Supporting Neurodivergent Individuals

Please don’t build support systems around formal diagnoses. Many of your neurodivergent team members don’t know they’re neurodivergent yet. (Some may have "slipped through the net" due to outdated stereotypes. Others might be on years-long waiting lists.) So instead of: - If you’re autistic, we can… - If you have ADHD, we can… - If you’re dyslexic, we can… Try: - We offer flexibility to everyone. - We communicate directly, clearly and openly at all times. - Our workplace is a sensory-friendly environment. Make adjustments available to anyone who needs them - no diagnosis required. That’s how you build a workplace that actually works for everyone 👋 P.S. Browse the (un)masked eGuides and pin badges here: https://lnkd.in/ewKs8Bn2 #Neurodivergent

Here's what 'easy' administrative tasks are like for me as a neurodivergent person: 👉 spending hours doing tasks that 'should' take 5 minutes, like setting up a zoom call 👉 panic attacks over not understanding how to do them & avoiding completely until it builds up into an overwhelming mountain 👉 Rejection Sensitive Dysphoria in struggling to ask for help, especially when I can do other things well, like writing books about ADHD! 👉 feeling 'stupid' for repeatedly having the same challenges, no matter how many times I'm helped 👀 (have now given up on ever understanding Excel 🤣) 👉 overthinking small details, like signing off an email, wasting energy & focus 👉 being easily distracted, making the task 100x harder to do as I keep interrupting myself from doing it & having to start again 👉 constantly losing all usernames, passwords & log in details 👉 offloading to other people from overwhelm, resulting in having no idea where or what anything is 👉 intense anxiety about making a mistake (often crying at bewildered people, like HMRC), & constantly feeling on edge 👉 beating myself up for not doing 'basic' tasks like washing, cleaning & socialising (often whilst coaching others on this!) For me, this is one of the most disabling parts of ADHD, due to a 30% developmental delay on executive functioning skills. Here's some reasonable adjustments that can help: ✅ task-swapping: empower everybody to play to their strengths & help each other at work! ✅ a virtual assistant (who can be funded by Access to Work!) ✅ training for managers of ADHD-ers, to understand their interest-based nervous system (https://lnkd.in/eFePQRzD) ✅ body doubling (like Ed Taylor's free 'Big Spoon' sessions: https://lnkd.in/eTD4aeCi) ✅ non-judgemental conversations about tasks that people find more challenging than others ✅ reassuring ADHD-ers that receiving support doesn't stop them from doing 'harder' work ✅ offering support via mentoring / buddies, such as people happy to check seemingly 'small' things ✅ making procedures as simple as possible, such as by having written reasonable adjustments & sign-off policies ✅ ADHD coaching, to help people implement strategies & systems that work for their brains - ours is based on executive functioning (https://lnkd.in/eq95acta) In return, employers get employees who can harness their strengths to focus on what they're best at: inclusion benefits everybody. 💫 Just because society says something should be 'easy', doesn't mean it is. Just like cooking - we might all have the recipe, but we don't all get the same outcome. (Especially if you're me & forget about the oven until it sets on fire. 👀) Does this resonate with you? Become an ADHD Works Coach in September here: https://lnkd.in/eVGyn8YY #ADHD #reasonableadjustments

