Imagine a world where differences are celebrated, not hidden. That’s the vision behind the International Day of Persons with Disabilities, and this year, we’re shifting perspectives—from orange to purple—to spotlight the experiences of our colleagues living with disabilities and neurodivergent conditions. But here’s where it gets personal: these stories aren’t just about challenges; they’re about resilience, innovation, and the power of inclusion.
On December 3rd, we invite you to join us in listening, learning, and appreciating the diverse journeys of our colleagues at ING. And this is the part most people miss: disabilities aren’t always visible. Some are obvious, while others remain unseen, making it even more crucial to approach these experiences with curiosity, empathy, and an open mind.
Our four-part series, Through My Lens, dives deep into these narratives. Told in the authentic voices of our colleagues, it reveals the daily triumphs and struggles of navigating work and life with a disability or neurodivergent condition. From moments of seamless collaboration to misunderstandings that teach us better ways to communicate, these stories highlight the small yet impactful changes that foster a more inclusive workplace. This series isn’t just a reflection—it’s a commitment to creating an environment where everyone feels respected, understood, and empowered to succeed.
But here’s where it gets controversial: How do we ensure these changes aren’t just surface-level? Daniele Tonella, MBB member and Disability and Neurodiversity sponsor, shares his perspective: ‘I’m incredibly proud of the strides we’ve made since launching our global disability and neuro-inclusion strategy last year. Our Enable Employee Resource Groups (ERGs) have grown to nine across ING, and I’m excited to push for even bolder changes as we move into 2026.’ Yet, the question remains: Are we doing enough? What more can we do to ensure every voice is heard and valued?
Take Amy Brown, a Financial Crime Prevention expert from ING Americas, whose story challenges us to rethink neurodiversity. Amy, who lives with dyslexia and ADHD, shares how she’s learned to harness her unique wiring to excel in her role. ‘Mornings are when I can hyperfocus,’ she explains. By structuring her day around her brain’s natural rhythms—like walking to work instead of taking the subway—she transforms potential overwhelm into productivity. Her color-coded calendars, detailed notes, and reliance on reminders aren’t just quirks; they’re tools that keep her hyperactive mind organized and efficient.
And this is the part that sparks debate: Amy’s heightened sensitivity to emotions, a common trait in ADHD, is both a strength and a challenge. While it allows her to deeply connect with others and feed off their energy, it can also make tense situations linger longer. ‘When people are excited about an idea, I feed off their energy,’ she says. ‘It’s my favorite part of being neurodivergent.’ But how do we create spaces where this sensitivity is celebrated, not stigmatized?
Amy’s diagnosis was a turning point. ‘I realized I’m not broken—I’m just wired differently,’ she reflects. ‘It’s like Mac and PC. Both get the job done; they just do it differently.’ Her story underscores a startling fact: estimates suggest one or two in ten people are neurodivergent. Yet, fear of saying the wrong thing or career repercussions often keeps these conversations silent. Amy joined this series to break that silence. ‘Every open conversation helps,’ she says. ‘The more we share, the easier it is for everyone to talk, ask questions, and support each other.’
So, here’s the question we leave you with: How can we, as individuals and as an organization, foster a culture where neurodiversity isn’t just accepted, but celebrated? Where differences aren’t just tolerated, but seen as essential to innovation and success? Share your thoughts in the comments—let’s keep this conversation going.
