Neurodiversity refers to the different ways the brain can work and interpret information. It highlights that people think about things differently, have different interests and motivations, and are naturally better at some things than others. A neurotypical brain means that the brain functions and processes information in the way society expects (The University of Edinburgh, 2024).
It is estimated that around 1 in 7 people are neurodiverse,accounting for more than 15% of people in the UK (NHS). With a rapid rise in self-identification, up to 20% of the population now consider themselves neurodivergent, influenced by a greater awareness and reduced stigma (Options Autism 2025).
Although some people may decide not to pursue a formal neurodiversity assessment, some individuals may meet a diagnostic threshold for conditions such as Autism, Attention Deficit Hyperactivity Disorder (ADHD), Dyslexia, Dyscalculia, Dyspraxia, and Tourette’s. These are lifelong differences in how someone thinks, learns and processes information. Importantly, a formal diagnosis is not required to adjust your working practices, improve efficiencies and remove barriers to opportunities, training or daily working life.
At Nicholsons, we strongly believe that diversity in all forms enriches workplace culture by drawing on a wealth of perspectives, knowledge, backgrounds, experiences and cultures. Neurodiversity can present challenges for individuals but in balance, it can introduce unique perspectives and creativity, enabling new approaches to problem-solving. Neurodiversity is wide-ranging but overall, neurodiversity can benefit organisations in the following ways:
Enhanced creativity and innovative thinking
Exceptional problem-solving skills
Heightened attention to detail and accuracy
Strong pattern recognition and analytical strength
Visual and spatial thinking
Authentic and direct communication
How can employers and colleagues support individuals with neurodiversity / neurodiverse traits in the workplace?
The green sector naturally lends itself to this, with many roles based outdoors and in varied environments, often physical and task-based, with a clear structure. Sensory overload can be a trigger for people with neurodiversity but natural environments tend to be quieter, calmer, and more predictable.
A member of Nicholsons’ garden management team mulching garden beds in early spring
There is no ‘one-size-fits-all’ approach when providing suitable strategies to ensure that everyone can contribute their best in life and at work. However, inclusive working practices benefit everyone, including individuals with neurodiversity or neurodiverse traits.
Workplace adjustments designed for colleagues with neurodiversity or neurodiverse traits improve clarity, flexibility, and wellbeing, benefitting everyone. Good neuroinclusion is simply good workplace design.
For example:
Clear, structured communication reduces misunderstandings, improves consistency and supports busy or remote teams.
Suggestions for achieving this:
Use plain language to avoid confusion.
Provide written follow-ups after meetings with a concise summary of key discussions, actions and expectations.
Use infographics or imagery, where possible, to communicate in a succinct way.
Some of Nicholsons’ woodland managers studying maps to identify opportunities for woodland creation
Access to quiet or low-sensory spaces can support better concentration and reduce stress.
Suggestions for achieving this:
Provide quiet spaces, focus zones or noise-cancelling tools where it is safe to do so.
Adjust notifications and interruptions to allow for deep focus and avoid distractions.
Clear role expectations and structured workflows can reduce cognitive load, especially during high-pressure periods.
Suggestions for achieving this:
Define roles and responsibilities.
Share transparent expectations and deadlines.
Offer prioritisation guidance.
Make it clear when flexible methods of achieving the same outcome are possible. Can various communication channels be used? Can resources be displayed differently?
Inclusive meeting design can result in more efficient meetings and increased psychological safety.
Suggestions for achieving this:
Share agendas and materials in advance to allow for pre-thinking.
Provide written summaries for clarification after briefings and meetings. Share meeting minutes, actions and deadlines so everyone understands key decisions and what is expected of them, by when.
Encourage turn-taking without pressure to ensure all attendees have an opportunity to contribute.
Accessible documentation & resources save time, improve information retrieval and support diverse working styles.
Use consistent templates.
Clearly signpost resources.
Use accessible formats with a legible font size, clear graphics and captions when necessary.
Methods such as dictation and read aloud functions not only improve efficiency but also remove any barriers to communication. These support tools are integrated within frequently used applications such as Outlook and Microsoft packages.
A major UK survey found that inclusive workplace design had a direct impact on productivity, job satisfaction, engagement and overall company experience (The Inclusive Workplace Design Report, Oktra, 2024 – 2026). Of course, a more tailored approach should be considered where individuals require specific support beyond the inclusive working practices mentioned above.
This may include…
Adjustments to the recruitment process to enable individuals to demonstrate their knowledge, experience and skills and attract a broader talent pool.
Assistive technology such as text-to-speech (read aloud technology) and speech-to-text (dictation) to communicate effectively.
