Supporting Neurodivergent Individuals

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]

When strengths get lost in translation Why traditional interviews fail many neurodivergent (and other) candidates. I asked you answered... nearly 1000 ND people. Despite efforts to improve equity in recruitment, many interviews still exclude talented individuals—especially those who are neurodivergent. A recent Neurodiversity 101 discussion revealed key challenges and reflections on what goes wrong—and what could change. *Common themes from contributors Processing challenges: thinking under pressure Time-limited or vague questions create barriers. “Thinking of a response quickly. My mind goes blank.” “Remembering all the parts of a multi-part question.” Even preparation can feel discouraged: “I ask for questions in advance, but some think that’s cheating.” Speed vs substance “The pressure to respond instantly derails my focus.” “My ADHD child struggles with anxiety, my dyslexic daughter with quick responses.” Too much or too little “Not answering the first question with a 30-minute monologue.” “I give the answer I think they want, even if it’s not really me.” Masking and managing social cues “Eye contact, facial expression… distracts from what I want to say.” “Even after disclosing my diagnosis, I’m still expected to conform.” Understanding ambiguous questions “Some questions are so open I don’t know what’s wanted.” “I keep talking until I know they’ve got everything.” Confidence ≠ competence “It’s the best talker who gets the job—not the one best at doing it.” “Confidence is gone after months of job searching.” Testing the wrong things “Cognitive assessments cause frustration and anxiety.” “If my answer isn’t word-for-word, it’s marked wrong.” What can help? 🔹 Share questions in advance 🔹 Allow written or recorded responses 🔹 Permit pauses, prompts, or notes 🔹 Clarify it's okay to ask for clarification 🔹 Focus on potential, not performance under pressure What can we take from this? An interview should reveal capability—not punish difference. “If a workplace is put off by how I communicate, maybe it’s not where I’d thrive.” It’s time to stop testing confidence—and start valuing competence.

One thing I think people often misunderstand about neurodivergent folk is what active listening can actually look like. In the video, one person is sitting there looking like they're paying full attention. The other is doodling, fidgeting and looks completely distracted. Yet the best answer comes from the person who appeared not to be listening at all. 💡 People might think it's rude, but sometimes it's actually the thing helping that person take in more information and do their job well. For some of us, listening isn't always about sitting perfectly still, making eye contact and looking engaged it's the complete opposite. Meetings can be hard work, especially when they're long or involve lots of people talking at once. Personally, I find it much easier in smaller groups. In larger meetings, when multiple conversations are happening and people are jumping between topics, it can become difficult to follow. Sometimes all it takes is one random word and my brain is off down a rabbit hole. I remember being in a meeting where someone mentioned "loops" and my brain instantly went to Hula Hoops. Not the concept they were talking about but the crisps. Then I found myself thinking about the fact I hadn't eaten Hula Hoops since about 2015. ADHD brains can be wonderfully random like that. What I've learned over the years is that movement often helps concentration, not hinders it. 👉🏻 Doodling 👉🏻 Fidgeting 👉🏻 Rocking backwards and forwards 👉🏻 Standing up and moving around 👉🏻 Turning the camera off for a bit 👉🏻 Taking notes These things can help people process information, stay engaged, and actually listen. If we want workplaces to be genuinely inclusive, it's important to remember that everyone listens, learns and communicates differently. Some people might look like they're away with the fairies, but they're taking in every word. Others might need a break, movement, a fidget toy, or simply a different way of engaging with the information. It doesn't mean they're not listening. In many cases, it's exactly what allows them to listen. Sometimes inclusion is simply giving people options in how they show up, so they can do their best work and thrive. When people are given the tools, flexibility and support they need, they're far more likely to understand the information being shared and contribute in a way that works for them. What's one thing that helps you stay focused during meetings? #Linkedin #Neurodiversity #Inclusion #WorkplaceCulture

If you're a lawyer, here's why understanding neurodivergence in your clients is *really* important: 👉 the Equality Act 2010 includes a legal duty for organisations to make reasonable adjustments for those with disabilities - including your clients 👉 it can affect how we process information, make decisions, and cope under stress - making us extremely vulnerable in legal settings 👉 this can also result in misunderstandings and crossed wires 👉 we may not understand additional costs and small print hidden in T&Cs 👉 we may be very anxious and share lots of information to help you - not realising we're being charged for it 👉 our strong sense of fairness, honesty and justice may shape how we engage with you and your advice (along with our impulsivity!) 👉 in addition to being hyper-viligant and likely already being in very stressful situations necessitating your help - increasing the impact of our symptoms. When I worked as a Mental Health & Disability Legal Policy Adviser, I managed this guidance for solicitors on meeting the needs of vulnerable clients: https://lnkd.in/eW9tgRFy My legal background meant I was able to find extremely neuro-affirmative lawyers to support ADHD Works, such as Sam Walkley, Tom Haines & Mayer Brown. However, having just had the somewhat terrible experience of having to work with brand new solicitors for conveyancing has reminded me of what *should* be in this guidance: ✅ ask your client about neurodivergence or any health conditions at the outset ✅ talk about how they best process information and any adjustments that would support them ✅ clearly establish expectations, responsibilities, remit and cost ✅ be transparent about fees - especially any additional charges - and offer fixed fees where possible, to avoid anxiety ✅ have a reasonable adjustments policy in place to share with clients and employees alike ✅ be mindful of overload, ensuring complex issues are broken down into small steps, with clear next steps ✅ sudden changes, uncertainty and anxiety - such as if someone is going on holiday ✅ ensure you flag to your client any potential areas that they may need to source additional support on that fall outside of your remit, making it clear that you are advocating for their needs ✅ don't assume your client knows or understands what to do or look for - that's why we have you! It seems bizarre that lawyers need reminding of *the law* - but it can be extremely traumatic and expensive to get this wrong. What would you add? Become an ADHD Works Coach in September here: https://lnkd.in/eevnJTR4

