November 2, 2024 • 16 mins
Text the show a topic request (or just say hello)
Unlock the potential of neurodiversity in your workplace and transform your team dynamics. By exploring the unique strengths of neurodivergent individuals, such as those with ADHD, autism, dyslexia, and Tourette's syndrome, you'll learn how to foster an environment that not only includes but also thrives on inclusion. This episode challenges your perceptions and highlights the invaluable contributions people can bring to innovation and problem-solving using an asset-based versus deficit mindset. Hear firsthand insights from my experiences in corporate settings, where embracing cognitive diversity led to creativity and success.
Join us in fostering an inclusive and supportive environment for everyone in your workspace. Discover actionable steps, such as incorporating visual aids in meetings and initiating open conversations about neurodiversity. We can build an empathetic, productive environment by understanding and valuing the different ways people think. Engage on social media using the hashtag #ReframingtheMembrane or text the show, and let's create workplaces where every unique mind is celebrated and empowered to thrive.
Find Reframing the Membrane: Crossing Boundaries
- Online @ reframingthemembrane.com
- Instagram @ reframingthemembrane
Disclaimer: This podcast serves solely for informational and entertainment purposes. It is not intended to replace professional medical or mental health advice, diagnosis, or treatment, nor does it substitute for a relationship with a licensed mental health clinician. Always consult your physician before deciding about your physical or mental health.
#reframingthemembrane #speakout #advocacyseries
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Kapri (00:00):
Hello and welcome.
I'm your host, Kapri, and intoday's episode we're exploring
a topic that's increasinglyshaping the way we think about
inclusion, collaboration andwell-being in the workplace
neurodiversity.
This episode will unpack whatneurodiversity really means, the
unique strengths it brings tothe workforce, and how creating
(00:20):
neuro-inclusive environments canenhance workplace morale,
strengthen employeerelationships and inspire
empathy.
In my work with corporatesettings and teams, I found that
awareness of neurodiversityisn't just about inclusion in
the typical sense.
It's about understanding thatcognitive diversity our
different ways of thinking,problem solving and interacting
(00:43):
can be a powerful driver ofinnovation and success.
So, wherever you are, take adeep breath, settle in and let's
get started.
Let's start by breaking downthe term neurodiversity.
At its core, neurodiversity isthe idea that humans vary in
terms of their neurocognitiveabilities.
Just as we all have uniquephysical traits, we each have a
(01:05):
unique brain profile thatinfluences the way we process
information, respond to stimuliand interact with the world.
The spectrum includesneurotypical people, those whose
brain functions align withsocial norms and expectations,
as well as those who areneurodivergent, whose
neurocognitive functioningdiffers in more pronounced ways.
(01:26):
Neurodiversity embracesconditions like ADHD, autism,
dyslexia, dyspraxia and othervariations in thinking styles.
Rather than as deficits ordisorders.
These neurotypes bring in theirown strengths, challenges and
ways of seeing the world, and,just like a team benefits from
different talents, a workplacebenefits immensely from the
(01:48):
diversity of thought thatneurodivergent employees
contribute.
What's powerful here is theshift from seeing these
neurotypes as issues to overcometo viewing them as valuable
differences that, in the rightenvironment, can fuel creativity
, authenticity and collaboration.
One of the greatestmisconceptions about
neurodiversity is that it onlyinvolves problems or challenges,
(02:12):
but if we look closer,neurodivergent individuals bring
unique perspectives andabilities that are incredibly
valuable, especially inproblem-solving, innovation and
fostering an inclusive culture.
I want to go over some commonneurotypes and highlight their
strengths, which I've seenfirsthand as transformative in
the corporate environment, andnote this is just a selection of
(02:35):
some of the common neurotypes.
This is not at all meant to bean exhaustive list.
The spectrum is full ofwonderful abilities that we will
not have time to touch on today, but this is a starter
conversation to help you startto think about how you're
showing up in your workplacesand how you're treating others
who may be different from youwhile in those spaces.
(02:56):
Are you ready to make adifference in your community?
In our Speak Out Advocacyseries, we're here to empower
you to use your voice for change.
Whether improving access tomental health care, reducing
stigma or shaping importantsocial policies, this series
provides the tools to create alasting impact.
If advocating for better care,breaking down barriers or
(03:17):
transforming mental healthservices speaks to your heart,
this is the perfect space tolearn and take action.
Do you have a topic you'repassionate about or need support
advocating for yourself orothers?
We'd love to hear from you.
Text the show to share yourthoughts.
Just check the details in theshow notes.
Together, let's build acommunity that fosters change.
(03:38):
Keep enjoying reframing themembrane.
People with dyslexia are oftenknown for their incredible 3D
visual thinking and creativity.
They're fantastic at problemsolving and frequently have
excellent long-term memory.
In the corporate settings I'veworked in, dyslexic team members
have consistently come up withunique solutions to complex
(03:58):
problems, often because theyapproach situations from a
different perspective.
However, I've seen thechallenges with tasks that
involve detailed verbalinstructions or spelling and
reading, so clear visualcommunication can help them
thrive.
Now let's talk about ADHD, orattention deficit hyperactivity
disorder.
People with ADHD are often seenas having difficulty with focus
(04:22):
, but here's the thing they'realso known for hyperfocus, and
when they're passionate aboutsomething, in the right role,
individuals can thrive and bringboundless energy, creativity
and exceptional ability to workintensively on projects that
they care about.
I've worked with many employeeswho, when given the freedom to
manage their workflow, deliverimpressive results due to their
(04:43):
passion and focus.
