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  • Unlock Employee Potential

Workplace Performance, OH Health & Adjustment Solutions

Supporting individuals to navigate and overcome long-term sickness, neurodivergence, and menopause challenges to rebuild confidence, capability, and career sustainability.


Evidence based strategies and reports to enhance performance and unlocking potential and staff retention.

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Trusted by industry pioneers

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“Workplaces thrive when people feel seen, supported, and understood.”

“1 in 4 women consider leaving their job due to menopause. Let’s change that.”

“Neurodivergent employees bring innovation. Inclusive workplaces unlock it.”

94% of Neurodivergent women will experience severe menopausal symptoms without support and guidance and may leave.

“Because great minds do not have to think alike.”

Connecting the missing piece of the puzzle.

  • Thrivergent Solutions

About Us

Organisations face mounting pressure to manage long-term sickness, reduce absence, and uphold Equality Act 2010 obligations without compromising performance. HR teams are navigating complex decisions around ill-health retirement, capability, and escalating legal risk. Things go wrong when medical insight and legal alignment are missing. Thrivergent Solutions bridges that gap.
We provide:

  • Physician-led Occupational Health Assessments
  • Equality Act–aligned Workplace Adjustment Reports
  • Neurodiversity & Menopause Coaching and Workshops
  • Support with long-term absence, capability, and policy

We help organisations build psychologically safe workplaces where people feel supported and able to succeed. When you change the environment, you change what is possible.

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Trusted by industry pioneers

“Workplaces thrive when people feel seen, supported, and understood.”

“1 in 4 women consider leaving their job due to menopause. Let’s change that.”

“Neurodivergent employees bring innovation. Inclusive workplaces unlock it.”

94% of Neurodivergent women will experience severe menopausal symptoms without support and guidance and may leave.

“Because great minds do not have to think alike.”

Connecting the missing piece of the puzzle.

  • The Equality Act 2010

Why It Matters

The Equality Act 2010 requires employers to support employees with disabilities, including ADHD and long-term health issues, by making reasonable adjustments in the workplace.

Acting early helps organisations:

  • Reduce legal and tribunal risk
  • Prevent costly grievances
  • Retain experienced staff
  • Build inclusive, high-performing teams
Legal Compliance & Risk Reduction
Inclusive Culture & Employee Retention
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  • Who I Work With

Employees and the Teams Around Them

ADHD and health-related challenges rarely affect just one person. When misunderstood, they impact entire teams.

The goal is simple: turn potential barriers into strengths.

Explore The Services

Employees and Professionals

One-to-one coaching to improve focus, structure, confidence, and performance at work.

Managers and Leaders

Practical strategies to support neurodivergent staff and meet Equality Act responsibilities.

Organisations and HR Teams

Training and workshops to create neuro-inclusive, menopause-aware, psychologically safe cultures.

Schools and Education Providers

Support to improve retention, engagement, and wellbeing across staff and students.

Portrait of confident woman holding notebook in office setting. Group of people sitting in background and engaging in discussion

“Inclusion isn’t a policy; it’s a practice.”

Naznin Stevens

  • Why Choose Me

Because Real Experience Drives Real Understanding

This work is not theoretical.
Having navigated ADHD both personally and professionally, I understand the realities behind workplace policies and conversations. My approach combines lived experience with structured, evidence-based coaching.

Clear guidance. Practical strategies. Measurable outcomes.

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  • Blog

Workplace Inclusion Insights

Guidance on ADHD at work, reasonable adjustments, menopause support, and Equality Act responsibilities — written for UK employers and professionals.

Burns v Gitpod (2025): When Misconduct May Be Disability-Related

Burns v Gitpod (2025): When…

The tribunal decision in Burns v Gitpod (2025) highlights a growing area…

Why Most Long-Term Sickness Dismissals Fail at Tribunal

Why Most Long-Term Sickness Dismissals…

Dismissals linked to long-term sickness often fail not because the absence was…

Reasonable Adjustments and Sickness Absence: Where Employers Go Wrong

Reasonable Adjustments and Sickness Absence:…

One of the most common tribunal risks arises from failure to consider…

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  • testimonials

Success Stories

Hear from employees and organisations who have strengthened performance, confidence, and workplace culture through targeted support.

I have had a couple of sessions over the telephone with Naz recently and I have more booked. She has been very helpful in getting me to think about my situation and given me some actions to which I have taken on board. She is assertive in her words and no messing about and sugar coating anything that works for me. It has been a wake-up call to realise the situation I find myself in work. I am grateful to Naz to talk to as I don’t have anyone else and no one at work to talk to about it. She has given me the first steps to approach things”.
I have found Naz to be a pleasant and approachable person and I find it easy to talk to her, even about difficult subjects. The very first meeting with her I was anxious leading up to the appointment but long into the appointment Naz helped me feel more comfortable and relaxed. I came out of the meeting feeling better about myself and my situation. She also helped me get a position volunteering at a charity shop to help build my confidence”. Although progress is slow which is expected., Naz has been very patient, kind and understanding which has been great help to me and I do feel that I am making progress”.
Not only is she super attentive and has helped me out so much, her positivity and optimism has also helped me a lot too. Having great people skills and a funny, bubbly personality can make a difference when I’m struggling. Thank you once again for providing such invaluable support. I’m truly grateful for Naz’s dedication and positive impact it has on myself and my well-being”. “I just wanted to say thank you Naz for all her help and kindness with regards to my work-related stress. Without Naz’s help I would have left the company where I have worked for forty years but she has given me the courage to carry on. I have found Naz very supportive and professional in everything she does. I always look forward to speaking to Naz as I know that she is able to guide me in the right direction”.
Naz has a wealth of experience and, as I am an older woman, I feel that she understands the issues and concerns that I have that are impacting on my anxiety and mental health at this time”.
Communication throughout the process was supportive, prompt and efficient. The feedback was professional and above expectations in personal contact by telephone. Also, guidance beyond the scope of the actual assessment was much appreciated.
Naz Stevens had been an incredible source of support and expertise. Her knowledge and commitment to helping us stood out. She approached our challenge with professionalism and kindness, making the entire experience both productive and positive. I sincerely appreciate Naz’s help and highly recommend her.
Very professional and approachable. We were updated on every stage of the process, and the team were very supportive. Communication was always good, always very good advice
Communication throughout the process was supportive, prompt and efficient. The feedback was professional and above expectations in personal contact by telephone. Also, guidance beyond the scope of the actual assessment was much appreciated.
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