Organisation tools such as time blocking for deep focus, applications or mind mapping tools to structure thoughts and projects.
Alternative fonts, formats or coloured overlays to reduce visual stress and visual distortion.
Is neurodiversity connected to mental health?
Neurodiversity refers to lifelong, natural differences in how the brain works, whereas mental health refers to emotional well-being and psychological states that can change over time. There is some correlation between neurodiversity and mental health. For example, poor mental health can sometimes be a result of unsupported neurodivergence.
UK studies consistently show that green spaces reduce stress, support wellbeing and improve mental health, which is important because people with neurodiversity can experience higher stress, burnout and sensory overload. This may be due to a range of factors, including increased cognitive demand where additional effort is required to complete tasks which others may take for granted or masking difficulties if individuals feel pressure to conform.
Nicholsons’ foresters and ecologists completing a woodland survey
The study of the correlation between access to green spaces and mental health is extensive.
One of the largest studies in this area shows that every 10% increase in access to green and blue spaces was linked with a 7% reduction in risk of anxiety and depression (National Institute for Health and Care Research, 2024). If the average adult in the UK spends approximately 30 minutes per day in nature, consider what the impact is for people who work a 40-hour week in office settings in inner city locations. How does this contrast with people who work a 40-hour week in nature?
One of Nicholsons’ arboriculturists tree climbing for a project
The green sector plays an increasingly important role in supporting wellbeing and inclusion.
By adopting a people-first business culture, including nurturing early careers and encouraging new talent into the industry, supporting learning and development and providing inclusive working environments, the green sector provides holistic benefits to people, place and planet.
Nicholsons designs, creates and manages beautiful spaces for people and the planet. With offices in Oxfordshire, Northamptonshire & Gloucestershire, the positive impact of our environmental consultancy and project management spans the UK. Our community outreach is evident both locally, through Forest Schools and early career development, and our fundraising efforts extend beyond this to support our biodiversity restoration programme in Kakamega rainforest and Women in the Wild project in the Enonkishu Conservancy within the Maasai Mara. This vital work supports communities and empowers women through job creation and sustainable sanitary provision.
Some of the Nicholsons’ team fundraising for Women in the Wild by completing a Tough Mudder in 2025
To find out more about us, our work and current career opportunities, please visit our website: https://www.nicholsonsgb.com/.
This article has been written by Charlotte Harris, associate director of people, communications an events at Nicholsons.
New green design tool, elemental is set for an initial launch on 19 March.
Developed to support garden designers, landscape architects, and landscapers bolster their natural capital when designing and creating outdoor spaces.
A condensed version of elemental debuted at the RHS Chelsea Flower Show last year, where it reduced carbon emissions across all show garden categories by 25%.
Head of sustainability at the Royal Horticultural Society (RHS), Malcolm Anderson notes there is a “danger of carbon tunnel vision in sustainability”, and while the new green tool is designed to reduce emissions, it can also contribute to other climate and biodiversity-based areas.
The web-based app will calculate a project’s score based on questions across five categories; material management, soils, water and air, biodiversity, and people.
Liz Nicholson, managing director of Nicholsons and who spearheaded elemental comments:
“It’s centered around natural capital…it’s not just about carbon, it’s about climate and nature and all the impacts that humans are having on our planet.”
She adds that the tool is intended to be a “design tool rather than an accreditation process.”
Nicholsons, alongside the Society of Garden and Landscape Designers, the British Association of Landscape Industries, the Landscape Institute, and the RHS are all funding the tool.
It is also being supported by the Horticultural Trades Association and the Association of Professional Landscapers.
Element will be widely launched later this month, and will be free to access for members of the partnering organisations.
Additional sponsorship is being sought after to ensure the tool can continue to evolve over time and offer even more additional support in creating climate-positive, nature-friendly spaces.
Questions regarding the use of elemental can be sent to Farm Carbon Toolkit – collaborating partner for the tool – at calculator@farmcarbontoolkit.org.uk.
Nicholsons has rewarded Dai Lewis’ 11 years at the company by appointing him to the board.
He first joined the group as principal woodland director back in April 2013 and has now been appointed as associate director (forestry).
Lewis says: “Having qualified as a woodland manager many years ago and being heavily involved with the clear up of the storms in 1987 and 1990 in the southeast of England, contracting has been core to my experience.
“I have had the privilege of working on many prestigious contracts including projects involving landscape mitigation and restoration, translocation of ancient wood, woodland creation plus many more.
“My landscape experiences have made me a better forester and has undoubtedly allowed for a unique and diverse approach to interdepartmental working at Nicholsons.”
Prior to his time at Nicholsons, he spent a year at the Crown Estate after a 23-year stint at Tilhill Forestry as part of a career spanning nearly 40 years.