I am pleased to say… I'm more unapologetic than ever. Since opening up with you all about my dyslexia, I have been humbled to meet, and hear from, so many incredible individuals like David Beckham and Richard Branson who have shared their own inspirational stories around neurodiversity. It makes me proud to be dyslexic. Read more: https://lnkd.in/edJAUzGj 🎨 Embrace dyslexic thinking to embrace creativity. According to research from Made By Dyslexia and LinkedIn, 88% of dyslexics say their dyslexia is an advantage in the workplace. But only 46% of non-dyslexics see it as such. Research suggests that neurodivergent individuals have natural tendencies to process the world in a way that produces creative thought. In a marketing role, I know how important this is to organisations. We're constantly tasked to come up with an idea that's 'never been done before.' Neurodivergent talent see things from a different perspective. They're often lateral thinkers which generating ideas or coming to conclusions others may have never thought about. 🧠 Normalise conversations about neurodiversity: The fear of being judged for your neurodivergence definitely still exists. That’s not surprising when 50% of leaders and managers would be supposedly uncomfortable hiring a neurodivergent person. As a result, people think they should hide it away, as if no one needs to know. Business leaders should foster environments where colleagues feel free to be the them selves. Foster openness by holding inspirational talks, share content on your internal channels and newsletters. 📏 Don't hold everyone to the same standards: Let's not judge someone on a spelling mistake. I remember at school being called out for my poor spelling. To this day, I still write my notes in Swedish so people can't pass judgement on me. Just because someone can write a good email doesn't mean they're the best person for the job. We must recognise each other's strengths - and weaknesses - to deliver the best possible work. Dyslexics possess many future skills (cognitive reasoning, creativity, visualisation) which will bring benefits to your organisation. 🏑 Use technology to level the playing field: Ensure your colleagues have access to technology that helps them to achieve their goals. This could be ear buds that cancel out background noise, dictation (all Samsung Mobile have it built-in), or immersive readers that make it easier to digest content. Give people the tools they need. I'm thankful I work for Samsung Electronics a technology company that is developing accessible and inclusive solutions, and I'm a firm believer that technology gets the best out of people. I don't think I'd be where I am today without it. In the spirit of sharing, do feel free to share this post or comment with your own thoughts - I would love to hear from you. #Dyslexia #DyslexicThinking

Good intentions cannot build a healthy work environment. We tell leaders to be inclusive, but rarely show them how. Inclusion is a daily practice, not a feeling. Meetings where the loudest voice dominates are systems designed to exclude. My dissertation on Workplace Neurodiverse Equity used Bandura's Social Cognitive Theory to show how environments shape our capacity to thrive. Neurodiversity is the natural variation in human functioning. Everyone is part of it. Some of us just need a bit more intentional help. So, here are 10 practices to lower stress and increase support for your team: 1/ Agendas Reality: Spontaneous demands spike cortisol. Practice: Send agendas and necessary decisions 24 hours in advance. Yield: Ensures deep processing time. 2/ Brainstorming Reality: Verbal brainstorming blocks ideas. Practice: First 10 minutes are silent. Write ideas before speaking. Yield: Eliminates bias of loudest voice. 3/ Cameras Reality: Forced visual attendance drains energy. Practice: State engagement is measured by contributions, not faces. Yield: Reduces sensory overload and prevents fatigue. 4/ Cold Calls Reality: Cold calls trigger fight or flight. Practice: Give notice before asking for input. Yield: Reduces performance anxiety and restores executive function. 5/ Captions Reality: Auditory processing varies wildly. Practice: Enable live transcription on every call by default. Yield: Ensures information is captured despite barriers. 6/ Movement Reality: Movement regulates; it is not a distraction. Practice: Normalize pacing, knitting, or sketching. Yield: Increases focus and emotional regulation. 7/ Processing Time Reality: Forced participation creates anxiety. Practice: Normalize saying you need time to process. Yield: Cultivates psychological safety. 8/ Expectations Reality: Unspoken rules are invisible barriers. Practice: If an expectation matters, write it down. Yield: Eliminates ambiguity and social guessing. 9/ Visuals Reality: Auditory information is fleeting. Practice: Never just speak a point. Share screen or provide written anchor. Yield: Reinforces working memory. 10/ Transitions Reality: Back to back tasks drain executive function. Practice: End meetings at 25 or 50 minute mark. Enforce strict hard stop. Yield: Respects biological limits and allows recovery. Stop relying on good intentions. Start cultivating an environment where every mind can thrive. Just remember, we are all a bit different, stay curious, and adapt to each person. What is one neuro-inclusive practice you plan to plant in your next meeting?

