Supporting Neurodivergent Individuals

Creating a Neuroinclusive Workplace: The Importance of Providing Clear Information When fostering neuroinclusion, one of the most effective strategies is providing clear, detailed information about the workplace environment. This can significantly reduce anxiety and help neurodivergent employees feel more comfortable and prepared. Here’s how you can improve inclusivity especially for neurodivergent hires who may be more anxious not having clarity over expectations. Physical space: Share details about desk arrangements, hot-desking systems, and how to book spaces. Offer a map or virtual walkthrough to familiarise employees with the layout. Highlight quiet areas for those needing focus or a calm environment. Hybrid working: If hybrid work is an option, explain how to arrange it and the policies around flexible work. Logistics and wayfinding: Provide travel options, including public transport and parking details. Add key landmarks near the office to aid pathfinding. Office rules: Be clear about dress codes, food policies, and guidelines for using perfumes. Make sure there's transparency around language, hierarchy, and how to take breaks. Support systems: Assign a “work buddy” to help new employees learn the unspoken rules and norms. HR policies: Offer clear explanations of policies and expectations, including job roles. Provide a glossary if acronyms are frequently used. By being explicit and organised in sharing this information, you help build an inclusive and supportive workplace for everyone.

Here's how emotional processing might be different for neurodivergent people: 👉 Alexithymia: difficulty identifying or feeling our emotions unless extreme, which may appear as 'all or nothing' numbness 👉 Hyper-empathy: feeling other people's feelings before our own to the point of pain & taking responsibility that's not ours to take 👉 Impacted self-awareness & emotional regulation: feeling emotions without even realising, experiencing 'shut down', or ruminating intensely 👉 Rejection Sensitive Dysphoria: intense emotional pain at real or perceived rejection 👉 Delayed emotional processing: emotional responses hitting days, weeks, or months later, sometimes triggered by something completely unrelated 👉 Social communication differences: saying or focusing on the 'wrong' thing in response, which is misinterpreted 👉 Relating through shared pain: empathising through sharing our own experiences, which can sound like we're 'making it about us' 👉 Strong sense of justice & fairness: experiencing moral rigidity (things are very right or very wrong) & intense passion about helping others 👉 Masking: feeling a heightened intensity around how we and our emotional responses are being 'perceived', resulting in increased pressure to perform as 'normal' - making us feel worse overall Unsurprisingly, all of this can result in burnout - or the 5-13x higher risk of suicide for some neurodivergent people. On Saturday, I was supposed to be in Doha airport, flying back to the UK. On Sunday, I woke up to the news that someone I know had passed away. Today, I woke up to the news that a family member had died. My way of processing is to write: so if you're feeling similarly overwhelmed by the state of the world, I hope this helps. Life is hard enough without us beating ourselves up for how we're wired to process it. Please take this as a reminder to be kind to yourself and others - and to live. 💛 Does this resonate with you?

Want better participation? Tell people what to expect in advance. This is a simple and powerful accessibility practice. (and Free!) Some people need more time and information to prepare for meetings, events, or new situations. For example: Autistic people may have a hard time with uncertainty, and knowing what to expect ahead of time is important. Others with ADHD may need more time to organize their thoughts or plan their schedule. Knowing what to expect can help us prepare and reduce anxiety. This is not just for neurodivergent people. Clear information in advance helps most people focus and participate at their best.... including those who may be new to the company, the culture, or who simply prefer details ahead of time. Example: The Museum of Flight in Seattle practices this by sharing a "Social Narrative" on their website. It is a PDF guide that uses photos and short descriptions to show visitors what they will see, hear, and experience before they arrive. (available in English, Spanish and Chinese) Social Narratives are an accessibility tool developed to support Autistic visitors, but also benefit many others. Examples of how you can apply this at work: - Send a meeting agenda before the meeting - Tell people in advance if you want them to present - Share photos of a venue or check-in location before an event - Give new employees a written overview of their first day, including where to park, where to enter the building, who will meet them, and who to call if they get stuck. 💬 What examples would you add? When people know what to expect, they can show up more prepared to participate at their best. This is your Minds of All Kinds tip of the week. For more cognitive accessibility tips, read my chapter in "Digital Accessibility Ethics: Disability Inclusion in All Things Tech" edited by Lainey Feingold, Reginé Gilbert, MBA and Chancey Fleet. #Accessibility #CognitiveAccessibility #NeuroInclusion [Image description: A square black and white graphic. Headline: "Tell people what to expect in advance." Below the headline is an illustration of a map with a location pin and a dotted route. Three bullet points: "Send an agenda," "Share photos of the venue," and "Tell people if they will be asked to speak." Below the bullets in bold italic text: "What examples would you add?" The Minds of All Kinds TIPS logo]

