That’s Me! in Conversation with Sarfaraz Khan
At Birmingham City University, the That’s Me! project is about amplifying diverse voices and highlighting how employers are working to create fairer, more inclusive workplaces. The project not only showcases lived experiences, but also the role of organisations in supporting staff and creating environments where people can thrive.
For this spotlight, we spoke with Sarfaraz Khan, known to many as “Saf”, a Senior Planner at Corylus Planning & Environmental Ltd., about his role, his experience balancing work with doctoral research, and how being both neurodivergent and from the Global Majority has shaped his journey.
Can you start by telling us about your role and what you enjoy most about it?
Saf:
I’m a Senior Planner at Corylus Planning & Environmental Ltd., a planning consultancy that helps clients secure planning permission for a wide range of developments, from housing and tourism projects to renewable energy schemes such as solar farms.
My role involves managing projects from start to finish. That can include drafting planning statements, reviewing drawings, working with architects and environmental specialists, and sometimes leading on planning appeals. I enjoy the variety of the work and the fact that every project is different.
What I particularly value is that my professional role connects closely to my PhD research. My doctoral work looks at the planning system and, in particular, how effective public participation is in development decisions. Because consultation is such an important part of planning, what I’m learning academically feeds directly into the work I do in practice.
How has your background shaped your journey into planning and postgraduate research?
Saf:
My journey has not been straightforward. I’ve been completing my PhD part-time while building my career and managing significant personal challenges, including family responsibilities and the impact of COVID. At times it has been difficult balancing everything, but I’ve stayed committed because I know how valuable it will be for both my work and my future.
As someone from the global majority, I’m also aware of representation in the profession. In planning and related sectors, diversity can still be limited. In my current workplace, for example, there are only a small number of staff from minority ethnic backgrounds. That said, I’ve had positive experiences with the people I work with and I’ve found my current employer supportive and approachable.
You’ve also spoken openly about being autistic. What support has made the biggest difference for you?
Saf:
The biggest thing I would say is that autism has never stopped me from doing the job. What makes the difference is whether the right support is in place.
For me, practical and personalised reasonable adjustments have been really important. I received support from Autism West Midlands, who helped provide a letter explaining adjustments that would help me in interviews and assessments. That included extra time and the option to ask for questions to be rephrased more clearly if I didn’t understand them.
That kind of support gave me more confidence and meant I could show my strengths properly. It also helped employers understand that the issue wasn’t capability — it was about making sure communication and expectations were clear.
A really important point is that autism is a spectrum. What works for one autistic person may not work for another, so employers should avoid making assumptions and instead ask what support that individual needs.
What have you learned about the importance of inclusive workplaces?
Saf:
I’ve seen both sides of it. Early in my working life, I had a role where I didn’t have the right adjustments or support in place, and it led to misunderstandings and a very negative experience. Looking back, it showed me how easily people can be judged unfairly if employers don’t understand disability or don’t take the time to put support in place.
In later roles, including at Birmingham City Council and now at Corylus, I’ve had much more positive experiences. Having managers who understand your needs, communicate clearly and are open to conversation makes a huge difference.
What advice would you give to other employers on advancing meaningful inclusion?
Saf:
My advice would be: don’t make assumptions, and don’t take a one-size-fits-all approach.
If you’re supporting neurodivergent staff, understand that everyone is different. Talk to people about what works for them, and be willing to make adjustments that are practical and proportionate. Often, small changes can make a big difference.
More broadly, inclusion also means recognising that people can face overlapping barriers. For someone who is both neurodivergent and from a minority ethnic background, the journey into higher education or professional work may look very different.
The key is to create environments where people feel able to be open, ask for support, and still be recognised for their skills and potential.
Saf’s story highlights how inclusion is most powerful when it is practical, personalised and rooted in understanding. His experience at Corylus Planning & Environmental Ltd. shows that supportive working relationships, openness and flexibility can make a real difference — helping people to thrive in their careers while bringing their full selves to work.
Stay tuned for more employer spotlights as we continue to showcase organisations and individuals across the West Midlands who are helping to create more inclusive workplaces.
