OUTSIDE THE BOX || APRIL 2026
Welcome to April’s edition of Outside the Box. In this newsletter we share updates, tips, and opportunities from our employment programme.
PROJECT EMPLOY FUNDRAISER | 27.03.26
Dinner and Auction Fundraiser 2026
It’s safe to say our fundraiser was a resounding success! It was fantastic to see so many of our supporters and employer partners in one room, celebrating what we’ve achieved together so far while raising funds for the work still to come.
We were thrilled to raise over $100,000 to support our employment programme. This funding enables us to provide tailored, ongoing support to our graduates as they transition into the workforce. We work alongside them to navigate workplace dynamics, build confidence, and strengthen key skills such as teamwork, time management, and communication. Graduates also have opportunities to visit different workplaces, explore their values, and shape meaningful career goals.
The programme also supports employers. Thanks to our generous donors, we can provide on-site job coaching during the early stages of employment and deliver practical workshops that help teams build more inclusive, supportive workplace cultures.
If you’d like to know more about the details of our programme and everything we offer, please reach out. We are happy to share!
GRADUATE NEWS | 15.03.26
Congratulations Danika!
Our graduate, now food preparation assistant, Danika is behind many of the tasty treats at Flourish — her recent gingerbread Easter cookies were a real customer favourite.
To help Danika keep building her skills and confidence, the afternoon tea team at the Hilton have taken her under their wing. Danika also spoke on stage at our fundraiser and shared that she still can’t quite believe she’s learning at the Hilton!
We’ve seen Danika grow so much since she first joined us as a trainee at the beginning of last year. We’re really excited to see what lies ahead for her and to keep supporting her on this journey.
NEURODIVERGENT INCLUSION | 10.03.26
What does neuro-affirming mean in a workplace?
A neuro-affirming approach means recognising that different brains work in different ways, and that these differences are a normal part of human diversity.
Rather than focusing on “fixing” individuals, it focuses on creating environments where people can do their best work. In practice, this means asking what support, structure, or flexibility might help someone succeed, rather than assuming they are not trying hard enough.
This month, here’s an example of a neuro-affirming approach to emotional regulation differences.
What does “emotional regulation differences” mean, you ask? 🧐
Struggling with emotional regulation is increasingly recognised as a core feature of ADHD, as well as other forms of neurodivergence. In the workplace, emotional dysregulation is often misunderstood, especially if they’re seen through the lens of “overreacting” or “not coping”. But this isn’t about personality or professionalism — it reflects how the brain processes emotion, stress and feedback in real time.
Rather than emotions building gradually, they can arrive quickly and with intensity. A piece of feedback might feel overwhelming, frustration can spike fast, and it can take much longer for someone to come back to a calm, problem-solving state.
For many neurodivergent people, stressors can build on top of each other with less opportunity to return fully to a calm baseline between emotional spikes.
There are a few reasons for this. ADHD is linked to differences in executive functioning, including the brain’s ability to pause, filter and regulate emotional responses before reacting. Under pressure, those skills become even harder to access. Many people with ADHD also experience stronger sensitivity to perceived criticism or rejection, which can intensify emotional responses in the moment. When feedback feels harsh or blaming, it can trigger shame — and shame often escalates, rather than resolves, the behaviour a manager is trying to support.
It’s important to be clear here: these reactions are not intentional, and they’re not something people can simply “decide” to control better. They are nervous system responses, not attitude problems.
A neuro-affirming approach starts from that understanding. Instead of focusing on “calming down” or “not reacting”, it asks: what helps someone recover, reset, and stay engaged after something difficult?
Employer tips:
Assume difference, not disregard. Emotional intensity is part of ADHD for many people. It’s not a lack of professionalism or care.
Keep feedback clear and grounded. Be specific, factual, and calm. Avoid vague or loaded language that can easily be misread in the moment.
Separate behaviour from identity. Focus on what happened and what needs to change, not who the person is.
Don’t expect instant processing. Some people need space after feedback or conflict before they can respond constructively.
Stay steady in tone, especially under pressure. Calm communication helps regulate the situation far more than escalation ever will.
Focus on repair, not blame. “What do we do next?” is usually more effective than “why did this happen?”
Normalise regulation time. A short pause to reset is often what allows someone to re-engage well, not disengage further.
Notice strengths as well as difficulties. Support works best when it’s balanced with recognition of capability, not just correction.
At its core, emotional regulation improves in environments where people feel safe, respected, and not shamed for how they respond under stress. With the right supports in place, many employees with ADHD are able to recover quickly, reflect more effectively, and stay engaged without getting stuck in the emotional fallout of difficult moments.