Tania Gerard provides Neurodiversity support to Greene King.

I recently had the incredible opportunity to work with Greene King’s Ability Committee, diving into the essentials of neurodiversity in the workplace. This was a memorable day packed with learning, inspiration, and actionable steps for creating an even more inclusive environment for their employees.

The hospitality sector, like any industry, thrives when it embraces the diverse talents and perspectives of its workforce. With that in mind, our session was all about exploring what neurodiversity means in practical terms, understanding the unique strengths and challenges of neurodivergent individuals, and identifying meaningful ways to make Greene King a more inclusive and supportive place to work.

What We Covered

We explored a range of topics, starting with the fundamentals: What is neurodiversity, and why does it matter? Neurodiversity encompasses a range of conditions like ADHD, autism, dyslexia, and more. By understanding these conditions, companies can better support their neurodivergent employees, maximizing their potential and creating a culture where everyone can thrive.

We delved into communication preferences, dispelled myths and misconceptions, and highlighted the strengths that neurodivergent individuals bring to the table. Neurodiversity isn’t a set of limitations but a source of unique talents and perspectives. Companies that recognize and embrace these differences are already ahead in terms of innovation, employee satisfaction, and productivity.

Throughout the session, Greene King’s team was fully engaged—taking notes, asking questions, and brainstorming ways to integrate neurodiversity into their day-to-day operations. One participant shared enthusiastically,

“I took SO many notes I have a blister on my finger! Such a good talk and so many things to think about and take back to my team! Can’t wait to work with you again, Tania Gerard!”

A Team Eager for Change

One of the most rewarding aspects of the day was seeing Greene King’s dedication to making a difference for their employees. Their passion was evident in every discussion and question, showing a sincere commitment to understanding and supporting neurodivergent team members. Another participant expressed this perfectly:

“It was great to have you be part of our day. Thanks for bringing your passion and energy to the committee! Now to work on FY25 strategy incorporating some of your brilliant thoughts.”

The enthusiasm was palpable. Not only did Greene King’s leaders come ready to learn, but they left inspired to put this knowledge into action.

“It was an excellent session, Tania. Thank you for your insight and passion,”

shared one attendee. This kind of feedback is both humbling and incredibly motivating—it’s a reminder of why I do this work.

Moving Forward: Greene King’s Commitment to Inclusivity

As we move forward, Greene King has an exciting opportunity to integrate these insights into their strategic planning. Their willingness to dive deep and engage in meaningful discussions about neurodiversity shows their commitment to being an inclusive employer. I’m thrilled to support their journey in making lasting, positive changes that benefit their entire workforce going into 2025.

A special thank you goes out to Rachel Bates, who recommended me to the Greene King board, Georgia Jones for formalising the partnership, and Peter Noble for his incredible support throughout this process.

As we continue this journey together into the new year, I’m confident that Greene King will become a leader in inclusivity, setting an example for the hospitality industry and beyond.

Interested in learning more about neurodiversity and inclusive practices for your company? Connect with me for workshops and guidance to make your workplace a more supportive, empowering space for everyone.