What Does it Mean to be Neurodiverse? Ronnie Peet, Sage

Ronnie Peet, IT Global Director, leads the IT delivery of large projects integration platforms, and e-commerce at Sage.

Having worked for multiple companies throughout his career, from civil service to management consulting, a passion for technology has always been prevalent.

Although he has a leadership position with a large team of technology experts at Sage, from a young age, Ronnie always had an inclination that his brain worked slightly differently to others.

Learning to mold himself into difficult situations was his strength and he learnt how to look like the most confident person in the room.

However, it wasn’t until his mental health suffered that he knew something had to change.

Neurodiversity means something different to each person. For Ronnie, it can be a nightmare to live with but also represents strength.

Whether being able to read the emotions of other people or focus on complicated tasks, he believes these differences can be used as a competitive advantage. Looking back on his diagnosis, it was a moment he will never forget.

When I got my diagnosis, it was like the clouds had been lifted in many ways. Everything just started to make so much more sense.

Having opened up about being neurodivergent to friends and family, Ronnie expresses how his relationships with others have changed.

Some people have reached out to me to talk to me about a certain conflict or situation. Now, they now can understand why I reacted a certain way.

This transparency to be open about his differences has been the key to improving himself and coaching others at Sage. As a member of the Ability@sage community, Ronnie wants to ensure the recruitment process at Sage caters to candidates with similar challenges, ensuring there are no barriers to the workplace.

Some of the essentials to getting a job on paper don’t give all candidates a level playing field, nor do some of the interview processes. I know if I had to take an aptitude test at my current job I would fail - most likely because I wouldn’t be able to concentrate for long enough.

With that in mind, Ronnie is keen to open as many doors as possible for people into tech, ensuring anyone, regardless of their background, can have a fair chance of employment.

Alongside his work with local employers and partners including Dynamo, Tech Talent Ready and Tech Talent Engine, Ronnie wants to create a positive ecosystem where companies can work in unison, rather than compete against each other.

Creating a supportive environment where colleagues feel supported and safe is important and Ronnie believes the key to a successful workplace is taking the time to really understand others and be transparent.

When you understand people and their reactions, you can help them a little bit quicker. It takes more time and commitment to the colleagues, but it’s well worth it in the end.

This ability to pivot to his team’s needs has allowed him to recognise when someone is having a bad day or needs an extra helping hand. Speaking from his own experience, Ronnie has a few buzzwords that his team can translate.

Simply telling someone how tired I am feeling would be accepted in good faith at Sage. I also have a few people I feel I can talk to and trust, and that goes a long way. I’m pretty sure everyone has a bad day sometimes. Feeling alone or even ashamed can result in major issues.

I think, as a leader, being able to talk about things that are personal to you is highly respected. Showing your vulnerabilities builds a bond between the leader and the team.

Being a good listener here is key and Ronnie recommends that line managers offer a safe space for employees to talk about their problems, without imposing opinions or adding unsolicited advice. In his words:

Sometimes people just want someone to listen. At the end of the day, my job is to make sure all members of the team feel comfortable, supported, and have what they need to do a good job and meet their goals.

Creating a supportive environment where colleagues feel supported and safe is important and Ronnie believes the key to a successful workplace is taking the time to really understand others and be transparent.

When you understand people and their reactions, you can help them a little bit quicker. It takes more time and commitment to the colleagues, but it’s well worth it in the end.

This ability to pivot to his team’s needs has allowed him to recognise when someone is having a bad day or needs an extra helping hand. Speaking from his own experience, Ronnie has a few buzzwords that his team can translate.

Simply telling someone how tired I am feeling would be accepted in good faith at Sage. I also have a few people I feel I can talk to and trust, and that goes a long way. I’m pretty sure everyone has a bad day sometimes. Feeling alone or even ashamed can result in major issues.

I think, as a leader, being able to talk about things that are personal to you is highly respected. Showing your vulnerabilities builds a bond between the leader and the team.

Being a good listener here is key and Ronnie recommends that line managers offer a safe space for employees to talk about their problems, without imposing opinions or adding unsolicited advice. In his words:

Sometimes people just want someone to listen. At the end of the day, my job is to make sure all members of the team feel comfortable, supported, and have what they need to do a good job and meet their goals.

His next goal? To be responsible for the migration of several systems at Sage, ensuring everyone on his team has the right tools, technology and support to facilitate this move. Secondly, to continue coaching colleagues to, ultimately, be better than he is.

Ronnie also has ambitious goals for the region.

Focusing on collaboration, he wants to change the narrative of the North East and the way local companies are received in the technology market. This involves making it compelling for tech talent to stay in the region rather than moving away and attracting nationwide candidates to the region, ensuring the North East can act as a magnet for talent.

We have so much talent to offer in the North East and there are areas already identified where local tech companies will have to work together, not against, to solve the problem. I want to look back on my career and know I did all I could to create a technology industry that will give people enjoyment and prosperity in many years to come.

If you think that you may be neurodiverse, Ronnie recommends that the first thing you do is talk to someone you trust and, when comfortable, seek professional help.

From his experience, the experts can help you understand more about the way your brain works and processes. It’s often advised, if you have been experiencing difficulties, to pair this with Cognitive Behaviour Therapy. This can help you to understand more about your triggers, where they originate from and how to move forward.

Everyone is different, and no more so, than in the mind. This means different methods will suit different people, but just ‘sucking it up’ tends to make things progressively worse.

For any extra help regarding neurodiverse training or support, feel free to contact the team at info@techtalentengine.co.uk and we will be in touch shortly.