Communication Tools for Inclusion

Neurodiversity 101: Making meetings more neuroinclusive Meetings are meant to bring people together to share ideas, make decisions, and build connection. Yet, for many neurodivergent colleagues and often for others too meetings can be overwhelming, confusing, or simply unproductive. Have you ever been to a meeting and wondered why you were there or what was expected of you? Whether online or in person, more inclusive meetings benefit everyone. They create clarity, structure, and safety for diverse thinkers to contribute meaningfully. Here’s how to make meetings more neuroinclusive: 1. Clarity before you start Share the purpose, agenda, timing, and who’s attending where possible in advance. Make clear if attendance is optional or essential and what preparation, if any, is expected. Sending materials early gives everyone time to process and plan. 2. Structure supports inclusion Outline how questions will be handled and what turn-taking looks like. Minute key actions and share them promptly. End by explaining what happens next. Predictability reduces anxiety and ensures accountability. Be aware of the 'quiet ones' in the room and ensure everyone can participate. 3. Inclusive communication Use clear, plain language avoid “acronym fests.” Pause regularly to check understanding and invite clarification. Remember, silence doesn’t mean disengagement; some people need more time to formulate ideas. Some people may need time after the meeting to come back with their responses too. 4. Online inclusivity Show participants how to use platform features like captions, transcripts, or chat. Encourage written contributions and offer the option to keep cameras off to reduce sensory load/allow movement/ or just not seeing your own face all the time! Provide recordings or transcripts afterwards so people can review at their own pace. 5. Make space for every voice Avoid putting people on the spot. Allow time after the meeting for those who prefer to reflect before responding. Remember: the “quiet ones” may hold the most valuable insights. **Small changes, big impact Microaggressions — such as dismissing someone’s idea or using “humour” that excludes can and do erode trust. Inclusion grows when meetings feel psychologically safe and respectful. Neuroinclusive meetings are not just a “nice to have.” This is a universal design concept in action. They are cost-effective, efficient, and fair improving engagement, retention, and creativity. When everyone can contribute in their own way, we get better decisions and stronger teams. 🟣 Inclusion isn’t about changing people. It’s about changing the conditions so people can thrive. Can you add any other ideas of what works too?

In honor of National Disability Employment Awareness Month (NDEAM), I'm sharing small actions companies can take. Some think starting the interviewing process with a phone interview cuts bias because you don't see a person's face. It doesn't. Accents are a giveaway. The interviewer may assume a candidate's culture or disability based on how they speak. Phone calls lock out those who don't speak. One of the funniest comedians I've ever seen never speaks with his voice. Phone calls lock out those who depend on visual cues. It's not just lipreaders like me who rely on facial expressions. By the way, most lipreaders look at the face, not just the lips. Some say to call it "speechreading," but that doesn't work for me. The answer is simple. Offer communication options. Interviews and conversations do not have to be default phone calls and voice-to-voice conversations. A lot of companies' automated interviewing processes send an email notification about the interview. Review this email template. I got one that said they'll call me at the number I provided. We had already agreed to a captioned video call. 🔔 Tap the silent profile bell to catch the next post 👉 Follow #MerylMots to find all my content ❤️ Like this? Repost and add your thoughts in the comments 📧 Drop me a line to book my speaking, training, or consulting services #Accessibility #Communication #Hiring #NDEAM #IN4DEAM Image: X over phone. Check over chat, phone, monitor, and tablet. How to be a disability ally: offer options for interviews and conversations.

