During Neurodiversity Week, we caught up with Harley, a 17-year-old from the Wythenshawe district of Manchester with neurodiverse conditions, including autism and ADHD. Harley is currently participating in the Construction Academy course at Morgan Sindall’s Dixons Academy site.
The Construction Academy is an established construction employment programme led by the Skills Construction Centre and hosted by Morgan Sindall in its current iteration. The programme is being delivered at the site of Dixons Newall Green Academy, a new secondary free school operated by the Dixons Academies Trust and funded by the Department for Education. Once completed, the school will serve 750 students aged eleven to sixteen in Wythenshawe.
The Construction Academy offers participants like Harley the chance to explore construction as a potential career and gain practical, hands-on experience. The 12-week course includes site tours, training in bricklaying and groundwork, employability skills such as CV writing, and a four-week work experience placement with local contractors. Participants work three days a week to gain real-world experience.
Harley is currently in the third week of his work placement with dry lining company SCS. We spoke with Harley, his mum, course leader, and employer to learn how this opportunity is supporting his personal and professional growth.
Harley’s Mum, Helen: Overcoming Challenges with Support
Helen shared her immense pride in Harley’s journey. Diagnosed with autism, ADHD, and dyslexia, Harley has faced numerous challenges growing up. As a child, he had difficulty socialising and communicating, often masking his condition at school, which contributed to his academic struggles and failure to pass his GCSEs.
However, Helen was determined to find the right support for him. When she learned about the construction course, she was hopeful it would offer him the chance to build skills that suited his interests and needs. “The course was structured in a way that helped him develop not just practical skills, but also confidence,” Helen said.
At the start of the programme, Harley struggled to open up about his day, often mumbling when asked about it. But as he has progressed, he now has full conversations with his mum, telling her what he did each day. Helen noted, “It’s amazing progress. He’s really enjoyed the practical work placement in dry lining and is keen to progress in this trade.”
She also spoke of how, in his earlier years, Harley didn’t get the support he needed at school, perhaps due to a lack of awareness and training. She believes that the programme and the tailored support from Morgan Sindall and SCS have made a world of difference in Harley’s life. “Harley has always liked structure, and this course and work experience have given him the structure and ‘rules’ he needs to thrive. It’s helping him sleep better, too, as his ADHD makes that difficult,” she added.
Donna Brennan, Course Leader: A Tailored Approach to Learning
Donna Brennan, the course leader, explained the significance of the Construction Skills Academy programme. “The 12-week course was designed with inclusivity in mind,” she said. “We wanted to provide a hands-on experience that would equip participants with practical construction skills, while also offering tailored support.” The programme includes site tours, work experience, and skills development, allowing students to gain exposure to different roles within the construction industry.
For Harley, the course provided a vital opportunity to build on his existing knowledge and develop new skills in a supportive environment. “We could see Harley’s confidence grow as he engaged more with the team,” Donna said. “He developed a real interest in the work and soon became comfortable operating tools like an impact drill, something he had never done before.”
Given Harley’s additional support needs, Donna and Morgan Sindall felt it would be beneficial for him to complete his work placement with SCS, a dry lining company already engaged with the Dixons Academy project. This placement would allow Harley to remain local and familiar with the project site, providing a level of comfort and consistency. The alternative placements, with other employers, would have introduced a new and unfamiliar environment, which could have been more challenging for Harley.
“Harley wouldn’t travel by himself, so keeping him local made sense,” she explained. “It also allowed him to familiarise himself with the project he started on.”
Initially, Alan Spence of SCS was hesitant to take Harley on after the interview, but Donna advocated strongly for him, recognising his potential.
Alan Spence, Harley’s Employer: Unlocking Potential in the Workplace
Alan Spence, project manager of SCS, a dry lining and ceilings contractor, was initially unsure about hiring Harley. “In the interview, Harley was very quiet, and it was difficult to gauge his level of interest,” Alan admitted. “He didn’t make eye contact, which I now know is a sign of autism.” Despite these initial reservations, Alan agreed to give Harley a chance.
Through its involvement with the Greater Manchester Good Employment Charter, Morgan Sindall connected Alan with Monika Wieczorek-Alhamoud, People Director at Pure Innovations - an organisation in Stockport that supports people with disabilities into employment, helping them lead healthy, independent, and valued lives. Monika worked with Alan at the start of Harley’s placement, offering guidance on how best to support him in building confidence and resilience.
For the work placement, Harley has been paired with a more experienced team member, Callum, who supports him on-site. Alan and his team have made specific adjustments to ensure Harley felt comfortable, including briefing the team about his background and needs. They also made sure Harley stayed with a consistent group and toned down site language to ensure clear communication.
The results have been remarkable. “Harley has really come along in leaps and bounds,” Alan said. “He’s adapted well and has shown a keen interest in the practical work. He’s good at following instructions and has really engaged with the technical side of the work. His confidence has grown, and he now speaks up more.”
Alan, who was initially hesitant, has now become a strong advocate for hiring neurodiverse individuals. He recognises that embracing neurodiversity could help fill the skills gap in the industry. “There’s a huge potential in this untapped talent pool,” he added.
Conclusion: Supporting Neurodiverse Talent in the Workplace
Harley’s story is a powerful reminder of the importance of providing tailored support to help individuals with neurodiverse conditions thrive in the workplace. Through initiatives like the Construction Skills Academy, Morgan Sindall is playing a pivotal role in creating inclusive opportunities for young people and contributing to their personal and professional development.
Key takeaways from Harley’s journey:
- Don't judge a book by its cover: Neurodivergent individuals may not initially communicate in traditional ways, but with the right support, they can demonstrate incredible capabilities and passion for their work.
- Be aware of tics and body language: Neurodivergent individuals may avoid eye contact or exhibit other signs, which can sometimes be misinterpreted as disinterest. Recognising these as signs of autism can help foster better understanding.
- Masking is common: Many neurodivergent individuals work hard to mimic others and appear ‘normal.’ This can cause added stress as they exert more energy to fit in, which can negatively impact their wellbeing.
- Sleep issues: Many individuals with ADHD struggle with insomnia, and a structured, physically demanding job can help improve sleep patterns and overall well-being.
- Spark their interest: Many neurodivergent individuals, like Harley, may struggle to engage in tasks they find boring but excel or 'hyper-focus' when they are engaged in something they enjoy. Harley has discovered his interest in construction, a field where he can channel his energy and grow his skills.
- Tailor support for success: Providing consistent support, including clear instructions and briefings for the team, is crucial for ensuring successful integration into the workplace and maintaining safety onsite.
- Give it time: Allowing neurodiverse individuals time to settle into a role and adapt to their new environment can lead to significant growth and success.
Through its partnership with SCS and the Construction Skills Centre, Morgan Sindall has created a tailored and supportive environment to meet Harley’s unique needs, providing a successful case study that highlights the potential for other neurodiverse individuals to thrive in the industry. Targeted training and work placements could unlock the untapped potential of neurodiverse talent, helping to address the skills shortage and contribute to a more inclusive workforce for the future.