When I was 5, my mum attended a Dyspraxia Ireland conference where an expert named Amanda Kirby was speaking. As she listened, my mum began ticking off symptoms in her head, recognising behaviours I exhibited. This led to an assessment where I was diagnosed with dyspraxia. Fast forward 34 years, and Amanda Kirby has become one of the most prominent advocates for neurodiversity in the workplace, revolutionising how we understand and support neurodivergent individuals in professional settings. Her innovative assessments have now helped diagnose more than 100,000 people.

Amanda’s journey as a neurodiversity advocate began with her personal experiences as a parent of neurodivergent children. Witnessing the challenges they faced and recognising the gaps in support and understanding, she was motivated to make a difference. As a medical doctor, Amanda sought to bridge these gaps, leading to a pivotal moment in her career when she founded and ran a transdisciplinary clinic. This hands-on experience allowed her to see the profound impact of providing practical and personalised support, ultimately driving her to develop innovative tools like Do-IT Profiler to create meaningful change for neurodivergent individuals

1. What first motivated you to become an advocate for neurodiversity? Can you describe a pivotal moment in your career that significantly influenced your approach to neurodiversity?

My journey as an advocate for neurodiversity began with personal experiences as a parent of neurodivergent children. I saw the challenges they faced and realised how many gaps existed in support and understanding. As a medical doctor, I wanted to bridge these gaps. A pivotal moment was founding and running a transdisciplinary clinic, where I saw firsthand the impact of providing practical and personalised support. It drove me to develop tools like Do-IT Profiler to make a meaningful difference.

2. How do your assessment tools at Do-IT Solutions differ from traditional neurodevelopmental evaluations?The tools we’ve developed at Do-IT Solutions are accessible, web based practical, and strengths-based. Unlike traditional assessments, which often focus on deficits, our tools aim to provide personalised recommendations that enable people to thrive. They’re scalable, adaptable to different languages and literacy levels, and designed to work across education, employment, and justice settings. Collaboration with individuals with lived experience has been integral to shaping these tools. They are person centred rather than label led and are context and age appropriate too.

3. Why are reasonable accommodations so important in your mind for a neurodiverse person to thrive in their work?

Accommodations can create a level playing field. They ensure that neurodivergent individuals can bring their strengths to the fore without being held back by unnecessary barriers. I’ve seen how small adjustments—like clearer communication or flexible deadlines—can transform a workplace. When people feel supported, they’re not only more productive but also happier.

4. What are some of the biggest myths about reasonable accommodations, and how does your work go about dispelling them?

One of the biggest myths is that accommodations are expensive or complicated. Through our work, I’ve shown that many adjustments, such as providing clear instructions or using assistive technologies, are low/no-cost and easy to implement. They often mean people need to have clarification over communication, We challenge these myths by providing evidence that supports how small changes can improve employee retention and engagement.

5. What have been some of the biggest changes you’ve seen in how businesses are approaching employing neurodiverse candidates?It’s been exciting to see a shift towards recognising people who are neurodivergent as having many strengths rather than just focusing on challenges. More businesses are investing in neurodiversity training and implementing inclusive practices. I’ve also seen greater interest in tools like Do-IT Profiler, which help match people’s strengths to roles, ensuring better outcomes for both employees and employers and provides person centred guidance to minimise challenges.

6. What more can be done? What challenges do you still see remaining in neurodiversity acceptance and inclusion?

While awareness has grown, there’s still work to be done in implementing changes consistently. Moving from awareness to action is important and building in processes into business as usual. Manager training is a big area where improvements are needed, along with more inclusive recruitment processes. Intersectionality is often overlooked, and stigma around conditions like DCD or ADHD remains a barrier. We need to focus on systemic changes to create truly inclusive environments.

7. We are now living in a world of AI, AR, and VR. What emerging technologies excite you most for supporting neurodivergent individuals? Are there any drawbacks for employers using these advanced methods to recruit for neurodiverse people?

I’m excited by the potential of AI for personalised support, VR for workplace training, and AR for skill-building. These technologies can be powerful tools for creating accessible learning and work environments and can especially help neurodivergent people with tools that assist with executive functioning. However, we need to be aware that we don’t exclude those with limited digital literacy or access. Employers need to balance innovation with accessibility.

8. If you could communicate one critical message about neurodiversity to employers and educators, what would it be?“Focus on strengths, not deficits.” Embracing a strengths-based approach not only empowers neurodivergent individuals but also drives innovation and inclusion. Creating environments where people can thrive authentically benefits everyone.

9. Do you have a particular success story of a person and/or business that you have worked with that are now thriving thanks to the work of companies like Do-IT Solutions?

One success story that stands out is our work in justice settings, where Do-IT Profiler has been used to screen over 100,000 individuals. Identifying neurodivergent traits and providing personalised support opened up opportunities for education and employment that weren’t previously accessible. I’ve also seen businesses reduce turnover rates and increase engagement through our tools and approaches.

10. Is there anyone else working in neurodiversity empowerment in the UK or Ireland that you are a big fan of?

I greatly admire the work of ION, ADHD Foundation, Lexxic,Diversity and Ability and others who are advancing neurodiversity inclusion.

Collaborative efforts, such as those led by the DCD-UK network and various other amazing charities, are making a real difference by bringing lived experience into the conversation.