooperParry,supportsitsneurodivergentemployees.LydiaisaDiversityandInclusionAdvisoratCooperParry,aYoungAmbassadorfortheNationalAutisticSociety,andaqualifiedworkplaceneedsassessor.Shereceivedanautismdiagnosisattheageof18,kickstartingherjourneyintoadvocacy.Inconversation,Lydia’spassionforneuro-inclusionintheworkplaceisveryevident.Whywassheworseatcopingthanthosearoundher?HersearchforanswersledhertoanonlinecourseonautisminwomenfromtheNationalAutisticSociety,andthiswasLydia’slightbulbmoment.‘Untilyouhavethelabel‘a(chǎn)utism’,youwillcarryathousandotherlabels.Thesemightincludelazy,difficult,incompetent,awkward,andoversensitive…Theworldtellsyouthatthisiswhoyouareandyoubegintobelieveit.ReceivingmydiagnosisgavemethepermissionIneededtorejecttheselabels.I’mnoneofthesethings:I’mautisticandI’mnavigatingaworldthathasn’tbeendesignedforme.Thatwasthemostliberatingpartofmydiagnosis.’Herstoryisafamiliaroneformanyneurodivergentpeople:herdiagnosiswasmissedduetostrongacademicperformanceinschoolandLydiainsteadinternalisedherstruggles.Asateen,shewasdiagnosedwithdepressionandanxiety.INDIVIDUALSAREOFTENDIAGNOSEDWITHANXIETYANDDEPRESSIONBEFOREANEUROTYPEISIDENTIFIED–IFIDENTIFIEDATALL.THECO-MORBIDITYBETWEENANXIETY,DEPRESSIONANDSOME‘IUSEDTOTHINKIWASBADATBEINGAHUMANBEING.WITHANAUTISMDIAGNOSIS,INOWKNOWTHATI’MJUSTBADATBEINGNEUROTYPICAL.THAT’SSOMETHINGIDON’THAVENEURODIVERGENTCONDITIONSISWELLESTABLISHED.TOBEGOODAT–BECAUSEI’MGREATATBEINGAUTISTIC!’Likemanyindividualswhoareneurodivergent,Lydiafoundschoolchallenging.Despiteexcellingacademically,sheexperiencedfrequentpanicattacksfromtheageofnineandhermentalhealthissuescontinuedthroughouthereducation.WhennumerousavenuesofsupportfailedtomakeadifferenceforLydia,shebegantoquestionherself.WhileLydia’sdiagnosishelpedexplainwhyshefeltlikeshedidn’tfitin,itcouldn’tundoyearsofdamageandmen