I am still learning about neurodiversity and its benefits for workplaces. Are you? Organisations often champion diversity and celebrate its power to boost creativity, sharpen decision-making and enrich workplace culture. Yet neurodiversity remains an afterthought in many inclusivity efforts and frequently overlooked or misunderstood. Neurodiversity is the concept that neurological differences such as autism, ADHD, dyslexia and others are natural variations of the human brain. In a world where adaptability and innovation underpin business resilience, valuing neurodiversity in the workplace is no longer just the right thing to do but the smart thing to do. The true value lies in the distinct perspectives and skills neurodiverse individuals bring to their roles. For example, the meticulous attention to detail often exhibited by individuals with autism has proven invaluable in fields like data analysis and cybersecurity. Those with ADHD frequently demonstrate dynamic energy and creative problem-solving, thriving in fast-paced environments that demand quick thinking and adaptability. Dyslexic individuals often excel in big-picture thinking, identifying patterns and connections others might miss. Yet the potential of neurodiverse employees remains underutilised, stifled by workplace systems that cling to a one-size-fits-all approach including rigid hiring practices. Conventional interviews, with their focus on social cues, rapid responses and standardised communication styles, often disadvantage neurodiverse candidates. Someone who struggles with eye contact or small talk might be seen as disengaged or unqualified. Replacing traditional interviews with work trials or task-based assessments might level the playing field. Even after neurodiverse employees are hired, workplaces often fail to meet their needs. Open-plan offices, filled with constant noise and visual distractions, can be overwhelming for those sensitive to sensory input. Rigid schedules and expectations around socialising can add unnecessary stress for individuals who thrive on routine or prefer to work independently. Simple accommodations such as providing noise-cancelling headphones, creating quiet workspaces or offering remote work options can significantly improve their ability to succeed. Likewise, offering flexibility in communication – such as written instead of verbal updates – can enable neurodiverse employees to perform at their best. Misunderstandings and stigma around neurodiversity often lead to exclusion, whether intentional or not. Neurodiverse employees might be unfairly labelled as “difficult” or “not a team player” simply because their needs or communication styles differ from conventional norms. Ultimately, embracing neurodiversity requires a fundamental shift in mindset. Accommodations should not be seen as special treatment or added costs but as investments in a diverse and dynamic workforce.  #workplace #work #hr #leadership

Neurodivergent conditions often overlap — and that matters When someone is struggling, our instinct is often to ask “what is this?” But in neurodiversity, a more helpful question is often “what might this not be?” Neurodivergent conditions frequently overlap, co-occur and mask one another. ADHD, autism, DCD, DLD, dyslexia, dyscalculia, anxiety, tic disorders and the effects of early adversity or brain injury can present with similar outward behaviours — differences in attention, communication, regulation, movement or learning. This is why single-lens thinking is risky. What looks like anxiety may be ADHD overload. What looks like “behaviour” may be unmet communication or sensory needs. What looks like autism may include language disorder, trauma or coordination difficulties alongside it. Good identification is not about labelling fast — it’s about holding multiple hypotheses, understanding functional impact, and recognising that people rarely fit neatly into one box. Diagnosis, where appropriate, should always sit with trained professionals. But for educators, employers and services, the key message is simpler: think intersectionally, support needs early, and avoid assuming one explanation fits all. Neurodiversity is rarely singular — and our systems need to catch up with that reality.

