Inclusion In PR Must Recognise Neurodivergent Parenting

Clarity was always my foundation. That was until parenthood, and specifically raising neurodivergent children, redefined my understanding of true inclusion.

In 2016, I became a mother to identical twin boys.

In my Indian culture, twin boys are seen as auspicious, and my husband’s grandmother thanked me as if I had bestowed a rare blessing. But as they grew, our journey diverged from expectations. Early signs emerged; nursery feedback on ‘not-so-good days’, teachers’ concerns in Reception, and an exhausting cycle of calls about inattention, disruption and behavioural challenges. By Year 3, it was clear: this wasn’t just about my children but about the rigid systems they were forced to navigate – systems that repeatedly fail neurodivergent children and their parents.

Being a parent of neurodivergent children means constantly advocating, adapting and pushing for change. It’s standing firm when the world tells you ‘No’ and forging alternative paths to ‘Yes’.

It’s managing career ambitions while fighting for Educational Health Care Plans (EHCPs), specialist placements and therapies, while juggling deadlines with the unrelenting anxiety of a missed call from school. It’s submitting school appeals and subject access requests late at night after understanding and navigating a complex digital journey. It’s carrying an invisible mental load, where even the smallest wins feel monumental.

PR thrives on agility, problem-solving and storytelling. Yet, true workplace inclusion spanning leadership, mental health and flexibility still demands greater focus.

But what about parents who are also full-time advocates? Some of us aren’t just juggling client expectations, we’re battling local authorities for funding. Some of us aren’t just climbing the career ladder, we’re navigating waitlists for diagnoses. Some of us don’t just benefit from flexible working – it’s the only reason we can remain in the industry.

So how can PR lead better on inclusion that supports neurodiversity – not just for employees with neurodiversity but also parents navigating that journey for their children?

Acknowledge the experience. Neurodivergent parenting is often isolating, misunderstood and mentally exhausting. Let’s normalise conversations about it in the workplace.

Adapt policies to real-life needs. Flexible working isn’t just about hybrid models; it’s about recognising that sometimes, ‘urgent’ means a school meeting, a therapy session, or simply time to process empathy fatigue. Parents of neurodivergent children attend more daytime school meetings with Special Educational Needs (SEN) teams and external agencies, often with little flexibility.

Empower parents with resources. Support networks, mentorship and financial aid for diagnoses can transform retention. Private dyslexia tests cost £500+, ADHD £1.5k-£2.5k.

With long NHS waitlists, private assessment is often the only option, yet even securing one requires a 130-question form, where missing answers mean rejection.

A more future-proofed industry means better supporting parents 

Neurodivergent parents offer invaluable perspectives, often emerging as inclusive leaders who truly understand their colleagues’ challenges and needs. As storytellers, we have the power to create narratives that reflect the full spectrum of parenthood, neurodivergence, and the realities of balancing both.

By making space for these conversations, we not only foster inclusivity but also unlock richer, more empathetic leadership. A future-proofed industry is about listening, learning and evolving together. Let’s start by amplifying these voices and ensuring they’re heard.

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Janita Lakhanpal is business development director and inclusion chair at Ketchum UK, a PRCA equity and inclusion advisory board (EIAB) member, part of the Women in PR committee and an Asian Communications Network (ACN) board advisor.