When you manage a diverse team, a one size fits all leadership style doesn’t work - and trying to squeeze everyone into the same box can quietly cost you trust, performance, and innovation.

In this episode, I’m joined by Laura Tretheway, HR consultant, workplace advocate, and founder of Spectrum Work Aotearoa - to talk about how managers can genuinely advocate for and support neurodivergent people at work (and why it matters for everyone).

We break down why knowing your people is more powerful than any label, the dangers of unchecked assumptions, and what real advocacy and support actually look like inside teams.

In this episode, we talk about:

- Why advocacy isn’t just an HR problem - it’s a leadership skill

- The real risks when managers ignore or misunderstand neurodivergence

- Why labels can be helpful, but relationships matter more

- How communication flexibility can make or break your leadership

- 3 powerful ways managers can advocate for and support diverse teams

- Why normalising conversations about accommodations is essential for trust

- What happens when you lead with curiosity instead of assumptions

If you want to lead a team where everyone can bring their best - no matter how they experience or navigate the world - this episode gives you the tools to start building that culture now.

Are you leading a team that has neurodivergent people in it? Let me know your insights and if you have any questions. Send me a DM on Instagram or LinkedIn.  

Connect with Laura:

ALL LINKS: https://linktr.ee/lauratrethewey 

LinkedIn: https://www.linkedin.com/in/lauratrethewey/ 

Are we connected? If not, connect here:

Website: tashpieterse.com

Instagram: @tash_pieterse

LinkedIn: tashpieterse

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