The research-backed view, emerging in recent years, is that neurotypical (NT) people and neurodivergent (ND) people are merely speaking different, but equally valid, social languages. As such, it’s on NT people, as much as it is ND people, to bridge the communication gap. While not everyone needs to become an expert on everything there is to know about autism, ADHD, and other neurodifferences, there are a few behaviors NT people can act on immediately to move towards a shared understanding with the NDs in their lives. * Check your assumptions. Beth Radulski, an autistic academic and researcher, advises allies not to assume that someone isn’t paying attention to what you’re saying simply because they aren’t ticking off all the boxes on your NT social cues checklist. Instead, gauge the outcome of the conversation for both of you. Was there shared understanding? Were mutual goals clarified? * Communicate clearly and unambiguously. This is certainly one of those areas where there’s a lot of variability between what works best for one person versus another, but as a general rule, you can’t go wrong with keeping your language free of euphemisms, sarcasm, and vagueness. * Stay flexible. Your ND coworker’s state of being is highly variable. They may have seemed just fine in that 9 am meeting, but don’t be surprised if their energy seems very different later that same day. Many ND people are susceptible to becoming overwhelmed or fatigued by sensory input. * Ask. If you’re unsure of what an ND coworker or other ND individual in your life might want or need, ask! One of the most important questions you can ask is, “How do you prefer to be communicated with?” #neurodiversity #neurodivergent

I'm thrilled to be back delivering Learning & Development content on Neurodiversity for clients — this time, in person. I’m so grateful that my work allows me to travel, see new places, and meet brilliant people. That being said, travel isn’t always easy for me. As someone with dyslexia, the journey itself brings its own set of challenges. From reading lots of signs, to managing time pressures, to keeping my anxiety under control in environments that can feel overwhelming. My lived experience is the reason why I do the work I do. Neurodiversity in the workplace isn’t just about what happens at work, it’s about everything that surrounds it too. 💡 Here are 3 tips I’ve learned that help me travel smoothly as a neurodivergent individual: 1️⃣ Prepare visually — I take photos/screenshots of tickets, maps, and key information so I don’t have to rely on memory or re-reading signs in a rush. 2️⃣ Build buffer time — I give myself extra time between connections. This reduces anxiety and gives me space if something doesn’t go to plan. 3️⃣ Anchor yourself — I use calming techniques like listening to music, focusing on my breathing, or even repeating positive affirmations to stay grounded during transitions. Neurodivergence doesn’t mean you can’t thrive in demanding environments. It means you thrive differently. I’m proud to show up authentically, challenges and all, and I hope sharing my story encourages others to do the same. Here’s to more workplaces (and journeys) that recognise and support difference. #Neurodiversity #Inclusion #LearningAndDevelopment #Accessibility

