The future of work is changing, and so is its workforce. As we head into a rapidly changing world, FM Conway is leading the way, welcoming diverse voices to the table to help tackle the big questions.
Rebecca Hawkins, Strategic Project Manager at FM Conway, received a late ADHD diagnosis as an adult. Although she faced career challenges in the past, since joining FM Conway, she has been thriving.
Rebecca shares her experiences as a neurodiverse woman working in the construction industry – and why all workplaces would benefit from including more neurodiverse perspectives.
“I’ve worked in the construction industry for several years, but my experience at FM Conway has been truly unique. The positive approach that I have experienced, has helped reframe my outlook on being a neurodiverse woman in this field. It has reassured me that the industry is headed in the right direction.”
A neurodiverse workforce is a more successful workforce
FM Conway understands that championing diversity and inclusion means creating an environment where everyone has an equal opportunity to succeed, but they also recognise the business benefits that follow.
“Statistically, businesses perform better with a diverse workforce. When decisions are made by people who share similar life experiences, they are often limited by the constraints of their own experiences. Introducing diversification and a range of approaches allows for more creativity and innovation.”
No one fits neatly under one label, and each person brings their unique combination of individual life experiences and perspectives. It’s the convergence of all of the different aspects of our identity that makes our contributions so valuable and unique.
“My intersectionality centres on my experience of life, not only as a neurodiverse woman in a world designed and constructed around neurotypical standards and expectations, but also as a woman working in a male-dominated industry. While this intersectionality can bring challenges and difficulties, it can also enrich and enhance what we deliver, because it allows me to bring a different mindset and approach that others might not have.”
FM Conway aims to create a workforce that reflects the communities it serves.
Find out more about this and their employee policies and benefits.
Celebrating the strengths of neurodiversity
Neurodiversity in the workplace often focuses on challenges and obstacles, as well as strategies for overcoming them. But more recently, the positive aspects of neurodiversity have finally begun to be celebrated.
Rebecca shares how her own experience with ADHD has helped her excel in her Strategic Project Manager role:
“Focusing on the negative aspects of ADHD means the positives are often overlooked, such as my ability to hyperfocus on a project and think through a problem from all perspectives, looking at how we do things from start to finish. It’s an invaluable skill that I use every day, and it makes me feel truly part of our team’s success. I find it so fulfilling that I have found a role that is aided by the aspects of who I am and my skillsets that, in other environments, may have been seen as negatives.”
While diversity and inclusion have been buzzwords for several years, real progress has not always been as rapid as people would have hoped. Having worked in a range of industries and companies before joining FM Conway, Rebecca acknowledges and appreciates the steps the company is taking to make changes in this area.
“The world is changing, and it’s important that the construction and engineering industry continues to change with it by destigmatising outdated attitudes. I feel fortunate to work for a company like FM Conway, which is investing so thoroughly in their commitment to ensure that everyone is welcome and celebrated for their unique strengths.”
A neurodiverse diagnosis can be life-changing
Rebecca was diagnosed with ADHD only three years ago, but she feels she has always struggled in certain areas of life. Receiving her diagnosis was fundamentally life-changing, for the better.
“Growing up, I struggled with not understanding why I couldn’t seemingly do or say the ‘right thing’ and I often ended up feeling like I was failing at life. Managing neurotypical expectations that are sometimes entirely unrealistic or unachievable for a neurodiverse person means the odds are stacked against you. Being diagnosed with ADHD has forced me to look at my life and experiences through a completely new lens, with greater understanding and compassion. That shift in perspective has created a safe space to recognise that the things that I struggle with are not something to be seen as a failure, but that I’m simply built differently.”
Now, Rebecca feels empowered in her diagnosis – it explains how she has felt during difficult moments in her life. She also now knows how to ask for the help she needs – and can speak up on behalf of others sharing similar experiences.
“Being armed with more information about who I am and how I work has had a dramatic impact on how I live life day to day and my relationship with myself. It’s improved my confidence, allowing me to focus on what I am capable of and excel at. Trusting in those abilities has helped shift the negative narrative I used to hold towards myself.”
In the past, some of the behaviour she can now attribute to her ADHD had been interpreted negatively in previous workplaces, especially as a woman.
“ADHD often shows up slightly differently in women, which is part of the reason it’s so often missed. Assertiveness or directness can be seen as aggression; sensitivity and emotional dysregulation as being emotional or hormonal; overwhelm or withdrawal as a lack of capability or understanding. These judgements and preconceptions can feel heavy and have a huge impact on how we see ourselves, because it is hard not to take them personally and critically.”
Luckily, with increased awareness around ADHD and other forms of neurodiversity, many women are getting the answers – and reassurance – they’ve been missing.
“There’s a huge increase in the number of women now receiving later-in-life diagnoses. It’s a huge positive, as it means that more women can get the support they need. It’s also bringing about conversations that promote positive mindsets and attitudes to subjects that may have historically been associated with negativity based on neurotypical standards and expectations.”
Supporting neurodivergent colleagues at FM Conway
Successful diversity and inclusion require a long-term plan and continuous support. It’s not just about numbers or representation at recruitment levels; it’s about creating an environment where every employee is encouraged to contribute and can progress throughout their career.
Rebecca says this goal lies at the heart of the FM Conway culture:
“At FM Conway, there is a relentlessly consistent commitment to supporting underrepresented groups to ensure that they do not feel any disparity. The energy, passion and commitment that goes towards this is inspiring and wonderfully reassuring as an employee.”
Recognising that employees need different levels and types of support is one of the most impactful ways Rebecca and her neurodivergent colleagues know that FM Conway is committed to their career progression.
“There is a big focus on recognising the individual and people’s unique needs to help them work best. Whether through dynamic and engaging forums that reaffirm minority voices in the workplace, promoting inclusion throughout the recruitment process, or simply through the wonderful events that are run to build awareness and advocate for their staff, the devotion shines through to employees of all levels, genders and backgrounds.”
What role will you play in progress?
Rebecca is proud to speak up on behalf of the neurodiverse community, but she acknowledges that we can only ever speak from our perspective, and we can never assume to understand the experience of others. Because of this, it’s up to all of us to stay accountable and be open to change.
“I will never be in a position to speak on the experiences of others and their intersectionality. Recognising our privilege and differences in experience is invaluable in supporting others, regardless of our background. It’s not always easy to hold our hands up and recognise that we could do better, yet it’s a fundamental step in achieving the progress that’s needed. We all have a part to play.”
Although being neurodivergent can bring challenges, Rebecca is an example of how you can truly thrive in the right workplace and enjoy a rewarding and successful career by leaning into your unique skills and perspective and not placing limits on yourself.
If you haven’t thought of a career in construction, infrastructure and engineering, Rebecca encourages you to give it a go!
“Don’t be afraid to take a risk and to try something different. I studied art history at university and then worked in a wide mix of roles and industries. I never dreamed I would end up doing what I do! I fell into it completely by chance. Yet I’m now in a position where, when I’m asked if I like what I do, I can honestly answer that I love my job. Every day I learn something new, and there’s always a new challenge to rise to.”
FM Conway is committed to creating a workplace where everyone can find what works for them, regardless of their background, neurodiversity, or gender identity.
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