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In this episode of 'Garry Talks', host Garry speaks with Irish coach Fiona Gillies about neurodiversity in the workplace. Fiona explains conditions such as dyslexia, ADHD, autism, and dyspraxia, highlighting both their challenges and strengths. She discusses the importance of inclusive workplace practices, individualised support, and open communication between employers and employees. Fiona also addresses language preferences, late diagnoses, and the decision to disclose a condition during recruitment. Drawing on the social model of disability, she argues that adapting environments — rather than "fixing" individuals — enables neurodivergent people to thrive. Small, practical changes, she emphasises, can make a significant difference.
For more information on Fiona, please visit... https://www.fionagillies.co.uk
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Introduction & Guest Overview (00:00:07)
Garry introduces Fiona Gillies, her background, and her coaching focus on neurodiversity and positive habits.
Defining Dyslexia & Historical Figures (00:00:35)
Fiona explains dyslexia as information processing difficulty and mentions historical figures likely to have been neurodivergent.
Prevalence of Neurodivergence (00:00:55)
Discussion of statistics: approximately 10% of people are neurodivergent.
Podcast Network Announcements (00:01:00)
Brief interlude about the GK Media Studios Creators Network.
Fiona’s Coaching Approach (00:01:19)
Fiona describes her coaching process, focusing on individual strengths and practical changes.
Types of Neurodivergent Conditions (00:02:53)
Overview of conditions: dyslexia, ADHD, dyspraxia, dyscalculia, dysgraphia, and Tourette’s.
Dyslexia & Information Processing (00:03:34)
Clarification that dyslexia is about information processing, not just reading.
Individual Experiences & Coaching Conversations (00:05:10)
Importance of individualised support and communication for neurodivergent people.
Explaining Other “Dis” Conditions (00:06:16)
Breakdown of dyscalculia, dysgraphia, and dyspraxia, and their impact on daily life.
ADHD, Autism, and Late Diagnosis (00:08:28)
Discussion on late diagnoses and prevalence rates for ADHD, autism, and dyslexia.
Language & Identity in Neurodiversity (00:09:41)
Debate over “autistic person” vs. “person with autism” and the importance of language.
Traits vs. Symptoms & Positive Aspects (00:11:09)
Fiona prefers “traits” over “symptoms” and highlights positive neurodivergent characteristics.
Evolutionary Perspective & Creativity (00:11:47)
How neurodivergence contributed to human evolution, creativity, and problem-solving.
Attention to Detail & Empathy (00:14:22)
Neurodivergent strengths: attention to detail, pattern recognition, and empathy.
Comedians & Focus in Neurodiversity (00:15:06)
Examples of comedians with ADHD/autism and discussion of focus and distraction in creative work.
Fiona’s Career Path to Coaching (00:16:45)
Fiona’s transition from HR and information systems to coaching and neurodiversity training.
Satisfaction in Coaching & Self-Belief (00:17:37)
The rewarding aspect of helping neurodivergent clients build confidence through practical steps.
Workplace vs. Personal Life Challenges (00:19:30)
Workplace-based coaching often overlaps with personal life improvements.
Employer vs. Employee Initiatives (00:21:10)
Employers, managers, or employees may initiate coaching or training for neurodiversity support.
Training Methods: In-Person & Online (00:22:21)
Most coaching and training is online, but in-person sessions offer unique value.
Key Advice: Individual Conversations (00:23:23)
Emphasising that everyone is different; importance of specific, actionable conversations.
Making Practical Suggestions (00:24:38)
How to offer concrete support rather than broad, vague offers of help.
Role Fit & Workplace Adjustments (00:26:02)
Sometimes roles and individuals are incompatible, but adjustments should be tried first.
Genuine Need vs. Taking Advantage (00:27:10)
How to distinguish genuine neurodivergent needs from potential misuse in the workplace.
Discussing Neurodiversity in Interviews (00:29:54)
Should candidates disclose neurodivergent conditions in job interviews? Pros, cons, and strategies.
Organisational Change & Awareness (00:32:06)
Organisations are becoming more open, but practical support still varies widely.
Improved Diagnosis & Understanding (00:34:21)
Better recognition and diagnosis of neurodivergence, especially in women and girls.
Historical Neurodivergent Figures (00:36:09)
Speculation about historical figures like Da Vinci being neurodivergent.
Workplace Structure & Neurodiversity (00:38:19)
Modern work structures challenge neurodivergent people; historical context of work expectations.
Medical vs. Social Model of Disability (00:39:38)
Explaining how societal structures, not just individual traits, create disability.
Language Sensitivity & Evolution (00:40:51)
Language around neurodiversity is evolving; importance of open conversation.
Universal Strategies: Distraction Management (00:41:32)
Practical strategies like notification audits and noise-canceling headphones to manage distraction.
Final Takeaway: Environment & Conversation (00:44:04)
Encouragement to adapt environments and have open conversations to support neurodivergent individuals.
Outro & Contact Information (00:44:27)
Closing remarks, Fiona’s contact details, and podcast outro.