International Day of People with Disability came and went. But the ableism stays. Lately I’ve been thinking about how ableism shows up around communication and cognitive processing - especially in professional settings. Too often, our workplaces are built around neurotypical communication norms: ✅ Fast = smart ✅ Eye contact = confidence ✅ Small talk = connection ✅ “Social fluency” = professionalism But these assumptions exclude a lot of people. Particularly neurodivergent folks and those working in a different language from the one they speak at home. What the research tells us is clear: ➡️ Many neurodivergent people (autistic, ADHD, etc.) communicate in ways that differ from these norms and are regularly misjudged because of it. ➡️ These differences aren’t deficits. But rigid expectations turn them into barriers, especially in hiring, meetings, and performance reviews. ➡️ The problem isn’t just individual bias - it’s that our systems weren’t designed with neurodiverse folks in mind. Here’s how we shift that: Decouple speed from competence. - Allow time to process. Send agendas and questions ahead. Value reflective thinking as much as quick talking. Stop equating confidence with presentation. - Tone, eye contact, and body language don’t determine capability. Offer multiple ways to contribute. - Written, verbal, asynchronous. Choice improves access, inclusion, and engagement for everyone. Review hiring and performance systems. - Are you testing communication skills or social conformity (otherwise described as "cultural fit"? 📸: Attending an IDPWD event with my peer and collaborator Ainslee Hooper. We show up for each other - not just on one day, but in how we challenge and change the everyday systems that exclude.

Neurodivergent folks have our own, functional, and valid way of communicating. But for too long, we’ve carried the full burden of “translating” in order to be understood by the neuromajority. Too much of the time, cross-neurotype communication leaves both sides feeling misunderstood or frustrated. The key to successful cross-neurotype communication is recognizing and respecting that there are two very different ways of connecting happening here at the same time. And, perhaps more importantly, understanding that one style of communication isn’t better than the other. Alleviating stressful cross-neurotype communication starts with… Ask, Don’t Assume: If someone’s responses seem different than expected, ask for clarity instead of assuming intent. Remember, clarifying questions are not about power dynamics, but an effort to understand. Embrace Different Communication Styles: Some people need extra processing time, while others may be more direct. Value the unique approaches each person brings. Offer Options for Communication: Some feel more comfortable writing, while others prefer speaking. Allowing options, like email and live conversation, creates modes for everyone. Keep It Specific: Avoid indirect language, which can be confusing. Be clear about expectations and intentions to reduce misunderstandings. Add as much context as possible. Cross-neurotype communication takes patience, respect, and a genuine willingness to meet each other halfway. It takes actionable effort to create shared spaces where everyone feels heard and understood. Hi, I’m Becca! I was late-identified as Autistic at 36, and since then I’ve been dedicating my life to research and advocacy that focus on improving the quality of life of Autistic adults. Follow me and check out my website BeccaLoryHector.comfor resources and more! Document description: all pages have a navy blue background with some details in yellow. Part of the text from above is spread throughout the pages in white bold font. #AutisticAdults #Autistic #Neurodiversity #neurodivergent #neuroinclusion

The job market is still a mess and I'm genuinely concerned about some of the things I'm hearing about out there 😧 The search can be particularly terrifying for #neurodivergent folks 🧠 Here are 🔟 simple ways to create a better candidate experience for neurodivergent job seekers: ♥ Offer accommodations. It could be as simple as adding 'please let me know if you need any communication adjustments' to the bottom of the interview confirmation email. It will mean a LOT to those who need it. ♥ Use a VC tool with autogenerated captions. Tools like Zoom, Microsoft Teams and Google Meets have these installed. Allow candidates to use an AI notetaker if they need it. ♥ Create visuals. Whether it's directions to the office, a link to the interviewer's LinkedIn profile or a visual timeline of the interview process, this will be incredibly helpful for ND candidates and relieve anxiety around the interview. ♥ Use clear and concise language in job descriptions, interview questions, and communication materials. Avoid jargon, internal lingo or overly complex language. I think it's safe to say that nobody wants that. ♥ Keep candidates in the loop throughout the process. Provide timely updates, even if it's with bad news. Transparency means everything to ND job seekers. ♥ Be mindful of sensory sensitivities. For example, if you're bringing people to the office for an assessment day - offer earplugs or a quiet space for them to focus. ♥ Evaluate candidates based on their skills and potential. Consider alternative assessment methods that may better showcase the strengths of neurodivergent individuals such as pairing on a task. ♥ Offer constructive feedback to unsuccessful candidates. Explain why they didn't fit, with suggestions for improvement. Make sure you also offer encouragement and share what they did well. ♥ Pay it forward. If the ND candidate isn't successful, offer resources and support to help them navigate the job search. This might include information about accommodations, mentorship programs, or support groups. ♥ Remember - there is a human being behind every single resume. Show them that you see them and that you value their time and effort.

