Training and coaching for organisations committed to psychological safety, wellbeing
and genuine inclusion
I help higher education organisations create neuro-inclusive workplaces so everyone can work to their full potential.
The reality? Many universities and research institutions were designed for one type of brain. This creates significant challenges for both staff and students:
For academics and professional staff:
High turnover among talented neurodivergent employees who feel unsupported
Burnout and disengagement impacting productivity, wellbeing and research output
Leaders feeling uncertain about how to meaningfully support neurodivergent team members
For graduate research students:
Neurodivergent PhD and Master’s students struggling with supervisory relationships not designed for their needs
High attrition rates among talented students whose thinking styles don’t fit neurotypical academic moulds
Supervisors wanting to support diverse students but lacking the knowledge and tools to do so
Across the organisation:
“Diversity initiatives” that tick boxes without creating real cultural change
Workplace and learning cultures that unintentionally exclude different thinking styles
Systems and processes that create unnecessary barriers for neurodivergent minds
The solution isn’t just reasonable adjustments — it’s better systems for all brains. When universities work better for neurodivergent people, they work better for everyone.
Why this matters: The research
The evidence is clear: academics with ADHD face unique workplace challenges.
Research we conducted with Australian academics with ADHD revealed the significant impact of workplace environment on wellbeing and burnout. Key findings show:
Workplace demands are the strongest predictor of burnout for academics with ADHD. Excessive job demands overwhelm individuals who often struggle with executive functioning and organisational skills required to manage intense workloads.
Support matters, but it’s not enough on its own. While supportive workplace elements like positive relationships and social capital correlate with better wellbeing, they don’t sufficiently counterbalance high demands. This highlights the need for systemic changes, not just individual accommodations.
What academics with ADHD need most:
88% identify inclusive support and ADHD awareness as essential
79% advocate for workload adjustments that recognise cognitive differences
Feeling understood and supported by peers significantly improves wellbeing and reduces burnout
The takeaway? Academic institutions need to prioritise systemic changes that address excessive demands and foster genuinely supportive, ADHD-aware environments. Individual accommodations help, but cultural change is what creates lasting impact.
How I support organisations
I tailor all training and coaching to your organisation’s specific needs and context. My approach is evidence-based and informed by lived-experience, delivered through engaging, interactive sessions.
Here’s how we can work together:
Training and Workshops
Neurodiversity awareness
Foundational knowledge and actionable strategies to create neuro-affirming workplaces.Building resilience
Practical approaches to support wellbeing in complex academic systems. Helps teams develop sustainable practices that prevent burnout.Supporting neurodivergent graduate research students
Tailored for supervisors and graduate research leaders. Learn to provide neuro-affirming support that helps all students thrive, not just survive their candidature.Writing resilience for academics
Practical strategies to build sustainable writing practices that work with different cognitive styles, not against them.Research Skills for Graduate Students
Evidence-based strategies to navigate the challenges of the research journey, particularly for neurodivergent students.
Coaching Services
Neurodiversity leadership coaching
One-to-one coaching for leaders and managers working with neurodiverse teams. Develop the skills and confidence to create genuinely inclusive environments.ADHD workplace coaching
Support for professionals with ADHD to navigate workplace challenges and succeed in their academic careers. Can be offered as part of your staff development program.
Ready to create change?
What makes me different
Training that’s engaging, evidence-based and actually creates change
Unlike traditional neurodiversity training that ticks DEI boxes, my approach:
Centres lived experience — my own and other authentic voices and real examples, not just textbook definitions
Creates genuine understanding — participants leave with deep insight into neurodiversity, not just surface knowledge
Provides practical tools — actionable strategies teams can implement immediately in their context
Reframes the narrative — moves from “fixing” individuals to improving systems that work for all brains
Addresses culture and systems — challenges the structures that create barriers, not the people experiencing them
Is actually engaging — my training is interactive, thought-provoking and fun!
Ready to create a thriving workplace?
Why this work matters to me
As a coach, facilitator, educator and researcher, I bring both professional expertise and lived experience to this work.
I’m a neurodivergent (ADHDer) academic who has navigated the same systems and challenges your staff and students face. I understand firsthand how higher education environments can unintentionally create barriers for neurodivergent minds — and more importantly, how to dismantle those barriers.
My unique perspective combines:
Lived experience as a neurodivergent academic navigating demanding environments without adequate support
10+ years research experience in health care, mental health and wellbeing, and ADHD
ICF-accredited training in organisational coaching (IECL) and ADHD coaching (Gold Mind Academy)
Honours degree and PhD in psychology
Deep understanding of higher education culture, systems and the unique pressures academics and health professionals face
Practical, evidence-based approaches informed by both research and real-world application
I’m passionate about enabling academics and graduate research students — especially neurodivergent women — to flourish. Because I’ve experienced the cost of unsupportive systems, I’m committed to helping organisations create environments where everyone can thrive.
Who is this for?
Ideal for organisations that:
Are genuinely committed to inclusion beyond tick-box compliance
Want to reduce burnout, improve retention and support staff wellbeing
Value diverse thinking styles and want to leverage them as strengths
Are ready to examine their systems and culture, not just "fix" individuals
Understand neurodiversity as both an equity issue and a competitive advantage
Including:
Universities, research institutions, and health organisations
Graduate research schools and support teams
Academic departments, faculties, schools
Research centres and institutes
People and culture and organisational development teams
EAF funding for organisations
What is the Employment Assistance Fund (EAF)?
Government financial support available to organisations to assist in supporting employees with a disability. This includes reasonable workplace modifications, work equipment, Auslan services and workplace assistance and support services. The support provided is tailored to meet the needs of the person and help them overcome any barriers at work.
How can I support organisations with funding from the EAF?
My services are categorised as specialised support and training for employees with mental health conditions or learning disabilities (including neurodevelopment conditions like ADHD, autism and dyslexia).
Specifically, the EAF covers:
Specialised support and training for people with mental health conditions or learning disabilities – capped at $1,682.77 for each employee taking the training. This includes ADHD, neurodiversity coaching, and mental health and wellbeing coaching.
Awareness training for workplaces that employ a person with disability – capped at $1,682.77 for each employee with disability in a 12-month period. This includes ADHD, neurodiversity, and mental health awareness training.
How can organisation access the EAF?
You can find information about eligibility and how to apply at jobaccess.gov.au
Individual quotes are provided tailored to the support needed for each employee.
Please contact me (below) to discuss eligibility, training and coaching options and quotes for services.
Ready to create change?
Organisational training and coaching is quoted individually based on:
Number of participants and session format (in-person or online)
Session duration and depth of customisation required
Your organisation’s specific context and goals
Ongoing support or follow-up sessions needed
