Exploring neurodiversity & its impact on Confidence

 

For this blog I asked Tamzin Hall from The Neurodiversity Academy to be my first guest blogger and to answer some questions about neurodiversity and how it can impact confidence.

What is actually covered under the neurodiversity banner?

Neurodiversity includes neurotypes such as ADHD, autism (ASD), AuDHD, Dyspraxia, Dyslexia, Dyscalculia, Bipolar, and Tourette’s, as well as conditions like anxiety and depression. It’s important to remember that neurodivergence presents differently in everyone; one person with a neurodivergence is just one person with neurodivergence.

Why do you think so many people are being diagnosed later in life?

This is a complex question and not one with a single answer. We know so much more about neurodiversity now than we did even a decade ago, which means more people are recognising traits in themselves that were previously labelled as something else.

Historically, diagnoses were often based on how neurodivergence presents in young boys, so many women, girls, and those who mask their traits slipped through the cracks.

Interestingly, there’s also a growing link between neurodiversity and menopause in women, with hormonal changes making traits more noticeable or harder to manage. Many adults also seek answers after seeing similarities between themselves and their neurodivergent children, partners, or colleagues.

With neurodiversity becoming more mainstream, more people feel able to explore a diagnosis, often bringing a huge sense of clarity and relief.

What are the benefits and disadvantages of having a clinical diagnosis?

I truly believe there are both benefits and disadvantages to getting a clinical diagnosis.

For children and students, a diagnosis is often essential to access support, whereas under the Equality Act, adults don’t need a diagnosis to receive workplace adjustments. ADHD medication also requires a formal diagnosis, which can be a key factor for some.

For many, a diagnosis brings clarity and validation, helping them understand their experiences and access the right support. However, there are challenges too. Some struggle with the identity shift, especially when diagnosed later in life, finding it difficult to reconcile with how they’ve always seen themselves. Stigma can also be an issue—while some embrace the label, others find it limiting or fear being judged.

In some cases, a diagnosis has legal and practical implications, such as restrictions on immigration or impacting custody arrangements.

Ultimately, the decision to seek a diagnosis is deeply personal. No one has to get one unless it feels right for them. I’ve heard of employers and even coaches insisting on a diagnosis; this simply isn’t true. If someone is considering it, I’d encourage them to pause and ask: “Is this what I want, or is this what I feel pressured to do?” The choice should always belong to the individual.

How can a diagnosis impact confidence?

This is a great question, and I’ve seen it work both ways! Some people seek a diagnosis to prove to parents, teachers, or employers that they aren’t lazy, broken, or incapable. However, when a diagnosis is pursued to satisfy others rather than for personal understanding, it can sometimes trigger an identity crisis, leading to a dip in confidence.

On the flip side, a diagnosis can increase confidence by helping someone understand themselves better and validate their experiences. This is why I always encourage people to explore their reasons before making a decision. I often ask: “If you had a diagnosis, what would that mean for you? And if you didn’t, what would that mean?”

As part of my workplace needs assessor support, I can screen individuals to provide an indication of neurodivergence, which is sometimes enough to give them confidence without needing a formal diagnosis.

Another factor to consider is how diagnostic reports are written; they often highlight challenges in detail, and I’ve seen cases where individuals discover difficulties they weren’t previously aware of, which can create self-doubt. This is why it’s crucial that a diagnosis, if pursued, is done for the right reasons and with the right mindset.

If you have someone in your team or a client who is neurodiverse, how can you best support them to build their confidence?

If they have a diagnosis:

The diagnosis itself isn’t the focus—it’s about their lived experience. I want to know: What challenges are they facing? What does their day-to-day look like? What are their strengths?

If someone with a diagnosis is struggling with confidence, I explore why they sought a diagnosis in the first place. Was it driven by low self-esteem, a need for validation, or something else? Research shows that neurodivergent individuals often have lower confidence and self-worth than their neurotypical peers, so the first step is always to listen, understand, and help them recognise their strengths.

If they are self-diagnosed:

A self-diagnosis is just as valid, and I don’t need to see a formal report to support someone. My approach remains the same—focusing on what they experience rather than a label.

For visual thinkers, I often use a mind map or iceberg model to highlight both their challenges and strengths side by side. This helps shift the focus from struggles to what they do well.

Regardless of diagnosis, building confidence happens in small, achievable steps, and celebrating progress along the way helps reinforce self-belief and resilience.

Where can we find out more about neurodiversity?

There are lots of great resources available!

• Follow me on LinkedIn (https://www.linkedin.com/in/tamzin-hall/), where I regularly share tips, strategies, and discussions on neurodiversity.
• ADDitude is an excellent website, particularly for ADHD-related information.
• But if you really want to understand neurodiversity; whether for yourself, your team, or your workplace; working with a neurodiversity consultant, coach, and trainer like me is the best way to gain tailored, practical knowledge that makes a real difference.

Thank you to Tamzin for her generosity with her knowledge, expertise and time with the blog and the podcast.

“Being curious about neurodiversity will make the world a better place.”

Listen or watch to the Confidence Conversations podcast with Tamzin, where we discuss neurodiversity and its impact on confidence in more detail.

Listen on Spotify

Or Watch the YouTube video

Key Takeaways from this conversation were:

• Neurodiversity is an umbrella term that encompasses a wide range of conditions such as ADHD, autism, dyslexia, dyspraxia, and more.
• Having conversations about neurodiversity is important, but it’s essential to approach them with empathy, compassion, and curiosity.
• Neurodiverse individuals often face challenges in a neurotypical world, and their confidence can be impacted by negative experiences and judgments.
• Neurodiverse individuals may have different ways of navigating the world, and it’s important to accept and understand their unique strengths and challenges. Be curious about neurodiversity and understand that everyone’s brain works differently.
• Beware of the trendiness of neurodiversity and be cautious about self-diagnosis and niche coaching.
• Masking is a common behaviour among neurodivergent individuals, but it can be exhausting and detrimental to self-esteem.
• Creating an inclusive workplace involves understanding and accommodating the needs of neurodivergent individuals.
• Embrace neuro-curiosity and strive to learn more about neurodiversity.