2025-09-05 –, Track 1
In recent years, interest in neurodiversity has grown, but awareness alone isn’t enough. It’s time to move beyond what and why, and focus on how. The future of cyber security depends on our ability to support brilliant, diverse minds and that means turning inclusion into action.
In high-stakes cyber environments, requests for reasonable adjustments are often misunderstood as risks. But failing to support neurodivergent professionals can lead to burnout, errors, and lost talent, issues that directly impact team performance and security outcomes. This talk explores how inclusive practice strengthens resilience and reduces organisational risk.
Learn to distinguish red flags from reasonable requests, and reframe adjustments as smart, strategic tools for building high-performing, future-ready cyber teams.
In recent years, interest in neurodiversity has grown - how many “understanding Neurodiversity” sessions have you seen this year alone? But it’s fair to say now that awareness alone isn’t enough. It’s time to move beyond what and why to focus on how. The future of cyber security depends on our ability to support brilliant, diverse minds and that means
In the fast-paced world of cyber security, risk management is everything - including human risks. So what happens when a neurodivergent employee asks for something outside the norm, flexible hours, fewer meetings, a support worker or accessible tech that isn’t supported? Too often, these reasonable adjustments are seen as red flags: signs of unreliability, inflexibility, or risk.
This talk challenges that mindset.
We’ll explore the tension between traditional perceptions of “professionalism” and the legal and human imperative to accommodate neurodivergent team members. We’ll show how failing to make reasonable adjustments can increase risk: through burnout, communication breakdown, or preventable errors. In contrast, when adjustments are properly understood and implemented, they become tools for greater resilience, loyalty, and performance.
We’ll cover:
• The Equality Act (UK): what’s legally required and what’s commonly misunderstood
• The “risky or reasonable” decision-making trap in high-stakes environments
• Real-world examples of low-cost, high-impact adjustments that improve outcomes
• How to create a culture where adjustments are normalised, not stigmatised
• Tools and prompts for managers to assess and respond fairly to adjustment requests
This session is ideal for cyber security leaders, HR professionals, and technical team managers who want to balance risk, inclusion, and performance. It will leave attendees with a clearer understanding of how inclusive practice isn’t a soft option, it’s a critical part of modern risk management.
Lucy is the founder of Inclusive Change, an award-winning organisation based in South Gloucestershire, near Bristol.
Fresh from training as a stand-up comedian, she blends education and entertainment to challenge assumptions and spark real change. Drawing on a career in law enforcement and intelligence, education and change management, Lucy brings sharp insight, wit, and practical expertise to her work.
She has become a leading voice on neurodiversity in the workplace, working with international clients across tech, cyber security, education, and the public sector to build inclusive cultures, reduce burnout, and unlock the full potential of diverse teams. Whether delivering keynote talks, training leaders, or supporting frontline staff, Lucy’s approach is rooted in lived experience, evidence, and real-world impact.