“I’ve always been a creative person”, Noy shares. “I naturally gravitated towards art and design, and today I channel that into creating digital products that make employees' workdays better and more enjoyable.” From building internal HR platforms to exploring how employees can safely and compliantly use AI technology, Noy’s work is all about putting people’s needs first. “If we can build something that not only makes people more efficient but also makes them smile, that’s a successful project in my eyes.”

Reading Harry Potter

But her journey to Deloitte wasn’t without challenges. Noy, who is dyslexic and has ADD, grew up in a family that recognised and supported her neurodiversity from an early age. “My parents caught it early on, and I got extra help with reading and writing”, she explains. “What really made a difference was my dad reading Harry Potter to me – the story captured my imagination so much that I pushed myself to read on my own.”

Despite this early support, entering the workforce brought new hurdles. In one of her firstjobs, Noy’s dyslexia wasn’t met with understanding. “I had a manager who corrected my spelling mistakes in front of clients during a presentation. It was humiliating. There was no patience, no support – just criticism.” Joining Deloitte, and its Neurodiversity Network, was a game changer. “From the beginning, I felt seen. I didn’t have to mask my differences anymore. They were acknowledged and embraced by the organisation”, Noy says.

Advocating for real change

She quickly became a core member of the Neurodiversity Network, which focuses on raising awareness, building community, and creating educational initiatives for leadership. “We recently had our first brainstorm for a learning curriculum and even organised workshops for leaders during Neurodiversity Celebration Week”, she shares proudly. Noy’s work within the network isn’t just about advocacy — it's about practical change. She’s been involved in projects with Deloitte’s Workplace Services to improve office spaces for neurodiverse employees, like adding more quiet rooms and campaigning for less sensory overload in open-plan offices. “We are just getting started”, she says. “But it’s exciting to see real steps being taken."

Within her own team at the Digital Factory, Noy has found an environment where openness is the norm. “Many of my colleagues are neurodiverse. It feels safe to talk about it. People support me, whether it’s reviewing documents or understanding my communication preferences.”

Yet, Noy acknowledges that challenges remain, particularly around traditional performance evaluations. “Written communication, like fast-paced group chats and long emails, is always going to be difficult for me”, she explains. “Sometimes, corporate environments still unconsciously favour people who fit a narrow communication style. It’s not about unwillingness – my brain just works differently.”

Together, we’re stronger

Through her design work, network activities, and advocacy, Noy wants to influence the workspace to be even more inclusive. Her message is clear: if you have the platform and the support, use it to advocate for others. “If you feel safe enough, be loud for those who can’t be. By making yourself visible and vocal, you create space for others to feel secure and proud too. Together, we’re stronger.”

Looking ahead, Noy is excited to keep combining her creativity and her passion for inclusion. “As a designer, I’m always thinking about how we can build products and experiences that work for everyone, including those who are neurodiverse. It’s not just about accessibility — it’s about celebrating different ways of thinking and working.”