An ambiguous 'yeah, sure' in response to something someone has worked hard on can genuinely spiral into 'I'm terrible at my job and I'm about to be let go.'

This isn't oversensitivity. It's Rejection Sensitive Dysphoria - a neurological response that affects a significant proportion of people with ADHD, and one that most managers in the film and TV industry have never heard of.

The antidote isn't excessive praise, which can make things worse. It's specific, honest, timely feedback, with the ‘why’ always included.

We've written a practical guide for HODs and managers on communicating with neurodivergent teams. No diagnosis required.

You get a diagnosis. And then you get sent home.

 No follow-up support on the NHS. No one who sits you down and explains what this means for how you work, what you might need, what you could do differently. Just a label for the thing you've been managing alone for years.

For many people in the film and TV industry - particularly women who've spent decades masking in a high-pressure freelance environment - the diagnosis comes late. Sometimes very late. And when it does, the question isn't 'what does this explain?' It's 'now what?'

The film and TV industry attracts a disproportionately high number of neurodivergent people. And yet it remains one of the least-adapted working environments for them.

The focus puller who responds bluntly on the radio isn't being difficult. The production coordinator who misses an update on a chaotic shooting day isn't disorganised. The camera assistant who disappears between setups isn't skiving.

These are neurodivergent brains doing exactly what they need to do to keep functioning, in an environment that was never designed with them in mind.

We've written about what neurodivergence actually looks like on a film set, why it gets so consistently misread, and what genuinely helps. Not generic diversity guidance but specific to how this industry works.