My employer, Coventry University, is an international partner of Alfred Nobel University in Kyiv, Ukraine, and I have been fortunate recently to have collaborated with ANU in the areas of learning disability nursing (LDN) and neurodiversity awareness.

The first of these opportunities was to deliver an online lecture session for predominantly first and second-year ANU psychology students focused on LDN and European values.

LDN is deeply rooted in values that align with fundamental European principles of human rights, equality and social inclusion. Learning disability nurses focus on empowering individuals with learning disabilities to live fulfilling lives, fostering independence, and protecting their rights, often acting as advocates within diverse health care and community settings.

The association with European values was discussed through a range of case studies highlighting innovative ways to break down some of the barriers that exist to implementing changes and supporting individuals – even in the face of adversity such as conflict, natural disasters and economic change.  

It was acknowledged that while conflict impacts individuals in all aspects of life, individuals with learning disabilities are affected further and in different ways. Without learning disability support and awareness, it was highlighted how some individuals are more at risk of abuse and have less access to food, resources and educational opportunities.  

Overall, it was a wonderful opportunity to explore, share and discuss LDN with others who were keen to learn more about this profession and branch of nursing.  

Neurodiversity

Following on from the lecture session, I was invited to take part in ANU’s annual International Scientific Conference 2026 on the theme of Practical Psychology in its Modern Dimensions. I decided to focus on my area of expertise and present on ‘Neurodiversity Awareness in the Workplace’.

It is positive to note that neurodiversity initiatives in Europe are increasing. Currently, 20-22% of the EU population are identified as neurodiverse (European Commission, 2021).

Policy innovations, such as the Neurodiversity Foundation's proposal for a seventh pillar of inclusion, aim to enhance acceptance and workplace integration. Initiatives like Neurodiverse Workplaces in Europe Community of Practice focus on transforming workplaces by embracing neurological differences, with a focus on autism and ADHD.

I discussed the concerns regarding the UK, neurodivergent individuals and employment gaps. While 15% of the UK population is neurodivergent, only 56% of neurodiverse people report having full-time jobs, and 23% of workers with a neurodivergent diagnosis struggle to find full-time employment (gov.uk, 2025). Recent research indicates that within the UK many individuals who are diagnosed as neurodiverse are given zero-hour contracts, which can exacerbate further anxiety resulting in uncertainty and a lack of a stable working routine (Employment Autism, 2025).

During the presentation, I underlined the importance of creating an environment suitable for everyone to feel safe, valued and appreciated. I wanted to highlight that some of the areas that may often appear unimportant or insignificant can actually make a difference to many individuals, such as the notion of ‘hot’ seating as well as recognising one’s own sensory preferences in terms of lighting, temperature, noise levels alongside options related to attending meetings online or working from home adaptions. This was a useful starting point to acknowledge personal alternatives, likings and prioritising choices.

To finish, I wanted to provide some practical ‘tried and tested’ tips towards creating an overall working environment that is supportive, adaptable and can be easily implemented. Some of the practices I highlighted were:

• Maintain a positive communication working environment
• Encourage colleagues to summarise or rephrase what they have asked to do or undertake. This practice can identify and address any misunderstandings in ‘real’ time
• Present one idea at a time if in a meeting/discussion and allow time for this information to be processed rather than expecting an immediate response.  It is useful to provide a timeframe for a decision, response or answer to be expected by
• Be aware of mental health and how this can be impacted by the presence of a neurodiversity.