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Hello Reader,

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The last volume of EQrated on Neurodiversity seems to have struck a nerve! I received so many messages of support. Thank you for your kindness. Continuing our conversation on neurodiversity in the workplace, I wondered if other people went through a similar experience - never having been diagnosed, feeling as if they don't fit, wondering what was wrong with them.

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"Weird", "slow", "difficult", "challenging", "not normal", "has issues", "different" - these are just some of the words that are used to describe anyone who does not fit our perception of neurotypical behavior. Some of these words are so benign, we may not even be aware that we are using them. How often have you had an unpleasant interaction with someone on your team and labeled them "difficult to work with"? Did you meet someone in your life/at work who did not fit your expectations of acceptable social behavior and you thought (even if to yourself) that they are "a bit weird".

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It is difficult to be inclusive of neurodiverse candidates at work because usually there are not enough support systems in place. Hiring a neurodivergent candidate is only the first step. Many organizations do so, with the best intentions. They run into problems however when they are unable to assimilate these employees with the rest of the team. It can be something as basic as a lack of eye contact. Or social anxiety brought upon by over-stimulation. Or it could be undesirable behaviors like procrastination, lack of focus, inability to meet deadlines. Neurodivergent employees can seem like too much trouble.

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So what can we, as individuals, do to support these employees at work? Here are some thoughts:

• Educate yourself - neurodiversity is an umbrella term for a whole range of conditions and behaviors. Learn to recognize people for their unique abilities. Take the time to get to know them and what kind of support they are looking for. This will help you modify your approach according to each individual's needs.
• Practice compassionate empathy - as you would with any other colleague. Contrary to popular belief, we make accommodations for neurotypical behaviors all the time. If someone is having a difficult day, we give them the benefit of the doubt. If someone is having a temper tantrum, we give them the time and space to calm down. The concessions for neurodiverse behavior just happen to be different. Above all, be sensitive about the words/labels you use. They can have an everlasting impact.
• Become a neurodiversity champion in your team/organization - neurodivergent employees do well with a support structure. Be a part of that ecosystem. Raise your hand to be a buddy/mentor. Ask a neurodivergent colleague how you can help. They may need help with time management or socialization and communication skills. Offer help, but only if they are ok with it. If your workplace does not have a hiring policy around neurodivergent candidates, find out how you can be a part of that change.

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Neurodiversity is diversity. These individuals are gifted with unique abilities that challenge the way we typically think. They are creative problem solvers who look at things differently and their contributions are important. By restricting their ability to contribute, we are denying ourselves the opportunity to enrich our experience.

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Let us know what you think. Follow us on our social media channels by clicking on the links below:

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Here's our bi-weekly resource list on NEURODIVERSITY:

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​Neurodiversity and Leadership - TED talk by Tom Edwards at TedxVillanovaU - Source: TEDx

Quick Take: “People on the Autism spectrum are an example of people denied full participation in our society because they do not "fit in" in one way of another. Organizational leaders can be part of the solution by embracing a puzzle-building model of leadership to benefit both the organizations that they lead as well as those struggling to fit in."

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​A rising tide lifts all boats​ - Creating a better work environment for all by embracing neurodiversity - Source: Deloitte

Quick Take: "Each neurodivergent person is unique, and it wouldn't be accurate to generalize their cognitive process. Abilities such as visual thinking, attention to detail, pattern recognition, visual memory, and creative thinking can help illuminate ideas or opportunities teams might otherwise have missed.

What organizations do to provide an inclusive environment for their neurodivergent workforce can have spillover effects on the entire workforce. What leaders and managers learn from finding solutions for the unique needs of neurodivergent professionals can be applied to the entire workforce. Common considerations for neurodivergent professionals may alter traditional HR practices but can inevitably make the workplace a better, safer, and more inclusive place for everyone."

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​6 Ways to Lead on Neurodiversity in the Workplace - Source: Entrepreneur.com

Quick Take: Practical advice on how to lead a more neurodiverse workplace. What I like about this article is that it gives real-world examples of actions that can be taken to support neurodiversity at work. Surprisingly, the advice is applicable to neurotypical employees as well.

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​What Does It Mean to Have a ‘Weird’ Brain in the Age of Neurodiversity? - Source: Vice.com

Quick Take: "As a neurodivergent person when should I try to change or “treat” my mental differences, and when should I embrace them as naturally occurring diversity? There are many aspects of the way my mind works that I don’t find positive in any way. Getting a diagnosis of a mental disorder and “treating” some of my mental differences greatly improved my quality of life. Yet, if mental variation is to be expected, that could logically mean—or at least be taken as meaning—that psychiatric diagnoses are incompatible with neurodiversity, and that aligning with a label of mental illness contradicts the ethos of the movement."

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What do you think of the new look of The EQrated? Please let me know at stef@yourturnsolutions.com. Please feel free to share this newsletter with people you know who might find value in it. They can also subscribe to the EQrated by clicking the button below.

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Ciao,

Stef