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

3 things your neurodivergent executives wish you knew (but won't tell you)... I've coached over 50 neurodivergent leaders in tech and finance. Here's what they're too exhausted to explain: 1. "Just focus" isn't helpful feedback When you tell an ADHD executive to "just focus" on strategic priorities, you're revealing you don't understand executive function differences. ✅ Better: "I notice you're energized by the product roadmap but the board deck seems to be stuck. What's making that hard to start? Do you need a body double session or would it help to talk through the structure first?" ADHD brains often need momentum before focus. Help create that momentum. 2. Your "open office" is a sensory assault course That collaborative workspace you're so proud of? For many autistic and ADHD leaders, it's cognitive quicksand. Fluorescent lights. Conversations bleeding together. The smell of someone's lunch. The hum of the HVAC. It's not about being "too sensitive" - it's about how their nervous system processes input. ✅ Better: Default to choice. Quiet spaces. Headphone culture. Async options for meetings that could be Looms. 3. Masking isn't professionalism - it's exhausting Your neurodivergent leader who's "so articulate" and "you'd never know"? They're probably going home and crashing hard. Suppressing stims. Forcing eye contact. Performing neurotypical social scripts. Manufacturing enthusiasm for small talk. That's cognitive load that could be going toward actual leadership. ✅ Better: Build a culture where people can show up as themselves. Model it from the top. The executives who work with me aren't learning to mask better. They're learning to lead authentically in environments that weren't originally designed for them. (And sometimes, we're also coaching their organizations to catch up.) What would you add to this list? #Leadership #NeurodivergentLeadership #ExecutiveCoaching #InclusiveLeadership #WorkplaceTips

🧩 Supportive Environments Improve Performance — Not Just Morale Neurodivergent employees thrive when workplaces recognize that productivity, communication, and focus are deeply influenced by sensory, cognitive, and executive functioning needs. These accommodations are not “special treatment”—they’re evidence-based practices that reduce burnout, prevent misunderstandings, and create conditions for genuine success. This chart highlights common accommodations that empower ND employees to perform at their best. Reflections: 🔹 Flexible start/stop times help mitigate executive function variability and transition-related stress. 🔹 Written, visual, and verbal formats ensure accessible communication across diverse processing styles. 🔹 Extra processing time and clear instructions reduce anxiety and improve task accuracy. 🔹 Alternative seating, sensory tools, and quiet workspaces support regulation and sustained focus. 🔹 Predictable agendas and structured reminders help employees prioritize and follow through. 🔹 Allowing work-from-home options often increases productivity and reduces sensory overload. 🔹 Removing unnecessary dress codes reduces sensory discomfort and increases authenticity. A neuro-inclusive workplace is not built through major policy changes—it’s built through thoughtful, consistent accommodations that honor how people function best. — Marc L. Esposito, LMSW 🌐 https://lnkd.in/em_gkhTf 📩 Guide2Empower345@gmail.com IG: @unlockingpotential1 #NeurodiversityAtWork #WorkplaceAccommodations #InclusionMatters #ExecutiveFunction #UnlockingPotential

"Just try harder." Three words that have done more damage to neurodivergent students than almost anything else in education. I've heard them from teachers. From well-meaning tutors. From parents who didn't know what else to say. Here's the truth no one tells you: "Try harder" assumes the problem is effort. But for most neurodivergent kids, effort was never the issue. The method was. When a student struggles, the default response is always the same: → More tutoring → More homework → More repetition But if the original approach didn't work, repeating it won't either. More of the wrong method doesn't become the right method. It just becomes more failure. Here's what actually works: 1. Change the method, not the volume. Dyslexic students don't need more phonics worksheets. They need systematic, multisensory instruction from someone trained to provide it. ADHD students don't need more reminders to focus. They need environments designed for how their attention actually works. Autistic students don't need more social skills groups that teach masking. They need acceptance and accommodation. The goal isn't to make the child fit the method. It's to find a method that fits the child. ______ 2. Measure growth, not benchmarks. Stop comparing neurodivergent kids to grade-level standards that weren't designed for them. Did they know 20 sight words last month and 35 this month? That's growth. That's what matters. Benchmarks tell you where a child "should" be. Growth tells you whether they're actually learning. ______ 3. Protect their confidence. A child who believes they're stupid will stop trying. A child who believes they need a different approach will keep going. Confidence isn't soft. It's strategic. ______ 4. Get the right people involved. Parents are not the intervention. They never were. Reading intervention requires specialized training. So does supporting ADHD. So does understanding autism. A parent's job is to love their child and advocate for them. Not to become a specialist overnight. _____ 5. Give them time. When we rush neurodivergent kids, we get incomplete pictures of their ability. When we give them space, we often see brilliance. Extended time on tests isn't "cheating." It's leveling the playing field. We've built an education system that rewards speed. Fast readers get praised. Fast test-takers get accommodated. Fast finishers get recess. But speed isn't intelligence. And fast isn't better. Some of the most brilliant minds in history were slow processors. Einstein didn't speak until he was four. Edison was called "addled" by his teachers. We almost lost them to "try harder." How many kids are we losing today? _____ P.S. What's something you were told to "try harder" at that turned out to need a different approach?