LUC celebrates neurodiversity with activities and support

Many HR leaders feel unsure about Neuroinclusion. And that’s the best place to start. This week, I’ve been inviting HR leaders to take part in research on how organisations lean into neuroinclusion at work. Something interesting kept happening. Many replied with a version of the same sentence: “We don’t do neuroinclusion perfectly, so we’re probably not the right fit.” The thing is, no one does it perfectly. Not a single organisation in the world has this all figured out - and that’s ok. This is where we are today. But we don’t need to be perfect to talk about inclusion. What we can talk about are: 👉The challenges we face - whether it’s in systems, attitudes, resources 👉The obstacles we see ahead - because let’s be honest, changing the status quo is hard 👉And how we’re trying to move around them. Because every time we share our perspectives (even those that we see as imperfect), we chip away at misconceptions. And we make a sensitive topic less uncomfortable. So if you’d like to talk about nauroinclusion and share your insights alongside the world’s most respected organisations, have a look at my original invitation - link in comments. And DM me now 😊 I promise, we will all learn a lot along the way. Happy Friday! 🎉 Duysal Aşkun Çelik, PhD. Sarah Hathorn, PhD Ülfet UZUNKOCA Nathan Bray -------------- Hi! I’m Anna 👋 At HumanKind, I help organisations build cultures where disability and neurodiversity thrive – a mission inspired by my son, who lives with a physical disability and autism.

NEEDS is the conversation you need to be having! When needs are not met at work, people feel disrespected, undervalued, and are far more likely to leave. When needs are met, people feel more psychologically safe. When needs are met, people will better engage and collaborate. When needs are met, people will build strong and loyal relationships. When needs are met, people STAY! Some people have more needs than others. Some people don't feel safe sharing their needs at work. It is not necessary to share vulnerable information to have needs met! Accommodating needs does not and should not require doctor notes! Diagnosis and disclosure intersect with privilege. The more intersecting marginalized identities a person has, the less resources they may have and the more discrimination and judgement they will face. In the conversation of needs, no disclosure or diagnosis is necessary. Needs shared and met. This is the work of neuroinclusion: Recognizing that we all have needs. Creating more inclusive and accessible spaces. Honoring each other's unique minds and nervous systems. The biggest barriers to neuroinclusion are stigma, bias, and discrimination. By removing pathology, diagnosis, disclosure, and accommodation from the conversation and focusing on universal needs, the barriers lesson. Want to make a close friend or loyal employee at work TODAY? Ask: ➡️ What are your access/support/sensory needs and how can we help meet those needs so that you can feel more successful and safe at work? Cue sigh of relief and gratitude. Are you looking for ways to address and celebrate #ADHDAwarenessMonth? NEEDS is the conversation you need to be having. ---------------------------------------------------------------------------- Need support around neuroinclusion in your workplace? Reach out! Want to learn more today? My book "Creating Cultures of Neuroinclusion" is available on Amazon in audio, ebook, and paperback. Want the neuroinclusion framework NOW? Visit my website (link in comments). #teams #HR #neuroinclusion #neurodiversity #PsychologicalSafety

Yesterday (October 20) LiveWorkPlay supported the launch event for Public Service Neurodiversity Week 2025 at the National Art Gallery of Canada here in Ottawa, and from across the country via Zoom. LiveWorkPlay has partnered with more than 40 federal departments and agencies for historic hiring of people with intellectual disabilities and autistic persons over the past 10 years. Our Employment Supports Team was represented at this event by Anna Nelson, Robert Olsen, Joëlle Perrier-Olsen, and Joshua Gray.  Public Service Neurodiversity Week (PSNW) is a Government of Canada-wide initiative led by Infinity (https://lnkd.in/gqpPb2M5) The Network for Neurodivergent Public Servants. Now in its second year, PSNW brings public servants together to build a more inclusive and accessible federal public service.  Specific goals include: - Raise awareness about neurodiversity and the experiences of neurodivergent employees in the federal workplace - Celebrate the contributions of neurodivergent public servants - Promote conversations about cognitive accessibility - Encourage neuroinclusion across departments and agencies This year’s theme "Many Minds, One Mission" is a reminder that our differences are a strength, and that when many minds work together, they build a stronger public service that delivers for Canadians. LiveWorkPlay has a busy schedule of events all week long, so please stay tuned for more information and celebrations!

