Neurodiversity at Work feat. Martin Greenwood

Meet Martin Greenwood, a Senior PHP Developer working in the UK hospitality sector, who identifies as Autistic.

Here, Martin shares his experience of discovering his neurodivergence later in life, the challenges of masking, and how leaning into his strengths has shaped his career. He reflects on the workplace accommodations that have made a real difference and offers advice for anyone looking to better understand neurodiversity.

Please introduce yourself and your role.

Hey, I’m Martin, a Senior PHP Developer based in the UK, working in the hospitality industry. I build applications and tools in Laravel, Vue, and Statamic, the kind of logical, structured work that fits how my brain naturally operates. While I don’t have a formal Autism diagnosis, I identify as Autistic.

I didn’t realise it growing up, things always felt a bit “off,” but I didn’t have the words for it. It wasn’t until I moved back home in my 30s, after a divorce, and spent time with my younger (diagnosed) Autistic brother that things really clicked. Looking back at my childhood, adolescence, and early adulthood through that lens, everything made sense. I started the process for a diagnosis at 36 but opted not to follow through. By then, I’d already done the work to understand myself.

What 3 things do you wish you knew sooner about your Neurodiversity?

1. That struggling in most environments didn’t mean I was the problem, it meant the environment wasn’t built for me. I spent years blaming myself for not fitting in or burning out, without realising I was navigating systems designed for neurotypical people, not me. That internalised shame held me back more than any diagnosis ever could.
2. That masking is exhausting and unsustainable, I didn’t even realise I was doing it. Constantly editing myself, overthinking every interaction, trying to “pass” as normal. It works for a while… until it doesn’t. Learning to unmask (even selectively) changed everything.

That said, unmasking isn’t some magical liberation arc, it’s messy. Relearning how to exist authentically, outside of the behaviours I was conditioned to adopt, has come with fallout. It’s cost me jobs, stalled career progression, and closed doors I might’ve walked through had I just kept faking it. But I wouldn’t go back. Where I am now professionally isn’t perfect, but it is stable and on my own terms and that’s worth the fight.
3. That the things I’m good at are directly tied to being Autistic. Hyper focus, systems thinking, pattern recognition, being able to naturally read code…these aren’t lucky traits, they’re core features. Once I stopped treating them like flukes or workarounds, I started actually leaning into them.

What accommodations have you/your employer made to help you do your role?

I’ve been lucky to work in a place where I can tailor my setup to suit how I work best. There’s no pressure to be in the office full-time, and the flexibility means if I’m having a rough day, I can just switch to WFH without drama. Flexible start and end times help a lot too. If I need to step away or reset, I can, as long as I communicate.

There’s also a big emphasis on autonomy and trust. I’m not overtly micromanaged, and there’s space to manage my energy in a way that works for me. Communication leans towards written over verbal, which suits me perfectly, and there’s no expectation to turn on my camera or pretend to be switched on all the time. If I’m blunt in a meeting, no one pulls me aside it’s just accepted as part of who I am, not treated like a problem.

On top of that, social events and meetings are low-pressure. No forced fun, no awkward mingling, just space to engage in a way that doesn’t drain me. That alone has reduced so much background stress.

How would you recommend people expand their knowledge around neurodiversity?


Start by ditching the “one-size-fits-all” mindset. Neurodiversity isn’t a checklist or a trend, it’s a broad spectrum of different brains, different needs, and different experiences.

Be critical of social media content. A lot of it oversimplifies or mislabels traits, turning genuine struggles into pop-psych buzzwords. Just because someone forgets their keys doesn’t mean they have ADHD, and not making eye contact doesn’t automatically mean you’re Autistic. Sometimes it’s anxiety, depression, trauma, or just… being human.

If you want to actually understand neurodivergent people, speak to a variety of us. Read widely. Prioritise lived experience, but look for patterns and exceptions. And most importantly, stay open to being wrong.

Join the Conversation

If you are a Neurodiverse professional, thought leader, or advocate, and are interested in contributing to this series, we would love to hear from you. Your insights and experiences are invaluable and can help foster a more inclusive and understanding workplace environment.

Message Cam directly via LinkedIn or reach him through email at cameron@adlib-recruitment.co.uk to express your interest.

Alternatively, you can submit your answers via this form to be featured in this series.