600+ Hours of Value. Zero Policy Flexibility: What Tom Boyd’s Story Tells Us About Genuine Neuro-Inclusion
The story of Tom Boyd, a young autistic man who volunteered over 600 hours at his local supermarket only to have his placement ended when his family asked about paid work, has rightly sparked a media storm. While his original employer missed a huge opportunity, the swift offer of paid employment from another supermarket is a moment of celebration – and a vital learning opportunity for all employers.
Stop viewing neurodiversity as a deficit; start seeing it as a strength.
Tom’s dedication is the kind of commitment any business should fight to keep. He’s a living example of why we must fundamentally reframe the narrative from a deficit model to a strengths-based model of difference. His value was already proven by the 600+ hours he willingly dedicated to a workplace where local staff highly valued him.
The Practicalities of Genuine Inclusion
Inclusion isn’t a statement, it’s a commitment.
Tom’s greatest barrier wasn’t his ability to work; it was a rigid corporate policy that prevented him from transitioning from an unpaid volunteer to a paid, valued employee. Genuine commitment means tangible action:
- Challenging Corporate Rigidity: This case highlights a clear disconnect where positive, local inclusion efforts are undermined by inflexible head-office policies. Employers must actively review and reform policies that create systemic barriers.
- Paid, Meaningful Work: The gold standard, demonstrated by the competitor supermarket, is to offer paid roles with the flexibility needed to succeed. Adapting the framework to the employee – not the other way around – is key to a truly person-centred approach.
The Bottom Line: The Human Need to Belong
The fundamental human need to belong is the bottom line. Employers must create frameworks that allow neurodivergent individuals, like Tom, to contribute, belong, and make a difference. This means:
- Co-Design Support: Support frameworks must be co-designed with neurodivergent people to address real, individual needs rather than generic assumptions.
- Creating Safe Environments: Ensuring both emotional and physical safety so neurodivergent employees can truly thrive.
Ready to Embrace Neuro-Inclusion?
Tom’s story is a call to action to remove the stigma and systemic barriers. If your organisation wants to build truly neuro-inclusive environments, our Connect Neurodiversity Training, Advice and Consultancy service can help.
As the National Body for Neurodiversity, we work in partnership with employers to:
- Shift the Mindset: Embed a strengths-based model of neurodiversity across your organisation.
- Drive Excellent Practice: Review and reform rigid policies to ensure they support, rather than block, neurodivergent talent.
- Build Inclusive Systems: Provide bespoke support, from creating neuro-affirming individual employee frameworks to developing comprehensive neuro-inclusive strategies.
Let’s work together to create a society where neurodivergent people are understood, accepted, and valued. Find out more here.