Thank you for those who joined us for our event: Neurodiversity in the Workplace at Adelphi University 🌟 On October 15, members of the Adelphi University community gathered at Alumni House for a meaningful and timely panel event: Neurodiversity in the Workplace. Co-hosted by Diana Damilatis-Kull, LMHC, Director of the Bridges to Adelphi Program; Tom Ward, Assistant Vice President of the Adelphi University Center for Career and Professional Development; and Chotsani Williams West, EdD, Assistant Vice President of the Office of Diversity, Equity, and Inclusion, this event brought together students, alumni, faculty, staff, and industry professionals to explore how we can foster more inclusive, supportive, and equitable work environments for neurodivergent individuals. The evening featured valuable insights from Spectrum Designs, one of Adelphi’s premier employment partners known for its inclusive hiring practices. Alongside them, a representative from one of our employer partners within Adelphi’s Office of Information Technology Services, as well as several neurodivergent students and alumni, shared their personal journeys navigating education, employment, and advocacy — offering the audience firsthand perspectives that were both powerful and deeply human. As one panelist put it: “Inclusion isn’t just about opening the door — it’s about changing the room so everyone feels like they belong.” Events like this serve as a vital reminder that neurodiversity is not a challenge to be solved, but a strength to be embraced. Creating spaces where all individuals can thrive begins with awareness — and continues through intentional action. We extend our deepest gratitude to everyone who made this event possible — especially our student speakers, alumni, and partners who continue to push the conversation forward. Let’s keep working together to build a future where neurodivergent professionals are recognized, supported, and celebrated — not only for what they do, but for who they are.

🌟 A Powerful Start to the Midlands Ability Network Empowering Productivity Series! 🌟 This morning , we proudly launched the Empowering Productivity Series — a new initiative by the Midlands Ability Network focused on inclusive, practical approaches to disability in the workplace. Our first session, “Through Our Eyes: Barriers in the Workplace”, featured two incredible speakers, Alex Stitt and Andrew Caffrey from BID, who shared their lived experiences as a deaf and blind employee. Their insights were both moving and enlightening. 💬 I was struck by how something as simple as a drop-down box can be a major obstacle for someone with sight loss, or how an intercom without video is ineffective for someone who is deaf. Most importantly, it reminded us how powerful it can be to simply ask questions to better understand someone’s needs. 💡 This series is here to: Address real workplace challenges Share impairment-specific insights Promote meaningful change Encourage inclusive strategies that work 📅 Upcoming Sessions planned to include: 18th November 2025Disability Confident – What is it? Why is it worth signing up? 16th December 2025Disability History Month – Reflecting on the progress and the journey ahead. ......and more planned for 2026 🕥 Sessions run every third Tuesday of the month, 10:30–11:30am via Microsoft Teams. Membership is free, and recordings are available to registered participants. 👉 Join the conversation. Be part of a growing community committed to building workplaces where disabled individuals can thrive. 🔗 Drop the fabulous Laura Bladon an email on laura.bladon@dfnprojectsearch.org to get signed up Dr Mark Fosbrook PLY Richard Day Darren Canning Victoria Whitehouse Melissa Milner Debra Roche Lucy Perez Suneal.P Ram Kissun FIEP Léyoh Goodall Dr Theresa Robberts Tina Costello OBE Megan Aplin Natasha Heritage Leanne Andrews Robert Powell Elizabeth Heath Carl Konadu BEM Guy Venables FIEP Eleanor Deeley Caitriona Harnedy Suki Gill Dawn Page Jamal Miah Trish L. Joanne Van AIEP Arfeena Mehmood MBPsS Chris Kingsbury Tony Hyland MBE Tony Carr Isobel Taylor Nabila G Alice Hargreaves pam johnson Paul Glover John P. Tabriz Hussain West Midlands Growth Company Judy Gibbs MIEP Phil Taylor Nikki L. #MidlandsAbilityNetwork #EmpoweringProductivity #InclusionMatters #DisabilityAwareness #WorkplaceInclusion #Accessibility #LivedExperience #DiversityAndInclusion #JoinTheConversation

