Macmillan Meets… Melanie Francis, Director of Neurodiversity at Work, Do-IT Solutions

In our latest edition of Macmillan Meets, Leanne Boddy, Associate Director at Macmillan Davies talks to Melanie Francis, Director at Neurodiversity at Work, Do-IT Solutions, to talk about her 30-year career in HR, her personal journey into the world of neurodiversity, and what HR professionals can do to support inclusive hiring authentically.

Tell us about your career to date

I’ve been in HR for 30 years - which seems unbelievable when I still feel like I only left school yesterday! My first role was in pensions, straight out of school, doing something very similar to an apprenticeship. I studied Business and Finance on day release, and it was the “Personnel” module that really captured my interest.

Getting into HR wasn’t easy. Even back then, entry-level jobs wanted a CIPD qualification, and I couldn’t see how I’d get that without first landing a role. So, I made a leap - I sold my car, moved to Manchester, and enrolled in an HND in Business & Personnel at Manchester Met. I was 21, technically a “mature student,” and living in a student village in a huge city. It was quite a culture shock!

I came home after a year, finished my qualification part-time while working, and eventually landed a maternity cover role in my local hospital’s HR team. That was the springboard - I’ve worked in HR ever since, in roles spanning telecoms (including Vodafone), publishing, and academia, developing strong generalist HR experience. I was HR Director at Saïd Business School for eight years before leaving at the end of 2019… right before COVID hit.

Unfortunately, the new business I’d joined was heavily reliant on international travel - which vanished overnight. I suddenly found myself out of work. It was terrifying but also turned out to be a gift. I started freelancing, became a furlough ‘expert’, and realised I was far more resilient - and entrepreneurial - than I’d given myself credit for.

What inspired your specialism in neurodiversity, and how did that grow into a consultancy and training practice?

My son was diagnosed with autism at age 10. Before that, we’d been navigating extreme anxiety, and the frustrations of long NHS waiting lists. As a single parent, it was overwhelming, and I was lucky to be able to access private assessments and support - but that only answered some of my questions. I wanted to understand more. So, I began learning everything I could about autism, which quickly expanded into neurodiversity as a broader concept.

What I discovered changed the way I saw the world - and HR. We often treat neurodivergence as “other,” but the reality is that we’re all neurodiverse, because every brain is wired differently. That insight made me realise that so many of our HR practices - recruitment, interviews, onboarding, development - are unintentionally designed for a narrow definition of “typical.” And that doesn’t serve any of us.

So, I started speaking about it - at CIPD events, in HR groups - and people started coming to me. Eventually, I partnered with Professor Amanda Kirby at Do-IT Solutions, a global leader in neurodiversity. Together, we created training specifically for HR professionals, including our Neurodiversity HR Masterclass and CPD-accredited programmes. Earlier this year, I officially joined the business as Director of Neurodiversity at Work.

Gartner says 55% of HR leaders feel underprepared for neurodiversity and inclusive hiring. How can organisations build that capability authentically?

First, I think we need to let go of the idea that HR should already know everything. It’s okay to say, “I don’t know enough about this yet.” That’s the first step.

My advice is to bring in people who do have that expertise. At Do-IT, we work closely with HR teams to build real understanding - from what neurodiversity is (and isn’t), to what the law says, what case law is telling us, and how to embed inclusive practices across the employee lifecycle.

Importantly, this work isn’t about adding more to your plate - it’s about designing better systems, removing barriers, and helping everyone thrive. This isn’t about “them” - it’s about all of us. We all think differently, process differently, and work differently. The sooner our policies reflect that, the better our workplaces will be.

Reflecting on your journey, what’s surprised you most? And is there anything you’d do differently?

I’m not someone who believes in regrets - every challenge has been a lesson. But if I had to name a surprise, it’s how HR still has to fight to prove its value.

We’re often the ones asked to justify our seat at the table, yet every business needs two things to survive: money and people. We’re the people experts. Without us, you don’t have a thriving culture, a sustainable workforce, or a talent pipeline.

So yes - I’ve been surprised (and at times disheartened) by how easily the profession can be dismissed, especially when public perception gets skewed by a headline or high-profile incident.

What’s the best piece of career advice you’ve received — or would give?

If something sparks your interest, follow it. Reach out to someone doing that work. People are so generous with their time if you just ask.

Also, get yourself a mentor - someone who can share wisdom, open doors, and help you navigate your next steps. And if you can, invest in a coach too. My coach has been instrumental in helping me reflect, reframe, and make bold decisions. He says I do all the work, but really, it’s his questions that unlock everything.

Above all, work out what energises you. When you do what you love, the energy follows. I’ve been lucky to find a specialism that I genuinely care about, and it’s made all the difference.

Tell us a little more about your work

I’m Director of Neurodiversity at Work at Do-IT Solutions, a tech-for-good organisation focused on helping businesses become more neuro-inclusive. We offer a range of training - from line manager sessions to HR-specific workshops, e-learning, and neurodiversity champion programmes. I’m especially proud that our work is CPD-accredited and built for real-world HR needs.

Earlier this year, I was named one of HR Magazine’s Most Influential - the only one recognised for a specialism in neurodiversity - which was a huge honour and a real milestone. I’m determined to keep using that platform to push the conversation forward and make neuro-inclusion a central part of our profession.

Get in touch

Should you wish to have a confidential chat with Leanne Boddy to discuss the current HR market or your search for work/recruiting into your team, please contact her directly at lboddy@mdhr.co.uk

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