Ryan Hoare recorded this episode with us on his second day as a full-time founder, which tells you roughly where his nervous system was at. He’s building TryMosaic, software that runs the reasonable adjustments process for UK employers, a process that usually lives in email threads and forgotten spreadsheets.

We talk about why so many neurodivergent people end up founding because workplaces never made room for them, why disclosure is the price of legal protection, and why “just design for everyone” breaks the moment a lip-reader joins your cameras-off meeting. Plus Taylorism, human capital, and Ryan’s theory of why dyspraxia never got a superpower narrative.

Transparency note: Kerri works with Ryan on TryMosaic.

Kerri arrives sceptical, Luisa brings receipts. Together they go behind the scenes of coaching sessions and get honest about its limits: it can help you survive a broken system, but it should never be the excuse for not fixing one. Along the way, they find out why you don’t need a tidy goal to begin, why the perfect system doesn’t exist and why a human coach beats an AI that just nods along.

Two major UK reports on neurodivergence came out a week apart this October. Within days, one of them was attached to a BBC headline it doesn’t actually support. Kerri has a question she can’t let go of: how much evidence does it take before something changes? Luisa, coming from Germany, where there’s hardly any data to argue with, is a little jealous anyway.

Then they get to the question most organisations skip: where should neuroinclusion actually live? DEI, HR and business operations each turn it into something different, and each has its own blind spot. Luisa has a firm answer. Kerri has a test that involves all your best managers quitting. And somewhere in there is the reason nobody puts payroll in their values statement.

Also: three wishes, one shameless plug, and a disputed number of tangents.