Inclusive design is more than the font you choose. It is about how your content behaves when it meets a different nervous system. We are auditing your media and structure. In our rush for engagement, corporate communications often rely on visual shortcuts like flashing videos, color coded alerts, and walls of emojis. Marketing calls these tactics. I call them barriers. When accessibility clashes with creativity, we often default to what looks flashy rather than what is functional. But true creativity flourishes within the constraints of inclusive design. Compliance is just the floor. Our goal is to cultivate an ecosystem where everyone thrives. Here are 8 ways to operationalize inclusion in your content structure. 1/ The Emoji Balance → The Tension: A wall of emojis creates chaos for screen reader users. → Reality: Minimal emojis act as vital visual anchors that break up dense text for ADHD and dyslexic minds (like mine). → The Fix: Use sparingly. Place them at the end of sentences, never in the middle. 2/ The Caption Choice → The Tension: Audio posted bare completely excludes Deaf and Auditory Processing communities. → Reality: But forced, burned in open captions can distract or overwhelm some neurodivergent minds. → The Fix: Provide high quality closed captions (CC). AI generated captions are helpful, but a human must review for accuracy. This empowers user agency, allowing individuals to toggle them based on their needs. 3/ The Color & Shape Rule → The Tension: Using only color to signal danger locks out colorblind users. → The Fix: Always pair color with a distinct shape or text label to ensure the warning translates across all visual systems. 4/ The Alt Text Discipline → The Tension: Images with file names like "IMG_5920.jpg" are dead ends for screen readers. → The Fix: Write descriptive, concise alternative text that translates the visual data clearly. 5/ The Header Hierarchy → The Tension: Manually bolding text to look like a header creates a flat, confusing landscape for screen readers. → The Fix: Use actual heading styles (H1, H2) to create a structured, accessibility. 6/ The Motion Control → The Tension: Auto playing GIFs or flashing content trigger vestibular overload, siezures and visual migraines. → The Fix: Use static images or user controlled play buttons. Protect your team's nervous systems. 7/ The Permanent Label → The Tension: Form field labels that disappear once you start typing strain working memory and executive function. → The Fix: Keep labels permanently visible above the text box to reduce cognitive load. 8/ The Invisible Reality → The Tension: We often design solely for static, highly visible needs. → The Fix: Recognize that many disabilities are invisible or temporary. Low friction content is high impact content and supports everyone. Stop making your audience fight your design to get to your message. Check your latest post or project. Are you planting barriers, or cultivating connection?

Is your “open-door policy” really open to everyone? Neurodivergent and disabled team members might not feel safe walking into a manager’s office on a whim, especially if workplace norms favor fast talkers or in-person chats. Inclusion means offering multiple ways to connect: email, anonymous feedback, scheduled one-on-ones, shared docs. Not everyone thrives in spontaneous conversations. Giving people choice builds psychological safety. What would a truly accessible communication culture look like in your workplace? #Neurodiversity

With upcoming Neurodiversity Celebration Week, reminder I have 50+ publications exploring neurodiversity across workplace access, museum practice, neuroaesthetics, education, sensory design, and arts and health. https://lnkd.in/g3yeR_Pj. But publication alone is not enough. It does not matter how insightful, creative, innovative, or deeply skilled neurodivergent people are if the environments around them still expect everyone to process, communicate, regulate, and respond in the same way. Too many workplaces still confuse speed with competence, spontaneity with intelligence, and verbal fluency with readiness. No matter the field, neurodivergent employees are more likely to sustain full-time work when communication is clear, multimodal, predictable, reflective, and humane. That means written follow-up, advance agendas, asynchronous input options, processing time, structured feedback, and leadership that understands it is about learning how to work with different minds well. This month, I am reflecting on how much more we still need to do, not just to celebrate neurodiversity, but to build environments worthy of #neurodivergent talent. Infographic titled “Supporting Neurodivergent Employees” showing two columns comparing communication approaches at work. The left column labeled “Not ideal” lists practices such as only giving verbal instructions, calling on someone without notice, assuming everyone prefers spontaneous discussion, holding fast-paced brainstorming sessions, delivering feedback verbally and immediately, and interrupting to clarify points in real time. The right column labeled “Do this instead” suggests supportive alternatives including providing written or visual summaries, sharing agendas or questions in advance, offering asynchronous ways to contribute such as written comments, creating space for slower thinking, giving written or scheduled feedback, and allowing time for people to process and reflect. Icons accompany each point to visually represent communication tools, timing, and reflection. #NeurodiversityCelebrationMonth #EmployeeTalent

Creating a neurodivergent-friendly workplace isn't just good for ND employees—it's good for everyone. When you build systems that work for ND folks, you create clarity that benefits all employees: • Written documentation of expectations removes ambiguity for everyone. • Flexible work arrangements support anyone managing health, caregiving, or energy fluctuations. • Clear communication reduces misunderstandings across the board. • Sensory-friendly spaces (quiet rooms, adjustable lighting) help anyone who needs to focus or decompress. • Structured meetings with agendas keep everyone on track. • Multiple communication channels (email, chat, video) let people engage in ways that work for them. Accommodations aren't special treatment—they're access. And when you design for the margins, you improve the experience for the majority.

