Heidi Beynon on Neurodiversity in the Workplace: How QBE’s Support Helped Her Thrive with ADHD

In the interview with Heidi Beynon (HB), a Motor-Fleet Underwriter at QBE, she discussed various aspects of her career,  and her personal experiences with ADHD. HB explained her role at QBE, where she underwrites vehicle fleets for businesses, blending both technical skills with building and maintaining customer relationships.

Heidi’s ADHD diagnosis was a personal revelation discovered while seeking help for her daughter. She spoke about how QBE has been supportive by making adjustments to accommodate her needs, such as direct communication and flexibility in the workplace. This support has not only helped her manage ADHD but also opened conversations about neurodiversity in the office, fostering a more inclusive environment.

HB highlighted both the strengths and challenges of ADHD, including her ability to hyper-focus and pay attention to detail while also struggling with distractions in the office and sensory overload. She has also offered advice to People Leaders on how to support neurodiverse employees, emphasizing the importance of open communication by introducing a People Leader Toolkit to QBE.

QBE has adapted her role and working environment to suit her needs, demonstrating the company’s commitment to inclusivity and flexibility. Overall, HB feels well-supported and valued at QBE, which has created a positive and understanding workplace culture.

HM: What do you do at QBE?

HB: I’m a motor fleet underwriter at QBE. Brokers come to us with businesses, like fleets of vehicles for civil engineers,  haulage companies, building and electrical contractors, and many more. They ask us to underwrite those fleets—essentially, it’s my job to calculate the risk associated with their business, price their insurance, tailor the insurance to protect QBE, and consider any additional features we can offer to the customer. So, my role is a mix of sales and technical underwriting. I assess these fleets, determine what’s needed, and propose suitable insurance terms.  

Heidi's Journey: Sharing Her Diagnosis in the Workplace

HM: Can you tell us about your initial diagnosis and what that experience was like for you?

HB: My ADHD diagnosis came when I was going through a referral process for my daughter. I was going through checklists and appointments with child psychologists, and I realized I was identifying with a lot of it myself. It was a bit of an "aha" moment for me. When I met with a clinician for my assessment, it was clear to them within minutes that I had ADHD. I was diagnosed a couple of years ago, and suddenly, everything in my life made sense—it was a huge relief but also overwhelming at the same time.

I was offered psycho-education sessions after the diagnosis, but since I had already learned a lot from managing my children’s and partners' diagnoses, I opted out of them. I’ve been on the fence about medication for ADHD, mainly because of a bad experience with antidepressants when I was diagnosed with anxiety and depression before my ADHD diagnosis. I’ve developed my coping strategies and feel like I’m managing okay without medication at the moment. My partner takes ADHD medication and finds it really helps him  - everyone finds their way through different challenges associated with ADHD, and I may find in time that I do need it, too. Each to their own.

HM: What were your colleagues’ reactions when you told them about your ADHD diagnosis?

HB: I was upfront with my colleagues about what works for me and what doesn’t. For example, I told them not to rely on emails or messages for urgent tasks. Instead, they should call me if they need something done because I tend to focus on what seems important in my head, but I don't always prioritize correctly due to my executive dysfunction, a trait of ADHD.

Since I’ve been open about my ADHD, others going through the diagnosis process have approached me for advice and support. It’s really opened up the conversation about neurodiversity in the workplace. 

HM: In that sense, would you say that you feel well-supported by QBE?

HB: QBE has been really supportive, but I needed to take some proactive steps to help them understand how I work best. For example, I asked my team not to send me loads of emails or messages because they just get lost in what I call the “pile of doom,” where I tend to procrastinate when the work builds up. I asked them to call me directly when something is needed.

Changes in the office environment can be overwhelming for me, like when we moved to our beautiful new office in Leeds. On the first day, I almost had a panic attack because it was so new and noisy. I don’t cope well with change, especially sudden ones, due to sensory overload. My team has been great at accommodating me and giving me notice about any changes or plans in advance so I can process them better. This kind of support has not only helped me but also encouraged others in the office to talk about their own neurodiversity experiences and seek advice.  

