United States
18K followers 500+ connections

Join to view profile

  • Contact Dr. Tiffany for services

    HR Consulting, Business Consulting, Management Consulting, Project Management, Educational Consulting, Program Management, and Strategic Planning

About

I help visionary leaders and organizations amplify neurodivergent engagement and close…

Courses by Dr. Tiffany

See all courses

Articles by Dr. Tiffany

See all articles

Activity

Join now to see all activity

Experience & Education

  • grit & flow

View Dr. Tiffany’s full experience

See their title, tenure and more.

or

By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.

Licenses & Certifications

Volunteer Experience

  • Society for Industrial and Organizational Psychology (SIOP) Graphic

    Diversity, Inclusion, Accessibility Committee Mentorship Committee Leader

    Society for Industrial and Organizational Psychology (SIOP)

    - 2 years 10 months

    Social Services

    I am fortunate enough to mentor an extraordinary SIOP DIAC individual that identifies with a disability on becoming a consultant using the I/O field of knowledge.

  • Society for Industrial and Organizational Psychology (SIOP) Graphic

    Diversifying I/O Psychology Committee

    Society for Industrial and Organizational Psychology (SIOP)

    - 1 year 10 months

    Education

  • Employment development committee

    Thompson Policy Institute - Chapman University

    - 7 years 3 months

    Social Services

  • Capistrano Valley Christian Schools Graphic

    Performing Arts Resource Coordinator and Event Manager

    Capistrano Valley Christian Schools

    - 3 years 11 months

    Education

    Organize volunteers, communication, and event tasks for elementary and junior high performing arts productions.

  • Active member

    Orange County Local Planning Area

    - Present 8 years 3 months

    Social Services

  • Irvine Unified School District Graphic

    Community Advisory Committee Member

    Irvine Unified School District

    - 8 years

    Children

    Performed multiple leadership roles for the CAC, including the chairperson. Created, organized, and implemented a community resource fair with resources for families within southern California.

  • Neurodiversity Celebration Week Graphic

    Panel Leader

    Neurodiversity Celebration Week

    - Present 3 years 4 months

  • Organization for Autism Research Graphic

    Content Specialist

    Organization for Autism Research

    - Present 2 years 1 month

    Education

    Contributor to the Autism employer guide.

  • Committee Member

    Neurodiversity at work research conference

    - 4 months

    Human Rights

Publications

  • After the Honeymoon: A Scientist-Practitioner Approach to Neuroinclusion through Workplace Design and Communication

    Neurodiversity in the Workplace Conceptual and Practical Insights for Increasing Neurodiversity Inclusion Edited by: Daniel J. Svyantek

    Book will be released April 23, 2026: Neuroinclusion is more than just hiring people. This chapter looks at whether it is ethical to promote neurodivergent hiring initiatives without a greater emphasis after the hiring honeymoon. Therefore, examining neurodivergent employee experiences after the initial post‑selection and onboarding of a neurodivergent employee is important. This period is one during which there is a sense of novelty, optimism, and eagerness for the neurodivergent employee. The…

    Book will be released April 23, 2026: Neuroinclusion is more than just hiring people. This chapter looks at whether it is ethical to promote neurodivergent hiring initiatives without a greater emphasis after the hiring honeymoon. Therefore, examining neurodivergent employee experiences after the initial post‑selection and onboarding of a neurodivergent employee is important. This period is one during which there is a sense of novelty, optimism, and eagerness for the neurodivergent employee. The employee is likely excited, and the organization is optimistic about the contributions the neurodivergent employee can bring. However, as time progresses, challenges related to neurodivergence may become more apparent to either the employee or the workplace related to the organization’s neuronormative expectations. A neurotypical person traditionally learns the neuronormative expectations as they are in their job and may be less affected by the diminishing level of support and instructions as the honeymoon phase ends. However, the neurodivergent employee may not learn these neuronormative expectations as clearly, quickly, or even perceive them as important. Expectations of the organization and team members grow and helpfulness declines as any new employee moves out of the honeymoon phase into the normal employment rhythm. This chapter will emphasize two core areas of practice and research that are especially critical during the post‑honeymoon phase to ensure that organizations retain neurodivergent individuals and that those individuals thrive: (1) workplace design and flexibility and (2) communication.

