Tips for Understanding Neurodiversity in the Workplace

One way to practice Neuroinclusive Culture is to give people time to generate questions, perspectives and feedback rather than only inviting this on the spot. Assume that there are questions and people are processing the information. Replace: "If you have any questions, just ask" with wording like: "Email me with whatever questions come up for you in the next few days." "Your perspective matters to me, what are your thoughts?" "What am I not seeing/ What am I missing?" Many neurodivergent people ask a lot of questions and are responded to with reprimand that we're challenging authority or exasperation that we're a burden. We are keenly aware of these assumptions made about us, so when you use genuinely inviting lauguage that explicitly lets us know our questions are welcome, it makes a world of difference in creating the conditions for accessibility, belonging, and contribution.

Listening is necessary. Listening is complex. And listening neuroinclusively 🦋🧠 ♾ requires letting go of biases. In this article, I discuss how managers (but also people, in general) could develop neuroinclusive listening skills. This requires letting go of biases, such as biased interpretation of body language and the habit of looking for hidden cues where there are none - just honest and straightforward communication. 🦋🧠 ♾ Neurodivergent Body Language It is crucial to avoid assumptions: for instance, limited eye contact from an autistic person might not signify disinterest – it might be a sign of focusing on the content of communication. Likewise, an autistic person or ADHDer might fidget not out of impatience and definitely not out of disrespect, but as a self-regulation mechanism. Focus on what the neurodivergent person is saying, and do not be distracted by trying to read their body language, unless something appears to be a clear sign of discomfort. In that case, it could make sense to ask directly how someone is feeling, rather than jump to a conclusion – they might be stressed by the topic of your discussion, or they might simply be cold. Understanding what is happening can help address concerns immediately and make necessary adjustments. 🦋🧠 ♾Unique Communication Needs Some employees may prefer written interactions that involve technology and asynchronous communication that allows time for careful expression of points. To support these employees, managers then can communicate active listening via written, verbal, and especially action follow-up. Inclusive listening is a must for inclusive workplaces. #neurodiversity #management #HumanResources #communication #employees #EmotionalIntelligence #culture #inclusion #PsychologicalSafety #diversityequityinclusion #neuroinclusion #neurodiversityatwork #listening #activelistening #actuallyautistic #Autistic #Adhd #autism #neuroinclusive #managers #leaders #inclusiveleadership #leadership https://lnkd.in/gUTTFQyk

I've noticed that many employees disclose their disabilities then don't receive the desired responses from their leaders or colleagues. They disclosed one of the most vulnerable parts of themselves, and wonder why their leader or colleagues aren’t responding in an understanding manner. Often, the disclosure was the disability alone. But telling people your disability doesn’t automatically tell people how to interact with or better understand you. Even if you disclose to an expert on your disability, they don’t know exactly what that means for you from the diagnosis alone. For example, I’m autistic and brain injured. vs Because I'm autistic, I don't pick up on subtle cues and do better with direct communication. I tend to be straightforward and I find that conversations go more smoothly when people realize that I say exactly what I mean, without any hidden meanings or implications. I also interpret others' words by the dictionary definitions. And because of a brain injury, I can get overstimulated easily which could lead to seizures. At those times, I need to go somewhere quiet to decompress. The first one says nothing to help others understand me. The second explains the nuances I hope people understand about me, and how they can support me. We can simplify and improve our interactions significantly by speaking to what matters most - not just the disability itself, but what the disability means for us, what we need, and how we need it. (Often, we can say that without disclosing the disability if we don’t want to.) So, next time you seek understanding or support around your disability, try saying what you actually need or the specific points you want others to understand instead of solely disclosing your disability. #DisabilityInclusion #DisabilityAwareness #neurodiversity

Most people don’t realize that what they find “difficult” or “annoying” about neurodivergent people is actually just someone doing their best to exist in a world that wasn’t built for them. That person who won’t make eye contact? They’re not being rude; they’re overwhelmed, trying to process a conversation without burning out. The one who interrupts? Their brain moves too fast, and if they don’t speak now, the thought might vanish. The friend who cancels plans last minute? Maybe they spent all their energy just making it through the day and have nothing left to give. Neurodivergent people aren’t trying to be a problem. If anything, most of us are bending over backward, masking, adjusting, exhausting ourselves just to make things easier for others. We dampen our stims, force unnatural social rhythms, suppress our needs—just to be tolerated. And yet, somehow, we’re still labeled as “too much.” Too intense, too sensitive, too rigid, too chaotic. But has anyone stopped to ask: too much for whom? Who decided what’s “normal,” and why is fitting into that mold more important than actually understanding each other? Imagine if, instead of writing someone off as difficult, we asked: What do they need? What if we replaced annoyance with curiosity, frustration with flexibility? The truth is, understanding neurodiversity means seeing beyond surface behaviors. It means recognizing that what looks like a “quirk” or “bad habit” is often someone trying to survive a world that refuses to meet them halfway. So, instead of demanding neurodivergent people shrink themselves to fit in, maybe it’s time for the world to expand its understanding instead. #WeAreBillionStrong #AXSChat #a11y #HumanInclusion #SDGs ID: Quote- "What you find 'annoying' about neurodivergent people is often just them trying to survive in a world that refuses to meet them halfway. Masking. Suppressing. Adjusting. Exhausting. Maybe the problem isn’t us—it’s the expectation that we should struggle just to make you comfortable."

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

Don't assume your neurodivergent employees are being insubordinate or trying to ruffle feathers when they ask clarifying questions. As an AuDHD person, I need to understand the bigger picture. I don't believe in doing things just because, "It's always been done that way." I want to understand how things work together, how I'm having an impact, and look for ways to make processes more efficient and effective. If there are rules, I need to know why those rules exist. Healthy workplaces welcome questions and curiosity. Don't assume ill intention when your employees are simply trying to understand their role and impact. We need people who question and disrupt. This is how we improve and innovate. Curious employees are an advantage, not a threat. #audhd #neurodiversityatwork #neurodivergence

As a manager, understanding Executive Functions is key to helping your team thrive. Here’s a breakdown of the key executive functions that affect workplace performance: 1. Working Memory: The ability to keep key information in mind while using it. This helps team members remember instructions and follow through on tasks.    2. Self-Monitoring: The self-awareness to assess how one is doing in the moment. It’s essential for maintaining quality and meeting expectations. 3. Planning and Prioritizing: Setting and meeting goals by deciding which tasks are most important. This helps employees stay on track and meet deadlines. 4. Task Initiation: The ability to take action and get started on tasks. Some may struggle to begin a project, even when they know what needs to be done. 5. Organization: Both physical and mental organization skills. This helps individuals keep track of tasks, files, and priorities, preventing overwhelm. 6. Impulse Control: Thinking before acting, ensuring decisions are well thought out. 7. Emotional Control: The ability to keep feelings in check, even during stressful moments. This ensures productive and professional interactions. 8. Flexible Thinking: Adjusting behavior to unexpected changes. Adaptability is critical in fast-paced environments. Difficulties with these skills don’t necessarily reflect a lack of effort or potential but rather differences in how the brain processes tasks. And when these challenges aren’t recognized or supported, it can lead to frustration and missed opportunities for both the individual and the team. If this brings someone to mind on your team, instead of asking them to "do better," ask what has helped them with this in the past. Maybe they have a strategy you and their coworkers can try. This not only builds trust but also allows for shared solutions that benefit the entire team. #neurodiversity #neurodivergent #diversityandinclusion #neurodiversityatwork #InclusiveWorkspaces