HM: Would you say some things make you stand out compared to other candidates as a result of your ADHD?

HB: Yes, definitely. When I first joined QBE 10 years ago, my boss at the time told me that although there were candidates with more technical knowledge than me throughout the interview process, I stood out because I was friendly, approachable, and keen to learn. That’s something I’ve heard again and again—that I’m approachable and open.

My ADHD has its perks. When I’m in a hyper-focus state, I can churn out a week’s worth of work in just two hours, and it’ll be done perfectly. I’m great at spotting details that others might miss. But on the flip side, if I don’t have a pressing deadline, I can drift off and get distracted. So, I always ask clients and brokers for deadlines because that keeps me on track, and I’m forever adding meetings to my calendar just to remind me to carry out certain tasks.

My ADHD also presents as a strong moral compass, which is a common trait among people who are neurodiverse. I like to think I do the right thing, and using my diagnosis and voice to advocate for other people is how this trait has manifested. This lead to me winning an international award within QBE – I’m a DNA Champion for the work I have done within QBE around Inclusivity, which I’m really proud of. 

HM: What advice would you give to a manager who has a neurodiverse team member or suspects they have one but isn’t sure how to offer support without being too overbearing?

HB: I’d say to start by creating an open and ongoing conversation with everyone, but especially with neurodiverse individuals. Ask them: “Is there anything you need from me to make your job easier?” It doesn’t have to be framed in a way that singles them out based on their neurodiversity, just something to let them know you’re there to support them.

Managers don’t need to become experts on neurodiversity, but they can learn small things that make a huge difference, like reading a few blogs or articles. Instagram, for example, has been a great source for me to relate to others and understand myself better. The key is to normalize the conversation, reduce the stigma, and be willing to make adjustments. It’s really about making sure people feel supported, not judged, and that they don’t feel like a burden in the workplace.

QBE: Fostering a Safe and Supportive Environment for Neurodiverse Individuals

HM: Can you think of any individuals at QBE who have been role models or allies to neurodiverse individuals?

HB: Yes, absolutely. There are people both inside and outside the neurodiversity network at QBE who are always willing to help me. I know I can go to them with anything. QBE has a network called Workability, which focuses on improving awareness of disabilities in the workplace and providing support to employees who are either disabled or carers for disabled family members. QBE, as a company, is really good at providing support and listening. They might not always know everything about neurodiversity, but they are always willing to help, which is the most important thing. 

HM: Can you give some concrete examples of adjustments that QBE has made to accommodate your needs?

HB: One key adjustment is flexibility. QBE has been great about giving me time to support my family when needed. I have many meetings with schools, local authorities, and medical professionals to support my children. Although I try to plan them for my non-working day, this isn’t always possible. Another adjustment is in meetings. If we’re in a meeting with a broker and everyone has to speak, I always ask to go first. Otherwise, I sometimes zone out completely. My brain just wanders if I’m sitting and waiting too long.

I’ve also made a habit of being direct in conversations because if I don’t say what’s on my mind right away, I’ll forget it. It’s a balance—I either blurt things out or stay silent and forget what I want to say. Knowing that I have ADHD has helped me manage my traits – I’m very aware now that I interrupt conversations all the time, and I am learning to jot notes down and wait my turn to speak.

As we wrap up the interview, Heidi shared more about how she feels working at QBE:

HB: I just want to say how supported I feel at QBE. The reasonable adjustments, the flexibility, and the openness in the team have been fantastic. I’ve never felt judged for my ADHD, which is a big deal for me. That kind of acceptance allows me to be more open and confident, which I think shows in my day-to-day work. There are many different roles available at QBE that suit people with Neurodiverse conditions.  For example, if you would perform better in a role that requires attention to detail and an ability to spot anomalies, you can work in Fraud Investigations or our Data Science teams. If you would like to work in a role that requires social input and extensive interactions with customers, then there are customer-facing roles available.

Even if a role doesn’t seem like the perfect fit at first, QBE is willing to adapt it so it works better. It’s the little things that make the biggest difference, and that is what QBE gets right.