    Other authors
    See publication

  • A Design For All: De-Neurotypicalizing Business Schools fand Achieving Substantive Performativity

    Academy of Management Learning & Education

    Neurodivergent people experience significant disadvantages obtaining and maintaining
    employment. Locating our analysis at the intersection of the performativity, neurodiversity,
    and role of business school literatures, we argue that business schools exacerbate
    these issues by being designed and operated around neurotypical culture, curriculum,
    and teaching practices. Substantively redressing these issues and making business
    schools neuroinclusive requiresmore than the symbolic…

    Neurodivergent people experience significant disadvantages obtaining and maintaining
    employment. Locating our analysis at the intersection of the performativity, neurodiversity,
    and role of business school literatures, we argue that business schools exacerbate
    these issues by being designed and operated around neurotypical culture, curriculum,
    and teaching practices. Substantively redressing these issues and making business
    schools neuroinclusive requiresmore than the symbolic performativity that is typically the
    case with diversity, equity, and inclusion (DEI) initiatives. Instead, there is an urgent need
    to move to substantive performativity through a process that we call de-neurotypicalizing
    the business school. De-neurotypicalization involves challenging and changing the
    implicit neurotypical assumptions that pervade business school education and work
    practices. A key mechanism is applying universal design principles to both learning and
    work. By taking substantive actions toward de-neurotypicalization, we argue that business
    schools will make business education genuinely open to both neurodivergent and
    neurotypical people. Our analysis also advances theory on DEI in business schools by
    illustrating that universal design offers an inclusive solution to broader equity concerns.

    Other authors
    See publication

  • Neurodiversity in the Workplace: What you see may not be what you think

    Workplace In Action

    What we see at work is only a fraction of the whole picture. A behavior that resembles ADHD in one person might stem from trauma, cultural communication patterns, anxiety, executive function overload, or simply the weight of a difficult day. Layers shape human behavior—neurobiology, lived experience, stress, identity, culture, and context—and those layers rarely present in tidy or predictable ways.

    See publication

  • ADHD and career sustainability: a sustainable career ecosystem perspective

    Career Development International

    We explore the perceptions of career sustainability of individuals with attention-deficit/hyperactivity disorder (ADHD) in the United States, taking a sustainable career ecosystem perspective that considers multiple sustainability indicators and different interdependent actors.

    Other authors
    See publication

  • Neurodiversity in Leadership: Creating Inclusive and High-Performing Organizations (Contributor)

    Kogan Page

    I contributed a personal experience vignette to Neurodiversity in Leadership: Creating Inclusive and High-Performing Organizations, edited by Nancy Doyle (Kogan Page). The book highlights diverse perspectives on inclusive leadership, and my contribution reflects my professional and lived experience working in neuroinclusion and person-centered management.

    Other authors
    See publication

  • Diversity Fatigue

    OR/MS Today (INFORMS)

    We are exhausting our organizations with the continuous refocus on efforts on levels of diversity. Money, time, and, most importantly, the emotional and mental energy of managers and employees go into these efforts. Are they working? Do we see a change? This article discusses potential fatigue experienced in the workplace through changing the DEI focus many times within an organization.

    See publication

  • Neurodiversity & Disability Inclusion

    OR/MS Today (INFORMS)

    The complex nature of diversity, equity and inclusion (DEI) requires applying organizational psychology and data analytics to the demanding reporting required to track efforts to advance the representation of different groups within organizations. We are currently seeing an increase in the accountability of organizations for their representation of minorities and underrepresented populations. As organizational psychologists, we look toward the organization to identify the culture, climate and…

    The complex nature of diversity, equity and inclusion (DEI) requires applying organizational psychology and data analytics to the demanding reporting required to track efforts to advance the representation of different groups within organizations. We are currently seeing an increase in the accountability of organizations for their representation of minorities and underrepresented populations. As organizational psychologists, we look toward the organization to identify the culture, climate and employment practices creating barriers to a diverse workforce. The disabled and neurodivergent are substantially missed in many organizations’ focus on DEI. Creating a culture of inclusion combined with normalized practices throughout the employee life cycle can create an environment for neurodivergent and disabled employees to thrive.

    See publication

Projects

  • NDGiFTS International Neurodiversity Movement

    See project

  • Autism at Work Orange County

    - Present

    Partnership with The Spectrum Works, Orange County Aspergers Support Group, and the Thompson Policy Institute Transition Task Force to create Autism at Work effort in Orange County to increase the sustained employment of our highly capable autistic population.

  • Neurodiversity at Work Research Conference

    -

    Assisted in developing the neurodivergent researchers' pre-conference event. Lead the session on neurodivergent entrepreneurs.

Honors & Awards

  • 2025 Neurodistinct Leaders and Allies Making an Impact

    Davis Neurodiversity Summit

  • Top 50 Global Neurodiversity Evangalist

    -

  • Distinguished Alumni Award

    Chapman University

Organizations

  • APA Consulting Psychology

    -

    - Present

  • American Psychology Association

    -

  • Gamma Phi Beta Sorority

    -

  • Society for industrial-organizational Psychology

    Member

  • Strategic Human Resource Management Association

    -

Recommendations received

10 people have recommended Dr. Tiffany

Join now to view

More activity by Dr. Tiffany

View Dr. Tiffany’s full profile

  • See who you know in common
  • Get introduced
  • Contact Dr. Tiffany directly
Join to view full profile

Other similar profiles

Explore more posts

Explore top content on LinkedIn

Find curated posts and insights for relevant topics all in one place.

View top content

Add new skills with these courses

See all courses