In October 2023 we ran a Neurodiversity Deep Dive session at BWP Group, an integrated marketing agency based in Marlow. Before the workshop we spoke to Sian Kilgour, one of the agency’s Business Directors, about recognising her own ADHD, the habits that help her do her best work, and what her employer was doing to make the agency a more neuroinclusive place to work.
Meet Sian Kilgour
Sian’s role covers marketing for clients, with a particular focus on social impact campaigns. When we spoke to her she had been at BWP Group for ten years, and she was quick to point to the agency’s strong staff retention and supportive culture.
Her understanding of neurodiversity began at home. When her son, then nine, was diagnosed as autistic and with ADHD, Sian sat in on his assessment and found herself recognising many of the ADHD traits being described:
‘I’d go around the house and start a load of different jobs at the same time. Meanwhile, my husband would have completed one task meticulously.’
She described the moment of realisation like this: ‘having a plug in your brain where you’ve had a restricted view of everything. But, suddenly, someone takes the plug out and you have a different perspective on life.’
That experience is common. Many adults first recognise their own ADHD while supporting a child through assessment, and it is one reason so many experienced professionals are only now putting a name to the way they work. The NHS page on ADHD in adults gives a clear overview of how it can show up later in life.
Working with her ADHD, not against it
Looking back, Sian could see a pattern running through her working life, especially in how she approached projects:
‘I’d complete 95% of a task, then really struggle to complete the last 5%. I particularly struggled with tasks that didn’t have a fixed deadline.’
Knowing this about herself changed how she plans. ‘Now, I’m always aware when I’m getting to the final stage of a project, and find ways to stay focused. If I can feel my interest dropping off, I try working in a different location or setting myself a false deadline. I find I can be much more productive if I take myself away from my desk and work somewhere different.’
Her advice to other neurodivergent people is simple: ‘learn to recognise when you’re most productive and find strategies that work best for your brain.’ A tool like our working styles guide can help people put those preferences into words and share them with a manager.
Why the environment matters
Sian is clear that her employer makes a difference. ‘I have a lot of freedom here at BWP Group. Our CEO will suggest meeting off site if we’ve got a big task ahead for a change in environment. We also have Hybrid working, which offers great flexibility.’
None of this was framed as a special arrangement. Flexibility about where and how people work was simply part of the culture, which meant Sian could use the strategies that suit her without having to ask permission each time. That is what good ADHD inclusion in the workplace often looks like in practice: fewer fixed rules about how work gets done, and more trust in the outcome.
Stigma, and the strengths that come with ADHD
Sian was honest that misconceptions remain. ‘There’s still a lot of stigma around neurodiversity, a lot of negativity,’ she told us.
Yet she sees her ADHD as part of what has driven her career: ‘I don’t think I would have achieved as much (without my ADHD) or had as many experiences.’ It is a view we hear often, and it is why we encourage employers to look at neurodivergent talent as a source of advantage rather than a risk to be managed.
What BWP Group put in place
BWP Group had recently set up several Employee Resource Groups, each focused on an issue employees cared about, such as the environment, diversity and volunteering. Sian sits on the Diversity, Equity and Inclusion (DE&I) group, which at the time was working to bring more training and workshops into the business. If you are starting a similar group, our Employee Resource Group training covers how to give it a clear purpose and influence.
As part of that work, we delivered our Neurodiversity Deep Dive at the agency’s headquarters. The half day workshop covers what neurodiversity is, how to talk about it confidently, and how colleagues can support one another day to day.
Sian’s hope for the session was that ‘employees will start to reach out to me (following the workshops) and be open to starting conversations about how we can better support (neurodivergent) people, as well as sharing their own experiences.’
That is the right ambition. Training opens the door, but the real change comes from the conversations that follow. Our article on what to do after neurodiversity training looks at how to keep that momentum going.
How Enna can help your organisation
If BWP Group’s story reflects where your organisation wants to get to, we can help you plan the route. Our Neurodiversity Deep Dive is a strong starting point for teams, and our workplace coaching gives neurodivergent employees like Sian dedicated time to build strategies that suit how they think.
Not sure where you stand today? Take our free neuroinclusion maturity assessment to benchmark your current practice, or book a call with our team to talk through your plans.