Nicholsons is a family business, which focuses on quality environmental services with an emphasis on sustainability.
In a statement, Nicholsons says: “Dai has had a lead role within the forestry department for four years so this is a welcome and natural progression.”
Its clients include the likes of Blenheim, the University of Cambridge and IM Properties Developments and it offers comprehensive environmental and ecological consultancy services, garden and woodland design, management and contracting services.
For more information about Nicholsons, you can visit its website.
As the industry prepares to chart the course of change with new initiatives and legislations on the horizon, it is no surprise a number of companies are setting out their goals for the year ahead with the ecological and economical climate in mind.
We heard from a number of recognised companies within the industry to find out their goals for 2024.
“2024 is the year that the need for sustainable approaches to landscaping is going to become essential. As an industry, we have focused on issues like peat free compost and using electric tools and electric vehicles but I feel businesses in general need to adopt end to end sustainable principles.
“At Nicholsons we have developed the green design audit with the RHS to cover all aspects of natural capital and societal impacts in the work we do.
“We’re delighted to share this with everybody in our industry and hope that 2024 will enable all bodies across the industry to collaborate to make sure that our industry gives best opportunities to climate and nature.
“In Nicholsons specifically we are working hard to collaborate across all of our divisions to give clients the best offer on creativity, quality and best value underpinned by an absolute commitment to sustainability.”
“Following our success in delivering high-quality landscaping works across the South, this year we will be looking to expand our operational footprint even further, with a particular focus on growing our customer base in the Kent region. Having recently opened up a depot in Kent, we’re really looking forward to being able to service developments across this area more effectively and efficiently.
“We have worked hard over the years to establish ourselves as one of the most responsive and reliable landscaping contractors in the South of England. During 2024 we will continue to raise awareness of our business and its excellent reputation by ensuring the service we offer exceeds industry expectations.
“We were delighted with the success in 2023 of our design and installation package with fantastic results on some specialist projects. We plan to further grow our design services for existing and new clients. We will be delivering more bespoke designs, specialising in show home and sale areas, providing landscaping which meets project aspirations, both aesthetically and commercially.”
“We’re continuing on our mission to build the most desirable brand for external shading in the UK. There are many elements to this, but of particular focus in 2024 will be brand recognition with end consumers. We’re investing more than ever to drive product and brand awareness across all media, subsequently helping to bolster sales for our trade installers.
“On top of this, we’re also planning on training more installers than ever, having just released 168 spots on our Installer Training Academy, which provides real hands-on experience on how to correctly survey, install, commission and maintain our products.”
For more information on the Louvered Pergolas course, visit here, and for more information on the External Blinds and Awnings visit here.
Caribbean Blinds is offering an exclusive 50% discount off training booked up until 30th April 2024 with the code PLBA24.
So while we may only be a couple months into 2024, it is safe to say these companies are setting their new year goals high.
The importance of establishing targets is perfectly summarised by Lynne Taylor of the Landscape Academy;
“Goals are a crucial aspect of any successful business whether these are short or long term, they give direction for both the business and employees. At the Academy we continually set goals throughout the year, so some of the goals we’re aiming for this year were set up in 2023. As well as looking forward to a new year, we also look back.”
Professional horticulture might be exempt for now, but a ban on using peat is looking ever more likely by 2030. The government announced last August that sales of peat to amateur gardeners in England will be banned from 2024, and it pledged to help the professional horticulture sector speed up its transition to peat-free alternatives, recognising that it faces “additional technical barriers that will take longer to overcome.”
There are growers, though, which are already taking the leap. Take Greenwood Plants, which says it is on track to be fully peat free by the end of this year. One in four plants are already potted in peat-free compost, which managing director Melanie Asker says the nursery plans to ramp up as it enters the growing season. “As growers of around six million plants a year, this is a huge undertaking, but we are fully embracing the peat-free challenge.”
As is Kent-based How Green Nursery, which managing director Simon Sutcliffe says is “well on [its] way to achieving peat-free status.” Whilst the majority of its home-grown and bought-in plants continue to be grown in peat, it is currently ‘growing on’ in peat-free alternatives. It has been trialling these for the last 15 years before settling on its “current recipe” 18 months ago.
“We are now really happy with the quality of the plants and losses are minimal,” says Sutcliffe. “Importantly, water consumption has not increased from the days of using peat. Our growing media contains mainly bark fibre which has the ability to retain water during the summer months.
“A lot of peat-free compost is based around coir fibre that isn’t great at holding water – water being a valuable and sometimes scarce commodity with extremes of weather. Coir is also shipped halfway around the world, so the carbon footprint is not good.”