ADHD doesn’t mean you’re a poor communicator. It means you might communicate differently – and need different tools to thrive. ADHD runs in my family and is overrepresented among my clients – C-level executives and driven entrepreneurs. To be clear, ADHD communication isn’t about fixing a deficit. It's about designing conditions where clarity and your energy signature collide so something beautiful or powerful emerges. Here’s what works. Backed by science.👇 1/ 𝐈𝐝𝐞𝐧𝐭𝐢𝐭𝐲: 𝐀𝐥𝐥𝐨𝐰 𝐘𝐨𝐮𝐫𝐬𝐞𝐥𝐟 𝐭𝐨 𝐁𝐞 𝐘𝐨𝐮 Communication starts with self-trust, not self-correction. Not: “How do I communicate correctly?” but “How do I communicate when I allow myself to be who I am?” Your energy, emotion, and associative thinking are your assets, not something to be flattened in order to sound “normal.” 2/ 𝐄𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭: 𝐂𝐫𝐞𝐚𝐭𝐞 𝐚 𝐒𝐲𝐬𝐭𝐞𝐦 𝐓𝐡𝐚𝐭 𝐖𝐨𝐫𝐤𝐬 𝐟𝐨𝐫 𝐘𝐨𝐮 Change your environment instead of endless self-regulation. Make thinking visible, externalize memory, prefer conversation over monologue. To be clear: this is not about being “managed” or compensated for. It’s intelligent system design. 3/ 𝐍𝐞𝐫𝐯𝐨𝐮𝐬 𝐒𝐲𝐬𝐭𝐞𝐦: 𝐑𝐞𝐠𝐮𝐥𝐚𝐭𝐞 𝐟𝐢𝐫𝐬𝐭, 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐞 𝐒𝐞𝐜𝐨𝐧𝐝 If your nervous system is overloaded, clarity is impossible. Scripts, over-preparation, and rigid formats can increase pressure and shut down your voice rather than support it. Stories and dialogue keep communication real. 4/ 𝐈𝐦𝐩𝐚𝐜𝐭: 𝐒𝐞𝐞𝐤 𝐂𝐥𝐚𝐫𝐢𝐭𝐲, 𝐍𝐨𝐭 𝐂𝐨𝐧𝐟𝐨𝐫𝐦𝐢𝐭𝐲 Make sure others can follow your thinking without you shrinking it. You’re not changing how you think and accessibility doesn’t mean masking – you’re just giving people a place to land. How? With a story and an outline. Scripts are counterproductive. 5/ 𝐂𝐨𝐧𝐧𝐞𝐜𝐭𝐢𝐨𝐧: 𝐌𝐚𝐤𝐞 𝐢𝐭 𝐀𝐛𝐨𝐮𝐭 𝐏𝐞𝐨𝐩𝐥𝐞 𝐧𝐨𝐭 𝐘𝐨𝐮𝐫 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 If communication turns into performance, ADHD loses its voice. Get out of your own head and play to your strength: creating connection.  6/ 𝐓𝐞𝐚𝐦 𝐄𝐐: 𝐏𝐚𝐢𝐫 𝐔𝐩 𝐖𝐢𝐭𝐡 𝐘𝐨𝐮𝐫 𝐂𝐨𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭 For big presentations or pitches, team up with someone who brings structure to your spark. Together = unbeatable. - - - - ♻️ Repost to help others and follow Oliver Aust for more on leadership communications. ♟️ Want to become a top 1% communicator? Reach out here: https://lnkd.in/dc-TBhZU

#PsychologicalSafety, the freedom to show up fully and authentically, isn't achieved by ticking off #diversity metrics. It requires dismantling the systemic barriers that make people choose between parts of themselves to fit in. Neurodivergent employees with intersectional identities often endure compounded invisibility. They are left navigating workplaces designed for "the Regulars", masking continuously to survive rather than unmask to thrive. When it comes to neurodiversity, an asset we have yet to capitalise on- we must start by encouraging diagnosis pursuit at the very top of the company, starting with our leaders (where applicable and desirable) and then celebrate disclosure and authentic story-telling to avoid relying on autism stigma as a basic silencing and retention mechanism in the #workplace. Instead, strive to co-create a genuine blueprint for real #inclusion and #belonging where we can “introspectively inspect our intersections” with the open minds and open hearts we all need to work -and live!- together.

Being neurodivergent doesn't mean you aren't complicit in reinforcing neuronormativity. We can be both marginalised by neuronormativity and complicit in reinforcing it. We are socialised within a culture that privileges particular ways of thinking, paying attention, communicating, processing, expressing, feeling, perceiving time, behaving and existing. Productivity is valued over rest. Independence over interdependence. Emotions are expected to look a certain way. Spoken communication is prioritised. Linear time is treated as the norm. A singular sense of self is assumed. These values become internalised regardless of our own neurotype. This means that being neurodivergent does not automatically free us from neuronormative assumptions. We, regardless of our neurotype or neurodivergence, need to adopt an ongoing practice of noticing the beliefs and assumptions we have internalised, questioning these assumptions and remaining open to unlearning them. Some questions I've been reflecting on: • Which neurodivergent traits do l accept in myself, and which do I still try to hide? • When do I unconsciously reward or expect masking or conformity? • Which neurorypes, neurodivergence or support needs do I find easier to understand or validate than others? • How do my expectations around communication, emotional expression, punctuality, consistency, altered states or independence reflect neuronormative assumptions? • In what ways might I be asking other people to adapt to neuronormativity rather than challenging the environment itself? The work of disrupting neuronormativity is ongoing and it's up to us to remain curious enough to notice where these ideas continue to live within us.

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