Co-written by Laura Shambrook and Helen Roger, CVS Cheshire East
We were delighted to host our second Neuro-Inclusion Network last month, which focused on reasonable adjustments for organisations. With 9 organisations joining and 12 participants from across Cheshire, this is a great space to share experiences and practical tips on making your organisations more inclusive. One of the groups even sourced a new volunteer within the network – demonstrating one of the many benefits if these sessions.
Our guest speaker was Laura Shambrook, CVS, who shared her experience working for a library in Cheshire East, and recent experience working at CVS Cheshire East. See below experiences from her perspective as a neurodivergent individual, and my experience learning about inclusion.
Laura’s Story
The Positive Impact of Reasonable Adjustments at Work
Working for CVS with reasonable adjustments in place has had a significant positive impact on my life. These adjustments have helped me become happier, healthier and more productive, while also improving my work-life balance. My experience demonstrates how small changes can make a meaningful difference to an employee’s wellbeing and ability to thrive at work.
Many reasonable adjustments cost little or nothing to implement, yet they can dramatically improve the lives of people with disabilities and additional needs. Importantly, these changes often benefit the wider workforce too, creating environments that are more flexible, supportive and effective for everyone.
The way we talk about reasonable adjustments matters. Rather than viewing them as special treatment, we should recognise them as tools that enable people to contribute fully and successfully. Understanding both the reasons adjustments are needed and the wider benefits they bring can help create more positive attitudes and greater acceptance across organisations.
It is also important to understand the distinction between equality and equity. Equality focuses on giving everyone the same opportunities, while equity recognises that people have different needs and may require additional support to achieve similar outcomes. Reasonable adjustments are a practical example of equity in action.
As a sector dedicated to supporting communities, charities are well placed to demonstrate leadership in inclusivity. With a high proportion of neurodivergent employees, volunteers and beneficiaries, the charity sector has a unique opportunity to champion best practice and create environments where everyone can succeed.
Managers and leaders play a crucial role in this process. By fostering a culture of openness, understanding and care, and by sharing their own accessibility needs where appropriate, they can encourage others to feel safe discussing their requirements. When people feel supported and valued, organisations benefit from a more engaged, productive and inclusive workforce.
Helen’s Story
With nearly 10 years at CVS, initially as a volunteer and now as an employee, I have had my ups and downs with work in the charity sector and managing my personal challenges with anxiety. I found little things can make a huge difference to manage stress and anxiety at work – such as quiet workspaces, natural lighting, and speaking openly to your manager about things that would help you be at your best.
Thanks largely to the support of our management team and Laura’s openness about neurodivergence, I’ve been able to identify adjustments that help me fulfil my role, while keeping personal stress low. The main things that have helped me are creating a quiet space in the office and working partially in the office and partially from home, allowing a break from being around people all the time.
We also are very lucky to have a large office, which allowed Laura and I to move to a quiet room – which helped her as a neurodivergent individual, but also myself as a non-neurodivergent person. It is a great example of how reasonable adjustments can help everyone, not just your neurodivergent team members.
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To see Laura’s presentation please visit our Neuro-Inclusion Webpage, we’ll also have dates for the next Network (planned for October 2026) available soon.
If you would like to learn more about the Network, please contact Laura or Helen below.
