I have always been very honest and frank in my style of communication and have a relentless drive to find outcomes. I think all of this has helped me deliver in my job. Being in a nuclear submarine with no windows and very few distractions was the perfect place for me. I could just focus on my job.

Why did you decide to be open about your diagnosis now?

I have never hidden my diagnosis but now seemed like the right time to talk about it in public. I am the Royal Navy’s Chief Personnel Officer - responsible for 30,000 people as well as all recruitment and training. I want to create an inclusive culture in the Royal Navy where diversity is embraced. That’s why I have set up the Neurodiversity Network for colleagues who have conditions like autism. Championing diversity of thought is the only way an organisation can survive. I hadn’t anticipated the response I got. I have received hundreds of positive LinkedIn messages and countless emails from people around the world. 

Many autistic people hide the fact that they are autistic at work. Can you understand this?

Of course, people are frightened by difference. If you don’t belong to the ‘collective’ then you can be made to feel you are not welcome. I have always found it strange that, although we are constantly being told that we are all individuals and unique, society wants us all to act and be the same.

What do you think of the shocking statistic that only 22% of autistic people are in any kind of employment?

That the autistic talent pool is not being utilised and autistic people are not being given the chance to fulfil their potential is a terrible reflection on society. We need diversity of thinking. We need autistic people’s talents. Organisations should be looking at people on their merits alone. Organisations should be embracing difference and creating cultures where difference thrives, and everyone is given a fair chance.

What are you doing in the Navy to encourage neurodiversity?

We are in the process of adapting our recruitment and onboarding process so that it works for neuro-diverse applicants. This includes asking candidates whether they would prefer a face-to-face interview or on screen. Perhaps they want to submit written answers and that’s ok. We want people to come into the organisation feeling that they don’t need to hide. For the Royal Navy to succeed we must accept it is difficult to compete with adversaries in terms of mass or technology, but we have a chance to compete in terms of thinking. I hope what we are doing in the Royal Navy will be a model for all the Armed Forces.