ING Launches “Thru My Lens” Series to Amplify Voices of Neurodiverse Colleagues
On december 3rd, coinciding with the International Day of Persons with disabilities, ING has initiated “Through my Lens,” a four-part series spotlighting the experiences of its employees who navigate work and life with disabilities and neurodiverse conditions. The initiative underscores the financial institution’s commitment to fostering a more inclusive and understanding workplace.
The International Day of Persons with Disabilities serves as a crucial reminder to listen, learn, and appreciate the diverse perspectives that shape colleagues’ journeys, both professionally and personally. The series aims to break down stigmas and highlight the simple adjustments that can make a significant difference.
This series directly supports ING’s broader commitment to a workplace where every individual feels respected, understood, and empowered to succeed and contribute to business impact. Daniele Tonella, a member of the Management Board and sponsor of Disability and Neurodiversity initiatives, expressed pride in the progress made, noting the significant growth of the company’s Enable Employee Resource Groups (ERGs) – now totaling nine across ING – since the launch of its global disability and neuro-inclusion strategy last year. Tonella signaled an ongoing commitment to “pushing for bold changes” as the company looks ahead to 2026.
“Wired Differently” – A Personal Account
The series begins with the story of Amy Brown, a financial crime champion from ING Americas, who offers a candid look into her life with dyslexia and ADHD. Brown explains that understanding her brain’s unique operating system has been key to her success. “Mornings are when I can hyperfocus,” she shares, detailing how she structures her day to capitalize on this peak cognitive period.
Rather than endure a stressful commute, Brown intentionally incorporates walking and a ferry ride into her morning routine.This provides a “calm space to think big and burn off some of my hyperactive energy in a structured way,” allowing her to arrive at work with a clear plan. She proactively emails herself reminders, ideas, and talking points for meetings, effectively preparing for the day ahead.
brown acknowledges that dyslexia and ADHD manifest differently in each individual. For her, tasks requiring intense concentration, such as analyzing spreadsheets, are best tackled during her hyperfocused morning hours. She strategically reserves her afternoons for collaboration and problem-solving.To aid her focus during meetings, she diligently takes notes, a practice she admits may appear intense but is essential for her retention. Her organizational system – a color-coded diary, meticulously organized folders – is a crucial tool for managing her hyperactive brain.She proactively requests reminder emails for commitments discussed informally, not to delegate responsibility, but to ensure follow-through.
brown highlights the positive aspects of being neurodivergent, emphasizing her heightened sensitivity to the emotions of others. “When people are excited, I feed off their energy. Its my favorite part of being neurodivergent,” she says.While acknowledging that this sensitivity can be overwhelming in tense situations, she finds that it fuels her creativity and momentum when surrounded by enthusiasm.
Receiving a diagnosis was, for Brown, a moment of profound relief. Years of questioning “Why can’t I remember things the way othre people do?” or “Why does my brain never switch off?” found answers. She realized she wasn’t “broken-I’m just wired differently,” drawing a compelling analogy to the compatibility of Mac and PC computers.
Brown underscores the prevalence of neurodiversity, citing estimates that one or two in ten people are neurodivergent. She joined the “Through My Lens” series to encourage open conversations, acknowledging the anxieties that both neurotypical individuals and those with neurodiverse conditions may experiance regarding disclosure. Though, she emphasizes that in many teams, neurodivergent colleagues are likely present, even if they haven’t openly discussed it. The more experiences are shared, the easier it becomes to foster understanding, ask questions, and provide support.
