St Asaph Housing Association Uses Reverse Mentoring to Drive Inclusion in the Workplace

A North Wales housing association has established a ‘reverse mentoring’ programme to ensure it offers an inclusive workplace for neurodivergent colleagues.

St Asaph based ClwydAlyn employs over eight hundred people, across the North Wales region. Its ‘reverse mentoring’ initiative saw neurodivergent employees take on the role of mentors, guiding colleagues, including the company’s Chief Executive, in open and honest conversations about inclusive working.

According to the NHS, one in seven people in the UK is neurodivergent, this includes dyslexia, autism, ADHD, dyspraxia and more. The scheme provided an opportunity for neurodivergent staff to share their lived experiences, shedding light on daily challenges that they could encounter in the workplace. Mentees were encouraged to ask questions, to help them gain a deeper understanding of how to create a more inclusive and supportive working environment.

Paul Taylor founded Hafan Pawb (Haven for All), ClwydAlyn’s neurodivergent peer support group in October 2021. The group has been instrumental in creating valuable inclusive opportunities for neurodivergent staff at ClwydAlyn.

Said Paul: “Reverse mentoring isn’t just about learning, it’s about listening, challenging assumptions, and driving real change. When senior leadership can connect with employees from diverse backgrounds, they gain powerful insights that shape stronger inclusion strategies, foster psychological safety, and create a workplace where everyone feels valued and able to bring their true selves to work. It’s a simple concept with the power to turn passive support into real action for change.”

Feedback from mentors and mentees has highlighted the programme’s powerful impact. Participants recognised that the conversations they had, not only benefit neurodivergent staff but can also improve flexibility and understanding for everyone across the organisation.

Mentee, Sian Williams, Executive Director of People, Culture and Communications said: “I was proud how our mentors shared their perspectives and insights openly and honestly. We can see actions already emerging highlighting some of the things we can do to foster an inclusive workplace culture that benefits all employees.”

Mentor, Katie said: “I found it helpful listening to others in the group [talking] about things that they struggle with that I do too, how they find ways to work around them or tools they have found to help.

“There seems to be a real commitment by the people involved to making ClwydAlyn a place that people can thrive, it is not just a tick box exercise.”

Mentor, Vincent added: “Raising our heads and showing people that we can be fully functioning, productive and important members of the organisation is one way to challenge perceptions.

“I feel this has been a really productive set of conversations all designed to create the kind of dialogue an organisation needs to understand with an ever-developing workforce.”

Mentor Cath said: “I feel this scheme is groundbreaking, and that much learning and dialogue has taken place.”

Mentee Hannah concluded: “If employees feel heard and valued, they’re more likely to stay and thrive, reducing turnover and increasing job satisfaction. It’s important that programmes like this are followed up with any amendments that would benefit employees.”

The ‘reverse mentoring’ programme has already had such a positive effect, that ClwydAlyn now plans to expand the initiative, inviting more staff members to take part in reverse mentoring opportunities in the future.

To find out more about working at ClwydAlyn and employment opportunities currently available, visit: Work for us