Personalised Approach to Neuroinclusion

In my work, I tend to go beyond the surface to explore what each individual needs to bring their best self to work.

Some of the most useful strategies are:

• Tailored reasonable adjustments
• Flexible work hours and ways of working (our productivity levels can vary throughout the day due to unique sleep patterns and focus rhythms)

Yet, the most potent approach to cultivating a sense of belonging and psychological security, thereby enhancing productivity and retention, involves instilling a more nuanced understanding of neurodiversity within the team.

Person-centred Approach to Neuroinclusion

1. Respect Individual Experiences:?Every neurodivergent individual has unique experiences, strengths, and challenges that shape their life journey. By honouring these narratives, we can better understand the specific needs and adjustments needed.
2. Remove Stigma:?Neurodivergent people often endure negative societal prejudices, discrimination, and misinformation. Addressing these issues head-on can reduce this stigma and create an environment of understanding, respect, and inclusion.
3. Emphasise Empathy:?Understanding the frustrations, difficulties, and triumphs that neurodivergent people have endured can foster a more empathetic society.
4. Promote Accessibility:?Accessibility measures shouldn't only be a reaction to an existing struggle. By considering the myriad of challenges neurodivergent individuals have faced, we can proactively create accessible environments that reduce potential barriers.
5. Advocate for Resources:?Understanding the challenges neurodivergent individuals have endured can help inform efforts to secure the resources needed for inclusion - from specialised supports and mental health resources to accessibility tools and understanding in navigating social situations.
6. Include in Decision-Making:?Ensuring neurodivergent individuals are included in decisions that affect their work lives will ensure their specific needs and experiences are considered from the start.

Where Neurodiversity Meets Intersectionality

There are notable parallels between the experiences of neurodivergent individuals and those who identify with intersectionality. Here’s why:

Intersectionality is a term coined by law professor Kimberlé Crenshaw in 1989. It refers to the complex and cumulative way that the effects of different forms of discrimination (such as racism, sexism, and classism) overlap, interact, and affect people.

Similarly, neurodivergent individuals, who have neurological differences like ADHD, autism, dyslexia, and others, often face challenges stemming from societal discrimination, stigma, and misunderstanding. Just as intersectionality recognises the unique experience that comes from dealing with multiple forms of discrimination, being neurodivergent typically involves confronting various forms of bias and exclusion.

In both cases, the individuals affected must navigate systems that, due to either lack of awareness, understanding, or accommodation, often marginalise and disadvantage them. Both neurodivergents and those at the intersection of various identities (gender, disability, race, ethnicity, class, and gender identity) have unique experiences that cannot be fully understood by looking at their identities in isolation.

Therefore, it's essential to take an inclusive and intersectional approach when thinking about neurodiversity - as often individuals will inhabit multiple marginalised identities at once.

Inclusion starts with understanding - and that understanding is based on insights from real, lived experiences.

#Neurodiversity #Intersectionality #Wellbeing

About the author:

Named a Difference Maker by PBS America and finalist of Positive Role Model for Gender by National Diversity Awards from 90,000 nominations, Dr Samantha Hiew is a visionary change agent using storytelling to inspire a global mindset and systemic change.

Sam is a highly sought-after Neurodiversity, Women’s Empowerment, and Intersectionality Keynote Speaker, working with over 60 FTSE companies to foster neuroinclusion – a long way from founding ADHD Girls at 40 after a decade of existential crisis.

Built on insights from the neurodiverse community and a strong background in science communications and PhD, Sam weaves neurology, psychology, and biology with real-life scenarios to provide a more human perspective of neurodiversity. This approach helps us reframe our experiences from a standpoint of empowerment.

Sam recognises the common concerns workplaces have regarding the identification, support, and management of neurodivergent employees. In response, her training provides practical advice and actionable strategies to address these issues.

By fostering an environment of belonging and psychological safety, Sam not only promotes neuroinclusion but also enhances productivity and retention rates among employees. This approach is truly transformative as it has the potential to not only change individual workplaces but also the broader societal attitudes towards neurodivergents. Her work serves as a catalyst for positive change that encourages unity over division.