Kathryn Moss
As part of our Authenticity in the Workplace project, we invited students to submit questions to professionals from a wide range of sectors and backgrounds, including individuals who identify with diverse communities. These conversations offer valuable insights into what authenticity means in different contexts.
By Kathryn Moss, Business Information Officer at the University of Nottingham.
Kathryn has worked at the University of Nottingham for almost 14 years and was diagnosed with autism in 2023, at the age of 39.
Kathryn wanted to share what it’s like to receive an autism diagnosis later in life, and how she’s managed this in the workplace.
How did you communicate your neurodiversity to colleagues? And how has this been helpful?
As awareness of autism and neurodivergence grows, more people are being diagnosed in adulthood as understanding deepens around how autism can present differently between genders.
Before my diagnosis
Before my diagnosis, I masked my neurodivergence heavily. I presented a persona of someone who had everything together: organised, calm, and endlessly prepared. In reality, I spent a huge amount of mental energy rehearsing for meetings, scripting what to say, and what not to say. I’d force myself to sit completely still so I wouldn’t fidget, and I was constantly anxious about saying the wrong thing.
When I spoke, my words often came out jumbled or rushed. I worked hard to appear confident and outgoing, but behind the scenes, I was exhausted. I was masking, and I didn’t realise it at the time.
After my diagnosis
When I finally received my diagnosis, it felt both validating and disorienting. It was strange to tell colleagues who’d known me for over a decade; they had only ever known the masked version of me.
After a while of processing what my diagnosis meant, I made a conscious decision to bring my authentic self to work. I wanted to be honest about the energy I was spending just to keep up and to give myself permission to work in ways that supported my wellbeing. It wasn’t just about me though, I wanted to help create an environment where openness and difference are accepted, and where we can all work in ways that play to our strengths.
Could you share some specific examples of accommodations or support systems that have been beneficial for neurodivergent individuals in your workplace?
One of the first things I did was join the Neurodivergent Staff Network. Many large organisations now have similar networks, and for me, it was a vital step in connecting with people who understood what it’s like to be neurodivergent at work.
My role in the staff network
In time, I became one of the co-chairs, keen to help others bring their authentic selves to work. My role involves listening to members’ experiences, offering advice, and feeding this back to decision-makers. I was particularly proud to contribute to the revamp of the university’s reasonable adjustments process, making it more transparent and accessible.
We also ran workshops to discuss what adjustments were already in place and how they supported colleagues day-to-day. From these sessions, we created a practical guide members could use to explore their own adjustments and open conversations with managers.
I’ve delivered presentations to other staff networks and my department, sharing my experiences of being diagnosed later in life and how this has shaped my working style. The response has been very positive - I often receive messages thanking me for speaking candidly.
You don’t need to be as vocal or take on as much as I did. For some, simply understanding your own needs and communicating them when necessary is enough.
For me, sharing my story was helpful, but there are many ways to bring your authentic self to work. It doesn’t have to look the same for everyone.
Reasonable adjustments
Some reasonable adjustments have made a big difference for me. I can work from home up to three days a week, helping me recover from the sensory and social demands of the office.
I use noise-cancelling headphones to concentrate, and I request that work instructions are given in writing with clear details. This allows me to focus on delivering my best work without spending energy trying to remember everything or worrying that I’ve misunderstood expectations.
What can organisations do better?
One of the best ways organisations can support neurodivergent colleagues is by facilitating staff networks. These allow colleagues to share experiences and feel part of a community.
Offering reasonable adjustments from the start, along with a list of options, helps colleagues identify what might support them. Encouraging all staff to learn about neurodiversity would also make a huge difference.
Understanding that neurodivergent people are often working hard to fit into a neurotypical world builds empathy. Many adjustments that help neurodivergent people, like sending agendas in advance or using captions in online meetings also benefit everyone.
Why is it important to bring your authentic self to the workplace?
If I could give one piece of advice to neurodivergent students preparing for the workplace, it would be this: you don’t have to leave your differences at the door to succeed. The more you can articulate what helps you thrive, the more likely you’ll find environments that value what you bring.
Functioning at your best
Being autistic gives me strengths that complement my role, attention to detail, the ability to spot patterns, and a focus on accuracy, all essential when analysing data.
Authenticity doesn’t mean oversharing everything about yourself. It means aligning your values and working style with how you truly function best.
Everyone benefits
My diagnosis didn’t change who I am; it simply explained who I’ve always been. It allowed me to drop the mask, set healthier boundaries, and recognise my strengths. The journey hasn’t been about “fixing” myself but about understanding myself and that self-understanding is the foundation of authenticity.
Whether you’re neurodivergent, neurotypical, or still exploring where you fit, the workplace needs your real perspective. Bringing your authentic self to work isn’t an act of defiance; it’s a contribution. When we all show up as we truly are, everyone benefits.
Find out more about authenticity in the workplace and the experiences of professionals from a wide range of sectors and backgrounds.
Posted on Thursday 22nd January 2026