And carbon is, after all, one of the biggest reasons the industry is looking to address its use of peat. Peatlands are the UK’s largest carbon store and extraction releases carbon dioxide into the atmosphere, contributing to climate change. Not only that but it also disturbs habitats in the wider landscape and reduces the peatland’s ability to mitigate flooding. As such, the government’s goal is to restore 35,000ha of peatlands by 2025, with only 13% in a near-natural state at the moment.
Following government proposals back in 2011 to address the degradation of peat bogs, Nicholsons – a landscape company in Oxfordshire which has its own 22-acre nursery – started incrementally trialling peat-free alternatives on all its crops. Last year, it accomplished growing all its production potting in peat-free compost.
One of the challenges in switching has been around managing water and nutrition. There have also been some “rooting ‘issues’” and a “difference in crops”, which plants director Merlin Brooke-Little says “have not always been to the crop’s detriment but have been different to the peat standard.”
By slowly switching over to peat and monitoring the process, Nicholsons has developed a better understanding of how different crops require various levels of water and nutrition, but Brooke-Little says that managing the compost and the feed in extremely hot weather is still a “learning process”. “Finding the sweet spot of enough water at regular intervals over leeching nutrient does require constant attention.
“The compost mix will have been adjusted several times over the years to account for wetting agent, base fertiliser and amount of CRF (controlled release fertiliser) per m3. We have had concerns over the heating of the compost when held in bulk bags and when tipped loose – sometimes the heat would be such that the CRF would have been activated. Regular turning and cooling of the compost have helped.”
To tackle rooting being poor and more noticeable in the top five to 10cm of its pots, where the crop tends to dry out the most, Nicholsons now puts bark mulch on its crops to help maintain a better equilibrium in that layer.
It’s a series of trial and error for these nurseries, and Bernhards Nurseries is arguably ahead of the curve. The nursery, situated in Rugby, switched to producing all its plants peat free 10 years ago, having felt the need to change from its customer base. It swapped peat for Melcourt Silvamax, which managing director John Marsden had years of experience with and felt would be best suited for the wide range of plants and trees grown at Bernhards.
“Working with Melcourt, we selected the right mix, CRF content and any additives to suit, and got to work,” explains Marsden. “The first few years we had some small issues, but it was simply a learning curve. [Scottish minister] Neil Gray was a great support, really helping us to tweak our production to suit. The overall technical backup was a great help, and over the past decade the professional Silvamix media has continued to improve, to the excellent blend we have today.”
Bernhards’ water usage has reduced, perhaps surprisingly, as a result. It waters more frequently but for shorter periods, reducing its water usage by on average 7% each year. “The media feels ‘more open’ due to having a higher ‘air-filled porosity’ (AFP) than peat,” says Marsden. “We have also noticed that we get fewer losses from water logging, reducing wastage due to this. In some cases where we know we will be potting hungrier plants that may be in the pot longer – such as some evergreen shrubs – we may ask for a slightly higher amount of CRF to be added to the blend.”
The biggest problem for nurseries at the moment, though, is finding suitable peat-free compost for seedlings, explains Sutcliffe. “We and other growers are finding this the ultimate challenge as heavy losses are being incurred at the moment. Once we nail this issue, our status will be totally peat-free.”
Then there’s also the “hesitance of other growers both here and especially abroad to make the switch,” he adds. “We outsource plants for our clients, and all but one supplier is still growing in peat.”
For Asker, the challenge Greenwood Plants expects to face as a commercial grower is getting a reliable and consistent supply of peat-free growing media that is economically viable. “Our trials involve exploring new types of growing media to support our annual production – we are trying different commercially available peat-free growing media. The trials allow our production team to tweak the growing media composition to get the pH, nutrient levels and structure right, as well as alter the irrigation programmes to compensate for the lack of moisture-retaining peat” – all of which seems fruitless if the suitable alternative is not available in vast quantities.
This is potentially where the RHS’ new £1m five-year to research sustainable alternatives to peat in large-scale commercial settings comes in. It has appointed peat-free postdoctoral fellow Dr Raghavendra Prasad to help the horticultural trade transition to sustainable growing media by working with five growers which collectively produce more than 46 million plants each year.
Professor Alistair Griffiths, director of science and collections at the RHS, says: “It’s vital that the RHS works collaboratively with industry and government to research new, peat-free growing media technologies. We know there are already many peat alternatives out there, and even more as yet untapped, so we need to collaborate to develop and share best practice guidance to ensure that peat – which when intact can store carbon for thousands of years – stays in the ground.” And ensure the government’s target of restoring 35,000ha of peatlands by 2025 seems more within our reach.