Here’s something I wish every manager understood: #Neurodivergent employees aren’t “asking for too much” when they #advocate for the conditions they need to thrive. They’re asking for clarity, structure, and communication that should have existed in the first place. For many of us, working well means working intentionally. That can look like: → requesting clear, actionable instructions → choosing written communication so nothing gets lost → clarifying priorities to avoid overwhelm → mapping out a detailed plan to stay focused → taking a moment to process before responding → using scripts or templates to communicate confidently → opting out of social events when we’re drained → wearing headphones to manage sensory load These aren’t signs of difficulty. They’re signs of self-awareness. They’re signs of someone who knows how their brain works and is building a system around it. And when workplaces embrace these needs without judgment, neurodivergent #talent doesn’t just participate, they excel. Which of these has helped you the most in your own daily workflow? 👋🏽 I’m @Jhillika Kumar, I write daily posts that help neurodivergents build fulfilling careers! Follow for tips and an inside scoop as we build our startup Mentra in the heart of SF!

69% of employees report their manager has as much impact on their mental health as their spouse, far exceeding their doctor (51%) or therapist (41%).* The leadership climate you cultivate is your team’s most significant psychosocial variable. When the environment is harsh or unclear, your talent is forced to pay a systemic tax. This is the invisible executive function friction diverted from high-value work and spent navigating ambiguous directions or suppressing natural cognitive traits. The market is speaking. 81% of employees prioritize good mental health over a high-paying job, and 64% would accept a pay cut for a job that better supports mental wellness (but, please, pay them their worth, thank you!).* Your people are literally willing to pay to escape a non-inclusive climate. The cost of this friction is immense. I have personally felt the impact of supportive bosses lifting me up and, unfortunately, felt excluded by those less intentional. For over twelve years, I have trained organizational leaders to operationalize neuro-inclusion, because it will not "just happen." If you want to cultivate true growth in your team, you must audit how you support. Alarmingly, 40% of employees are often or always stressed, but 38% rarely or never discuss their workload with their manager.* This culture of silence prevents risks from being flagged and kills psychological safety. My dissertation research on Workplace Neurodiverse Equity highlighted that individualizing support for neurodivergent talent is a primary intervention for cultivating a thriving workforce. One of the most prominent ways we operationalize this is within our supervision spaces. I have outlined the field guide below, comparing the reality of the issue, the practice, and the eventual yield. Every one of these adaptive experiments works as a structural support for a more resilient ecosystem. Here are 11 Neuro-Inclusive Supervision Practices 1/ Explicit Directives: Clarity is kindness. 2/ Removing False Urgency: Settles the nervous system. 3/ Normalizing the Pause: Allows for deep cognitive synthesis. 4/ Plain Language: Removes communication weeds. 5/ Providing the Why: Grounds the task in purpose. 6/ Collaborative Reinforcement: Ensures true root alignment. 7/ Solution-Focused Correction: Prunes for sustained future growth. 8/ Reflection Autonomy: Honors diverse cognitive climates. 9/ Explicit Validation: Explicitly validates and names the harvest. 10/ Agenda Predictability: Builds the trellis of predictability. 11/ Individualized Curiosity: The goal is adaptive support. Inclusive stewardship is not about lowering the standards of the harvest. It is about speaking the language your ecosystem needs to thrive. Which of these practices are you experimenting with this week? * The statistics were from this Forbes article - https://lnkd.in/gjza5yWd