Changing Minds Through Inclusion" When a tech company leader launched a disability-focused Employee Resource Group, he expected small improvements. What he got was a culture shift. Through human-centered design workshops and honest conversations, the team uncovered everyday barriers — and dismantled them. They learned that assistive tech isn't a crutch — it's a catalyst. Flexible policies, inclusive hiring, and accessible tools didn’t just support disabled employees; they benefited everyone. We don’t need to “fix” people. We need to fix environments. I’ve spent years watching talented people get overlooked—not because they lacked skill, but because the workplace was built for only one kind of mind and one kind of body. That’s why I created this detailed infographic on assistive tech and accommodations for disabled workers. It’s practical, visual, and made to help you actually do something—not just talk about inclusion. It covers tools like: Screen readers and Braille displays for blind employees Speech-to-text software for those who can speak but not type Noise-canceling headphones and quiet rooms for sensory sensitivity Accessible docs that help everyone focus better These aren’t expensive moonshot ideas. Most are already built into your software—or easy to implement with a bit of planning and a better question: What do you need to do your best work? Use this infographic to: Audit your current setup Support new hires without delay Train managers to notice access gaps before they become barriers Accommodations aren’t charity. They’re engineering. Let’s design workplaces that work for everyone. Drop a comment with your favorite tool—or one you wish more people knew about. #NeurodiversityAtWork #BuiltForInclusion Neurodiversity Foundation Kyrstyn Carcich Prosci Earth2Mars Image Description: A colorful infographic displaying various categories of assistive technology, including icons and labels for mobility aids (like wheelchairs and walkers), communication devices (such as speech-generating tools), vision aids (like screen readers and magnifiers), hearing devices (like hearing aids), and cognitive support tools (such as apps for focus and memory). Each category is color-coded, with simple visuals and brief descriptions to make the information easy to understand at a glance.

Neurodiversity reminds us that there’s no “one right way” to think, learn, or work — and our tools should flex to meet us where we are.   Microsoft 365 has built‑in accessibility features that support different cognitive styles every day: Immersive Reader to reduce visual clutter and improve focus Live captions & meeting transcripts to support processing and recall Editor to help with clarity, tone, and confidence when writing   And with Copilot, you can personalize how information is delivered — not just what you get done, but how you get there.   Two Copilot prompts to try this week: Prompt 1 “Summarize this content in plain language, using short paragraphs and bullet points. Highlight only the key takeaways.” Prompt 2 “Rewrite this email to be clear, supportive, and direct. Assume the reader may prefer explicit next steps.”   Different brains. Different strengths. Better outcomes for everyone. 💙   #NeurodiversityCelebrationWeek #Accessibility #Inclusion #Microsoft365 #Copilot

Making your meetings Neurodivergent-friendly is crucial for fostering an inclusive and productive workplace while also recognizing and respecting the varied cognitive processes and sensory experiences of your Neurodivergent employees. By adapting meeting structures and practices to be more accommodating, you not only empower Neurodivergent employees to participate more effectively, but you also enrich the quality of discussions by adding a fuller range of perspectives. This type of organizational inclusivity leads to a more collaborative atmosphere overall, where all voices feel heard and valued. Creating Neurodivergent-friendly meetings is relatively low-cost and low effort. It simply means adopting practices that give thought to diverse cognitive styles and sensory sensitivities. Here are a few ways you can get started: 1. Provide a clear written agenda in advance: This allows participants to prepare mentally and manage anxiety as well expectations. 2. Develop a structured meeting format: Include items like designated speaking times, links to related documents, and any rules or reminders. 3. Offer written or recorded transcripts: Post-meeting, make a summary of the meeting available for those who benefit from revisiting information and instructions. 4. Be flexible with communication methods: Encourage written contributions as an alternative to speaking. Also remember to be flexible with required on camera presence. 5. Actively seek feedback from Neurodivergent participants: This allows for continuous improvement in the inclusivity of your meetings, demonstrating a commitment to a welcoming and productive environment for all. Remember, adopting Neurodivergent-friendly practices in meetings can reduce anxiety and stress, which leads to improved well-being and job satisfaction for your Neurodivergent employees. Ultimately, however, embracing inclusive practices like this one not only benefits Neurodivergent individuals but also enhances the overall creativity, problem-solving ability, and productivity of the entire team, driving organizational success by creating equity. Looking for more ways to create AND sustain #DisabilityInclusion in the workplace? Hit the ‘follow’ button! I’m an openly Autistic #DEIB Facilitator and Speaker on a mission to close the disability leadership gap. Want to make your organization truly #inclusive? For Consulting, Speaking, Training & Workshops, email me at Becca@TrulyInclusiveLeadership.com or visit my website https://lnkd.in/ggFshWks Document description: in a dark green background, first pages reads "5 ways to create neurodivergent-friendly meetings", and the remaining pages repeat the 5 tips from text above. #Autism #AutisticAdults #neurodiversity #TrulyInclusiveLeadership