Starting a new job is always a mixture of excitement and nerves. For me, as someone with ADHD and dyslexia, that cocktail of emotions is even more potent. In the past, starting a job has often felt like walking a tightrope. My needs in this area have felt like something to navigate on my own. That is, until this job.
It’s my first week at Coeo and something extraordinary happened. My manager, James Ryder, sat me down for our one-to-one meeting, he ran through the usual logistics, and then asked, “How can we best support you in regards to your Dyslexia and ADHD? Just let us know what you need, and we will make it happen”
The question stopped me in my tracks. Support me? With my ADHD and dyslexia? In my years of professional experience, no one had ever posed that question. Most companies I’ve worked for had training or processes in place to address inclusivity in general terms, but this was different. This wasn’t a corporate policy checklist. This was a human being looking me in the eye and genuinely wanting to know how to make my life easier, not just how I could make theirs.
I had to take a moment before responding because, honestly, it was touching in a way I wasn’t prepared for. It made me feel seen and valued—not just for my skills but for who I am as a person, with my unique challenges and strengths. The fact that they took the initiative to ask about my needs, rather than waiting for me to broach the subject (a task that’s rarely easy when you’re trying to make a good first impression), spoke volumes about their values as a company.
Why That Question Mattered
For those of us with ADHD and dyslexia, the workplace can be an obstacle course. We’re often navigating environments that aren’t designed with us in mind, trying to fit ourselves into systems that sometimes feel rigid and unforgiving. I’ve had jobs in the past where asking for accommodations—whether it was extra time for certain tasks, flexible deadlines, or a quiet workspace—felt like asking for special treatment. The idea that a company might be proactively interested in how they could help me thrive? That was revolutionary.
When they asked, it wasn’t just a box they were ticking. It felt like a commitment to creating an environment where I could succeed. And that, in turn, gave me the confidence to open up about what I needed without feeling like I was burdening them. I shared that I work best when instructions are clear and written down, as verbal communication can sometimes slip through the cracks for me. I also mentioned how much I value regular check-ins to keep me on track, and that I tend to hyperfocus on big projects, so reminders for smaller tasks would be helpful. As well as a couple of possible tools to help with those tasks.
Rather than seeing my needs as a liability, they saw them as an opportunity to set me up for success.
A Glimpse of True Inclusion
That moment was about so much more than accommodations. It showed me that this company values its employees as individuals, not just as resources. They aren’t just asking what they can get from me but what they can give to me to ensure I can perform at my best. It created an immediate sense of trust and belonging that’s hard to describe but incredibly powerful.
This small but meaningful interaction filled me with positive energy moving forward. Knowing that I’m entering a workplace that prioritises consideration and empathy gives me a sense of stability that I haven’t always had in my career. It’s made me eager to contribute to a culture that clearly values its people.
Setting the Standard for Workplace Support
That simple question—“How can we support you?”—has set the tone for my experience with this company. It’s a reminder that inclusivity isn’t a buzzword, it’s a practice. It’s about asking questions, listening, and making adjustments—not because it’s mandated but because it’s the right thing to do.
For anyone reading this who manages people or hires employees, I hope this resonates. A moment of consideration can make all the difference. For those of us with ADHD, dyslexia, or any other neurodivergent traits, being asked how we can be supported doesn’t just help us do our jobs better; it tells us that we matter. It tells us we’re not just here to fit into a system that wasn’t designed for us—we’re here to thrive in one that’s willing to adapt.
And that, more than anything, makes me excited for the future. For once, I’m not just hoping for the best as I walk this tightrope—I know there’s a safety net waiting to catch me if I slip. That’s the kind of workplace I want to build my career in, and I couldn’t be more grateful to have found it at Coeo.