“We celebrate neurodiversity here.” 🎉 Do you? Or do you celebrate it until someone actually shows up with access needs? Neurodivergent people aren’t quirky mascots for your inclusion posters. They’re human beings navigating burnout, masking, and systems never built for them. Real inclusion means letting people stim in meetings. It means flexible deadlines, sensory-friendly spaces, and not punishing different ways of thinking. Stop calling it accommodation. Start calling it equity. Neurodivergent at work isn’t a trend. It’s survival in a world that still calls regulation “professionalism.” #Neurodiversity #InclusiveWorkplace #TraumaInformedCare #AccessibilityMatters #AutismAcceptance #ADHDAwareness #DisabilityJustice #TheIdentityClinic #RealInclusion #WorkplaceCulture

I’m delivering a free Mildon webinar THIS THURSDAY!! We're Not Family: Building a Community of Care in the Workplace Many organisations describe themselves as a “family.” While well-intentioned, this language often implies that you need to fit in, behave in a certain way or gloss over differences to belong. It risks creating cliques, discouraging honest dialogue and downplaying diversity. A healthier and more inclusive approach is to build a community — where differences are respected, individuality is valued and care is authentic rather than forced. In this session, we’ll draw on practices from community development and systemic coliberation. These approaches help groups share responsibility, work across differences and build cultures where everyone is valued and supported. They are particularly relevant in a corporate context because they provide practical ways to create workplaces that feel safe, fair and inclusive. By the end of the session, you will learn: - How to connect meaningfully across differences so that everyone feels seen, heard and included - How to empower individuals through team-wide collaboration so that everyone’s value is respected and celebrated - How to foster a culture of care and empathy so that people feel supported and able to do their best work To attend, please register here: https://lnkd.in/ed_fgtP3 #webinar #edi #dei #workplaceculture

🌍 At TTAG, we believe that building inclusive and equitable workplaces starts with awareness. The upcoming webinar by the Tourette Association of America will address an essential and often overlooked topic — Competency Bias — the tendency to underestimate someone’s abilities based on assumptions rather than actual performance. This kind of bias can create unfair barriers, especially for neurodivergent individuals, including those with Tourette Syndrome, affecting their professional growth and confidence. 💼 Join this valuable session to learn how competency bias shows up in the workplace and discover practical strategies to overcome it, foster inclusion, and create environments where everyone can thrive. 🗓 November 18 ⏰ 7:00 PM ET 🔗 Register here: https://bit.ly/4nHk216 #TouretteSyndrome #Neurodiversity #Inclusion #ProfessionalDevelopment #TTAG #TouretteAssociationOfAmerica #CompetencyBias

Today marks the start of Dyslexia Awareness Week.. Dyslexia is often talked about in terms of challenges, but it also brings strengths such as creativity, problem-solving, big-picture thinking, and resilience.   Yet too often, workplaces aren’t designed to allow those strengths to shine. True inclusivity means creating cultures where different ways of thinking are recognised as valuable! Small steps can make a big difference: 🔹 Using clear fonts and layouts in documents 🔹 Encouraging multiple ways of sharing ideas (not just written) 🔹 Promoting awareness so colleagues understand and appreciate neurodiverse perspectives Let this week mark in the change in your workplace. #neurodiversity #awareness #dyslexia #inclusivity #workplaceinclusivity

From Assumptions to Empowerment This week I had the opportunity to attend the 2025 Able South Carolina Employer Summit, celebrating value and talent during the 10th anniversary of this important gathering. Several themes stood out to me: 🔹 Inclusion doesn’t stop at hiring — it’s about creating workplaces where people feel valued, supported, and empowered to grow. 🔹 Not all disabilities look the same. In Some are visible, others hidden, situational, or dynamic. Our responsibility as leaders is to move beyond assumptions and ask empowering questions that unlock potential. 🔹 AI as an accommodation. Tools like speech-to-text, task organizers, and proofreading apps are helping create equity in the workplace. And research shows workers with disabilities are 1.5x more likely to have AI skills than their peers — a powerful reminder of the innovation this talent pool brings. 🔹 The power of disclosure and authenticity. Keynote speaker Anna Schmid shared her journey with courage and candor, reminding us that embracing one’s full identity is not only freeing but also fuels leadership (and it’s a journey). One message echoed across the day: Disability ≠ inability. People with disabilities are natural problem-solvers whose resilience, adaptability, and creativity drive innovation and business growth. I left inspired to continue building spaces where every individual has the opportunity to thrive. I challenge you to check your assumptions and consider how you might use the power of curiosity to learn and empower those around you. #TiffaneLeads #LiveFullyLeadBoldly #InclusiveLeadership #LeadershipInAction #InclusionMatters #FutureOfWork #FromAssumptionsToEmpowerment