As part of Neurodiversity Celebration Week, we sat down with an AWeldI Member who is an open advocate for neurodivergence and a champion of different minds. They spoke about their lived experiences, their perspectives, and their hopes for the future - both within the workplace and the wider community.

What does Neurodiversity Celebration Week mean to you?

They say they see how important it is to have spaces like this week to open conversation and that there’s great value in fostering them within The Welding Institute and the workplace. They mention that awareness not only makes the conversation easier but also more normal and helps to stop the taboo around the topic.

“To me, Neurodiversity Celebration Week is an important starting point, the first step in creating an inclusive workplace, and even an inclusive society is awareness. And awareness only grows when we’re willing to open a dialogue. Opportunities like this give us the space to talk openly about the challenges faced by neurodivergent, and to show that these should be shared. The effort required to be part of the society shouldn’t fall solely on neurodivergent people, it should be carried by all of us."

They highlight how visibility, through videos, panels, and shared experiences helps people across the company understand what support exists and how others navigate neurodiversity.

How does being neurodivergent changed your outlook on life?

For them, neurodivergence isn’t something they compare to a “before” or “after”, it’s simply the way they experience the world. They explain that neurotypical people often grow up with an instinctive sense of how things “should” be, reinforced by the positive feedback they receive from society. Neurodivergent people, however, build that understanding consciously and intentionally.

“It doesn’t change my outlook because I wouldn’t know any other way. What it does give me is a way of seeing the world without assumptions. It makes me curious, observant, and willing to question what others might take for granted, I see the world as it is, not as it’s assumed to be. And because I don’t start with fixed expectations, I’m much more open to accepting people, events, and life as they come, without judgment or resistance.”

This mindset directly shapes their approach to problem solving. Their ability to think outside the box often benefits projects in ways that might not otherwise be considered.

“I can see patterns and links that aren’t always obvious. I have a heightened pattern recognition, so I pick up the anomalies, the things that just don’t look right, and that pushes us to review and rebuild our understanding, so it includes the new information.”

This constant questioning brings with it openness, flexibility, and a deep awareness that there are multiple ways to think, communicate, and solve problems, all of which enrich their work and relationships.

What adaptations have you found most helpful at work?

They emphasise one thing above all: flexibility.

“Something I’ve had from TWI that has been incredibly helpful is the flexibility. My experience here, and especially my manager’s approach, has given me the freedom to work with my brain rather than against it. I’m not forced into a box or expected to follow a set, neurotypical way of doing things. I’m trusted to solve problems in the way that makes sense to me, and that freedom has allowed me to add real value. I wouldn’t have been able to do as much if I’d been constantly trying to mimic a neurotypical approach.”

They also highlight the importance of supportive colleagues, who make them feel included and valued even when they approach things differently. Practical adjustments, like Copilot, extra monitors, or noise cancelling headsets, also help them work more comfortably and stay focused.

What misconceptions about neurodiversity do you wish people understood better?

“I think as a society we lack awareness. Not many people understand what neurodiversity is or how it can manifest in different people. A lot of assumptions come from stereotypes portrayed in films or TV, which are not accurate or representative. In many cases, neurodiversity becomes a nonvisible disability simply because the willingness to truly see it isn’t there.”

They also point out how stereotypes and lack of awareness often lead to misunderstandings:

“I come across as social because that’s what has been expected of me… but I’m an introvert, and I’m autistic. Social interaction takes a lot of energy from me, but this is rarely acknowledged. Even when I try to explain, I often hear: ‘I wouldn’t have guessed you were autistic.’”

They explain that the expectation to fit into a neurotypical way of life pushes many neurodivergent people to mask their struggles, making it harder for others to recognise when support is needed, and adding to the individual’s burden. They wish people understood the amount of invisible effort behind their day to day functioning so they could be more accommodating. Their hope is that greater understanding will reduce the pressure on neurodivergent individuals to constantly self censor or self advocate. Instead, there should be a willingness from the wider community to learn about neurodivergence and appreciate its nuances.

How does neurodiversity empower you?

They describe their strengths with clarity and pride.

“I’ve got an eye for detail, strong pattern recognition, and a 3D way of thinking that helps me make connections and understand complex problems.”

Their neurodivergence gave them a questioning mindset, a resistance to assumptions, and an instinct for spotting patterns or inconsistencies that others might miss.

“I question the normal approach not because I want to be difficult, but because I’m genuinely asking whether the typical approach is still applicable, and whether it’s the best option. That questioning mindset, the uncertainty that comes with my neurodiversity, pushes me to probe deeper and find better solutions.”

This ability to challenge norms, reevaluate processes, and see connections others might overlook is a powerful asset in engineering environments.

What do you hope people take away from Neurodiversity Celebration Week?

They hope for greater awareness, empathy and shared responsibility.

“I wish people and organisations understood the value neurodivergent people can bring to the table, and took an active role in accommodating their presence, so that the effort doesn’t fall entirely on the individual.”

They want workplaces to recognise that neurodivergent people shouldn’t have to be exceptional just to be included, and that with the right structures and understanding, far more people can thrive. We’d like to thank our AWeldI member for their incredible insight into being neurodivergent and how we can all contribute to building a more inclusive community within The Welding Institute.

We’re here to support you every step of the way.

Want to learn more about requesting reasonable adjustments with practical tips and advice for your membership application? Speak to our membership team today.