Lead Dev Berlin '25: Journeys in diversity – what difference really means

(This talk was delivered on Tue 4th Nov 2025 at Lead Dev Berlin)

What does it really mean to support people who are different and create an inclusive working environment for all neurotypes? Learn the difference between lip service and real diversity.

This talk is about the difference between paying superficial support to diversity and inclusion, versus truly understanding how different colleagues, team members, and employees have varying challenges and needs. From the small, everyday details to the bigger picture, this talk includes practical ideas and examples of how your behaviour and the support you offer can have a major impact on whether you and those around you are able to thrive.

Clare draws on years of experience supporting people with a wide range of needs as a mentor, tutor, interviewer, and line manager. She also shares her own perspective as a middle-aged autistic woman with ADHD navigating menopause. Through personal stories, she highlights the challenges she has faced and what has made a real difference.

Small actions can have a big impact.

This is a grounded and honest look at what it really means to be different, with practical advice and insights on how greater awareness can lead to meaningful change.

Key takeaways
- How to identify the needs and strengths of all your team members
- How to create a supportive working environment for people with differing needs
- What neurodivergence means
- The strengths of neurodivergent team members

Transcript

1. Journeys in Diversity What difference really means @ClareSudbery
2. "What I wish I could tell my boss: ‘My autism is not a problem’"
3. “Cutely eccentric” or “The one with the developmental disability”?
4. “Cutely eccentric” or “The one with the developmental disability”?
5. “Cutely eccentric” or “The one with the developmental disability”?
6. “Cutely eccentric” or “The one with the developmental disability”?
7. “Cutely eccentric” or “The one with the developmental disability”?
8. “Cutely eccentric” or “The one with the developmental disability”?
9. Sudbery Software Engineering Ltd Does your team want help to improve their software delivery? Coaching, keynotes & workshops Events and info: bit.ly/claresudbery Mastodon: mastodon.social/@ClareSudbery LinkedIn: bit.ly/lin-csudbery Podcast: bit.ly/3XvyNbU
10. @ClareSudbery ALL LINKS FROM TODAY (including a link to these slides)
11. Why the ribbon?
12. Neurodivergent Refers to individuals who think, learn, or process information in ways that differ from what’s considered typical (neurotypical). Neurotypical Refers to individuals who process information in a way that aligns with what’s considered typical in society. Neurodiverse Describes a group that includes both neurotypical and neurodivergent individuals. Terminology
13. - Autism (ASD) - Dyslexia and other learning differences - Auditory processing differences - Tourette's Syndrome - Obsessive Compulsive Disorder (OCD) - ADHD (hyperactive, inattentive, or both) Neurodivergence
14. There is overlap between “neurotypical” and “neurodivergent” …but it’s a 3D spectrum, not a continuum …and people can be under-responsive as well as over-responsive
15. Link to video
16. An example of when things are hard: Travel
17. “Why did he say that?”
18. “Is it rude to open my laptop?”
19. “Where’s my luggage gone?”
20. Now I’m sobbing…
21. The “hidden disability” sunflower lanyard
22. Impact on me: Meltdown Accommodations are reasonable Premium economy / Business class Lounge access Extra nights in hotels Don't ask, don't get Conclusions for me
23. People don't always know what they need Some will be embarrassed to ask Some costs are not just luxuries Many people will be impacted by this kind of thing without even realising Don’t only consider the needs of those you know to have disabilities It’s not just about travel Conclusions for the world
24. Can’t change anything Just leave
25. Believe in myself Conclusions for me
26. Believe in your employees / colleagues You have to mean it when you offer support - Not just being “nice” - It’s so that your company can function effectively - It’s so that your employees don't lie about what they can do …or about how much they're being damaged Support might have to be team level - not official ...but the better you get at it, the more confidence people have to make it official Conclusions for the world
27. Unsolicited advice Assumptions Not listening Getting it wrong as a mentor
28. Asking questions Listening No advice unless asked for Doing better as a mentor
29. “Would you like advice? Or do you just want to vent?” Or even better…
30. …don’t offer advice at all! • Talk about it • Distraction • Space Link to video
31. The smell in the room
32. The delight of mutual confusion Cloves vs Clothes
33. Taking things very literally Tunnel vision Hating ambiguity …but loving the ways you can play with and cause confusion with words Conclusions for me
34. Help me to understand Answer my questions Explain if necessary Join me in being playful Conclusions for the world
35. - Clearly defined routines and expectations - Extra support when travelling - Flexible environments - Sound and light adjustments or accommodations - Task management tools - Permission for remote employees to turn the camera off during a meeting - Spring Health on helping neurodivergent employees MIGHT be helpful
36. It's not one size fits all *people*, and it's not one size fits all *time* Don't just ask people to tell you in advance what they need (although do ask that, because they might know upfront) Keep asking them, and keep paying attention in case they are not even noticing their own needs Don't only ask the people who have stated differences and needs - ask everyone One size fits all?
37. • Challenges vary per individual, per context, per day ("One size fits all" is useless) • People don't always know their own challenges • Ablism exists both externally and internally • Be wary of superpowers, and stop thinking "other” • Diversity is not comfortable, but it is powerful • We need diversity in our approaches as well as our workforces • Informal support is just as important as formal HR policy Summary
38. @ClareSudbery ALL LINKS FROM TODAY (including a link to these slides)