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 shared how important it is to have dedicated spaces like this week to open up conversations, and how valuable it is to foster these discussions within The Welding Institute and the workplace. They noted that awareness not only makes the conversation easier but also helps normalise it and reduce the taboo surrounding neurodiversity.

“Any excuse to have the conversation is very welcome… the aim of having a week for it is so that we can initiate the conversation. It’s great to feel like the week isn’t a tick‑boxing exercise with real conversation being had.”

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

How has being neurodivergent shaped your outlook on life?

They explained that neurodivergence isn’t something they compare to a “before” or “after” - it’s simply the way they experience the world. They noted that neurotypical people often have an inherent sense of how things “should” be, whereas neurodivergent people build that understanding consciously:

“It doesn’t change my outlook because I wouldn’t know any other way. I have an openness to being different.”

“As a neurodivergent, everything is something you have to learn… you are constantly scanning and trying to build the picture of how things are. A neurotypical person has some level of inherent assumptions on how things are supposed to be, like conversations and meetings, but as a neurodivergent you don’t have that — you know there are many different ways to think.”

They also described how their approach to problem‑solving helps them think outside the box and contribute to projects in ways that might not otherwise be considered:

“I am capable of seeing much more than what is obvious to a neurotypical, so I am capable of making links and picking up the anomalies and thinking, ‘That doesn’t look right.’”

This constant learning brings openness and flexibility - an awareness that there are many different ways to think, communicate, and solve problems.

What adaptations have you found most helpful at work?

They emphasised one thing above all: flexibility.

“My manager has helped me a lot in giving me the space to work with my brain, and to work with my capabilities and not against it.”

They explained that this flexibility and their neurodivergence allows them to follow their instincts, make connections others might miss, and approach problems creatively. In one project, this led them to spot anomalies in old data that ultimately changed the direction of the work.

They also highlighted the value of supportive colleagues and tools like Copilot, which help manage distractions and stay organised. They appreciate having spaces where they can talk openly and not feel alone, as well as being able to discuss different approaches to problem‑solving with their manager.

What misconceptions about neurodiversity do you wish people understood better?

“I wish people understood how much of a struggle it is so that they can be kinder and offer help. Misconceptions are things like lack of knowledge and understanding.”

They spoke about the invisible effort behind day‑to‑day functioning and how many neurodivergent people mask their struggles, making it harder for others to recognise when support is needed.

They also pointed out how stereotypes and lack of awareness can lead to misunderstandings:

“I am apparently very social… but I am an introvert. I am autistic. Social interaction takes a lot of energy from me. I’ve heard a lot of ‘I wouldn’t have guessed you were autistic.’”

Their hope is that greater understanding will reduce the burden on individuals to constantly self‑advocate, and that there will be a broader willingness to understand neurodivergence and its nuances.

How does neurodiversity empower you?

They described their strengths with clarity and pride:

“When I’m at my top — even if it is 5% of the time — it is comparable to a neurotypical person’s full week.”

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

“I question the normal approach not because I want to be difficult but because I’m asking: is this applicable, is there a different way to go about it? That questioning mindset, that uncertainty that comes with my neurodiversity, allows me to probe more and find better solutions.”

This ability to challenge norms and rethink processes is a powerful asset in engineering environments.

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

They hope for greater empathy and shared responsibility:

“I wish people understood how much of a struggle it is… so that all of the problem‑solving wouldn’t fall on the individual person.”

They want workplaces to recognise that neurodivergent people shouldn’t have to be exceptional just to function — and that with the right structures, more people can thrive.

We’d like to thank our AWeldI Member for their incredible insight into being neurodivergent and for helping us understand how we can all contribute to building a more inclusive community within The Welding Institute.