Perinne Harding is our Talk Therapy Operations Coordinator at ProblemShared, helping to bring supportive and informative talk therapy sessions to our clients receiving post-diagnostic support.
In this conversation, Perinne discusses how her own autism and ADHD diagnoses shape her approach to care, challenges the misconception that “everyone is on a spectrum”, and offers key advice for fostering more inclusive workplaces.
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How has your lived experience shaped your approach to care?
My lived experience as an autistic and ADHD woman has profoundly shaped my approach to care, making it more empathetic, person-centred, and aware of the nuances that often go unnoticed.
Having navigated a world that wasn’t built for me, I understand first-hand how important it is to feel heard, validated, and supported in a way that respects individual needs.
I prioritise clear, direct communication and recognise that everyone processes and expresses emotions differently. I also understand the exhaustion that comes with masking, the anxiety of navigating unfamiliar environments, and the frustration of being misunderstood.
This awareness helps me create spaces where people feel safe to be themselves without fear of judgment.
Above all, my experience has taught me that care isn’t about forcing people into a rigid system - it’s about adapting and meeting people where they are, ensuring they feel empowered and valued.
What unique strengths or perspectives do you feel your neurodivergence brings to your work?
My ability to hyperfocus on tasks means I have a keen eye for detail. I’m able to lock in on a piece of work and complete it to a high standard.
It also means I can empathise with and understand the needs of other neurodivergent people. I feel free to speak up when I see adjustments that could be made to support others and help them feel comfortable in asking for their needs to be met.
How does your way of thinking or problem-solving differ from what’s typically expected, and how has that been an advantage?
I tend to be able to identify things in a logical, sequential manner. This generally means I can see where things might not work or possible outcomes down the road.
This allows me to forward-plan and offer alternative solutions, explaining how we can avoid a potential problem.
Are there any workplace adjustments or approaches that help you thrive in your role?
Absolutely! Workplace adjustments can make a huge difference in helping neurodivergent employees thrive.
For me, clear communication is key - having expectations, deadlines, and tasks written down (I use my Microsoft Outlook to-do list and live via my calendar) reduces uncertainty and allows me to plan effectively.
Flexible working options, like remote work, help manage sensory overload and maintain focus. Allowing time for processing information before responding in meetings also helps, as does understanding that eye contact isn’t a measure of engagement (the option to have my camera off means I actually take in more information that I would with my camera on).
Most importantly, fostering a workplace culture where differences are respected, and neurodivergent employees feel safe to be themselves makes all the difference. When these adjustments are in place, I can work at my best without unnecessary stress.
What’s one common misconception about your neurodivergence that you’d like to challenge?
For me, I find it really hard when people say things like "everyone is on the spectrum" . This might seem like a harmless or even inclusive statement, but it dismisses the very real challenges that autistic people face.
Autism is a neurodevelopmental condition, not just a collection of quirks or personality traits. While many people might relate to certain autistic experiences - like disliking loud noises or needing routine - that doesn’t mean they are autistic.
This kind of thinking minimises the struggles, support needs, and accommodations that autistic people require, making it harder for us to be taken seriously.
Autism isn’t just about preferences; it’s about a fundamentally different way of experiencing and interacting with the world.
What advice would you give to managers/employers looking to be more inclusive and supportive of neurodivergent employees?
My biggest advice to managers and employers is to listen, learn, and adapt. Neurodivergent employees thrive in environments where they feel understood and valued, so creating a culture of open communication is key.
Don’t assume a one-size-fits-all approach - ask individuals what adjustments would support them best.
Providing flexibility, whether that’s in communication styles, workspaces, or schedules, can make a huge difference. Clear, written instructions, predictable routines, and allowing processing time in meetings can also help.
Recognising that sensory sensitivities, executive functioning challenges, and different social preferences aren’t signs of incompetence but simply different ways of operating fosters a much more inclusive workplace.
Finally, educate yourself and your team. Neurodiversity training can break down misconceptions and promote a more accepting culture. When neurodivergent employees feel seen and supported, they can truly excel.
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Who are ProblemShared?
ProblemShared is a CQC-registered online mind health service, offering the highest quality mental health care and neurodevelopmental assessments.
We believe that diversity of thought drives success. We celebrate all minds and embrace the unique strengths that neurodivergent individuals bring. If you’d like to learn more about our values and commitment to supporting neurodivergent minds, please visit our About Us page.
