A Day in the Life: Elle’s Story

Elle, a framework analyst at Amentum, describes a working day built around ADHD and autism: a fixed morning routine, a hyperfocus window for detailed analytical work, and a genuine two-hour break rather than a standard lunch hour. It sets out the practical adjustments her manager introduced, and makes the case that disclosing a neurodivergent condition, while not risk-free, was what let her thrive rather than just get by.

Written by VERCIDA for Amentum.

How neurodiversity helped shape a brilliant career at Amentum

Elle’s day begins at 6:00 am. Before doing anything else, she takes her ADHD medication. It’s important that she takes it at the same time every day because without it, she struggles to function at her best. By 8:30 am, when most of her colleagues begin logging on, the medication is taking effect and she’s ready to engage.

Work that was made for her

Elle works as a framework analyst at Amentum as part of a wider team that supports the UK’s fleet of nuclear power stations. Her role involves analysing complex data to keep key processes running smoothly. One of Elle’s key strengths is her ability to identify patterns that others may miss, such as spotting inconsistencies in multiple, interconnected systems. Neurodivergent cognitive traits such as this are fundamental strengths in her current role.  

Elle explains that she loves working with structured systems where outcomes are clearly defined as correct or incorrect. “Codes and formulas are patterns,” Elle explains. “They’re either right or wrong. That’s where I’m most comfortable: in the binary.” Her attention to detail and meticulous approach enables her to identify issues that might otherwise be overlooked.

A typical working day

Elle’s mornings are structured to support high-focus tasks. She schedules video calls with her line manager and colleagues during this time, when her concentration levels are high.

By mid-morning, once she’s mentally prepared and has structured her day, she enters what she calls her ‘hyperfocus mode’. This is her prime time to focus intensively on complex analytical work, identifying patterns and resolving issues. She schedules dedicated focus time in her calendar to reduce interruptions during these tasks and uses noise-cancelling headphones to minimise distractions.

Elle incorporates a two-hour break into her working day, enabled by starting work earlier in the morning. It’s not a traditional lunch break; depending on her needs, she may rest, exercise, or engage in repetitive ‘stimming’ activities that help regulate her focus. Later in the day, as the effects of her ADHD medication reduce, she relies on established routines to maintain productivity.

Accommodations that work

Elle discussed her requirements with her line manager, Dawn, who was keen to better understand her needs and what would support her performance.

Dawn says: “Small adjustments really do make a big difference, allowing us to be at our very best and enjoy working in a psychologically safe environment. We all play a valuable role in supporting our colleagues; having a truly inclusive culture allows everyone to bring their authentic self to work and to realise their full potential. Elle is a key member of our team.”

The adjustments introduced included noise-cancelling headphones to support auditory processing, a height-adjustable desk to enable movement, and a two-hour midday break to help her reset. In addition, “body doubling” sessions were implemented, where Elle and her manager work independently on tasks while connected on a video call. This approach creates mutual accountability and helps Elle maintain concentration.

Ongoing Challenges

When attending the office, Elle wears corporate clothes: black trousers and a shirt. Nobody told her she must, but she knows everyone else will dress like this and feels the need to wear similar attire. As a result of her sensory sensitivities, the feeling of the formal fabric can cause her focus to shift away from work and onto how uncomfortable she feels, creating distraction and fatigue.

Her communication style, which is often direct and blunt, is also a challenge. Her ADHD makes her ramble when nervous; her autism makes her precise and clinical when focused. She can struggle to adapt her style to meet expectations, but colleagues who are familiar with her working style understand.

What surprised her most

Elle’s manager asked: “What do you need to thrive?” Not only did she listen, but she also recognised Elle’s strengths, readily agreed to accommodations, and encouraged Elle to be her authentic self.

This level of engagement and flexibility was not something Elle had previously experienced. In a previous role, Elle found that rigid structures and limited flexibility created challenges, leading to fatigue and reduced job satisfaction. In contrast, her role at Amentum provides an environment where her working style is accepted. Since joining Amentum, Elle is no longer worn down by an environment that couldn’t meet her needs. Now she’s confident, happy and feels appreciated for the work she delivers.

Considering Disclosure?

Elle recognises that disclosing neurodivergent conditions in the workplace can create uncertainly and risk. However, she also knows this: if you’re struggling and your employer doesn’t know why, they can’t help.  Autism and ADHD are protected under the Equality Act, where their impact is substantial and long-term, and many employers are willing and happy to provide support.

Elle’s view is: “If you don’t feel safe and comfortable to disclose, then maybe you’re not in the right job and you could do better.”

Disclosure is a personal decision. But finding a workplace where you can be yourself is invaluable, because they do exist.