Hello Dear Friends,
How are you doing?
I hope you're well.
I'm great! I've just come back from a lovely break to Devon. I'm in no doubt that there can be "a different way to live" and more socially responsible one for the future of humanity and the planet. Their slogan is "For the Community" and I can tell you in my short experience I found this to be true. 😍😍🤩🤩💖💖
And so today the focus of the newsletter is start to look more about issues that colleagues who are neurodivergent face in the workplace.
The 2 issues I will discuss in this newsletter is "disclose or not to disclose" and "to be or not to be"! Huh with the second one!
One of the issues that I've personally faced as a neurodivergent individual with an "invisible disability" is about whether to declare it or not. I wanted to share some of the considerations I've had in the past and some people have shared with me recently as I have been talking more about neurodiversity.
- I've had negative experiences in the past with previous employers
- I have experience discrimination in the past when I have disclosed my neurodiversity
- I believe that some neurodiverse conditions carry stimagma
- I've gotten a diagnosis of a neurodiverse condition "later in life" and I'm just coming to terms with it so disclosure is bottom of my list
- I just don't want to be judged as being any less than
The above four statements bring to life why not all colleagues that have a neurodivergent condition will feel that disclosure is the way that they want to support from the workplace.
Regardless of Disclosure as Employers or Team Managers it is helpful for us too:
✅ Have an aware of neurodiverse conditions
✅ Have access to resources that give us clear and helpful information about creating an inclusive working environment for all
✅ To be aware of how we run our team meetings and to consider is anything more you can do to make it an inclusive experience for all
✅ If you have a team member that has openly disclosed ask them if they would like to share about how they manage it and what do they find helpful in enabling them to thrive at work
The second issue, "to be or not to be", now that is the question! In some instances when you disclose that you are neurodivergent, "You become one BIG walking LABEL" with only one description and that is of "Not being-ABLE" or it not "Being POSSIBLE for You to ....".
This is a 2 fold problem. The first issue is that well-meaning people are blinded by your "condition" and feel it's ok for them to "decide what you can and can't do". When it actually just like everyone else you have good and bad days.
The second issue is their view of your potential is blocked by the label and "pigeden-hole-your-potential" to a limited and defined scope. That again is feeding into the issue about discrimination.
And to close this email I would like to remind us of the following 2 things:
✅ Ask don't assume- someone's capability
✅ Remember we all human
And so I'm going to closeout this email by inviting you to NeuroDiversity in Focus a closed event for Neurodivergent Senior Leaders, Team Leaders, HR Professionals and STL Leaders who want to create inclusive and high-performing teams on 22nd September. The event is capped at 15 and spaces are limited. Come with a colleague and get half price tickets. Get your half price ticket: HERE For other ticket info please reply to this email "NeuroDiversity in Focus".
Have a wonderful evening.
Warm Regards,
Ekua 💛
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