Physical movement andflexibility in schedules can
help them stay productive andbalanced, so keep this in mind
when you're working withdifferent neural types that
include ADHD.
Autistic individuals often haveremarkable attention to detail
and can excel in tasks thatrequire concentration and
(05:03):
pattern recognition.
They may process sensory inputmore intensely than others,
making certain environmentsoverwhelming.
When I've worked with autisticteam members.
Providing a structured,predictable environment with
minimal sensory distractions hashelped them succeed.
Autistic employees often valuehonesty and direct communication
, which creates a refreshingculture of transparency in the
(05:26):
workplace.
Tourette's syndrome is aneurotype that we don't often
hear much about, but people withTourette's syndrome may have
involuntary movements or sound,known as tics, but many also
have strong verbal skills,creativity and the ability to
hyper-focus on task.
Tourette's also bringsobservational skills and an
(05:46):
awareness of the environment,which can make these individuals
highly perceptive team members.
Clear communication aboutworkplace etiquette and
supportive policies can make abig difference for these
employees, and some peopledevelop neurodiverse traits due
to life experiences such as atraumatic brain injury or other
health events.
Individuals may developheightened empathy, adaptability
(06:09):
or resilience.
In corporate settings, I'veseen employees with acquired
neurodiversity demonstrateprofound emotional intelligence,
help to create empathetic andunderstanding workplaces.
So by understanding and valuingthese strengths, workplaces can
move from a one-size-fits-allapproach to a more inclusive
(06:29):
model that empowers each teammember to bring their best self
to work.
It's essential to understandthat these definitions only
scratch the surface.
Every individual is unique andno one fits neatly into a single
box.
However, having a basicunderstanding can be incredibly
helpful in building empathy,building teams and creating
(06:50):
inclusive spaces.
Having a basic understanding ofneurotypes can help us to see
the workplace as a dynamic spacewhere different perspectives,
strengths and ways of thinkingcome together.
When we start from a place ofempathy and openness, we create
an environment whereneurodiversion employees can
feel valued for who they are,not just the tasks they complete
(07:13):
, and that, in my experience, iswhere true innovation and
workplace harmony begin.
The Reframing the MembraneCrossing Boundaries podcast is
provided solely forinformational and entertainment
purposes.
It is not intended to replaceprofessional medical or mental
health advice, diagnosis ortreatment, nor does it
substitute for a relationshipwith a licensed mental health
(07:35):
clinician.
Always consult your physicianbefore deciding about your
physical or mental health.
Now that we know some of thestrengths that neurodivergent
employees bring, let's talkabout creating environments to
support people In corporatesettings, this often starts with
awareness and understanding.
I've worked with teams onraising awareness, which helps
to foster empathy, reducemisunderstandings and create a
(07:58):
more collaborative atmosphere.
There are a few simple ways tohelp to build a neuro-inclusive
workplace, starting withflexible workspaces.
Some people do their best workin quiet, isolated environments,
while others thrive in open,collaborative spaces.
Offering options like quietrooms or flexible desk
arrangements can helpaccommodate different
(08:19):
preferences.
Neural diversion employees mayfeel more comfortable when they
have a workspace tailored totheir needs.
Visual aids, diagrams andwritten summaries can make
communication more accessiblefor employees who process
information better visually orare challenged with verbal
instructions In meetings.
Using slides or written agendashelps everyone follow along and
(08:42):
contributes to bettercomprehension, especially for
people who might otherwise findverbal instructions overwhelming
.
Traditional 9-to-5 schedulesdon't work for everyone.
That's especially true now, andeven more so following the
pandemic.
Allowing employees to choosework hours that align with their
natural energy rhythms can leadto better productivity.
(09:02):
For example, someone with ADHDmay benefit from working during
peak focus times rather thanbeing confined to a strict
schedule, and breaks areessential for everyone.
I remember working 80 plushours a week in corporate spaces
and we rarely ever received abreak or a lunch or were
expected to eat at our desk andrarely move away from said desk.
(09:25):
So it's important that breaksare being offered.
They're essential for everyone,but they're especially needed
for those who may becomeoverstimulated or fatigued by
continuous work.
Encouraging regular, structuredbreaks allows employees to
recharge and return to work witha clearer mind, provide a space
for quiet breaks, meditation oreven a quick walk if someone is
(09:47):
able to help reduce sensoryoverload and improve focus.
One of the most importantfactors in creating an inclusive
environment is fostering aculture where employees feel
comfortable discussing theirneeds.
Encouraging team members toshare what helps them work at
their best without fear ofjudgment, can make a huge
difference.
(10:08):
Simple questions like what kindof support would help you can
open up valuable conversationsthat lead to better
understanding in a more cohesiveteam, and providing training on
neurodiversity for all teammembers, especially management
and staff, can create a moreinclusive workplace culture.
When employees understand thatexperiences are different,
(10:29):
they're more likely to respondwith empathy and offer support.
I've seen firsthand howtraining sessions on
neurodiversity can shiftworkplace culture from one of a
misunderstanding to one ofsupport and acceptance.
Creating these kind ofwelcoming environments does more
than just make neurodivergentemployees feel comfortable.
It strengthens the entireworkplace, boosts morale and
(10:51):
fosters an atmosphere whereeveryone can be themselves and
thrive.
Now that we've covered ways tosupport neural diversion
employees, let's explore howneural diversity benefits the
workplace as a whole.
A neural inclusive workplacedoesn't just support neural
diversion employees.
It benefits everyone.
By fostering a culture thatvalues different ways of
thinking, companies can enhancecreativity, innovation and even
(11:15):
employee satisfaction.
When we embrace cognitivediversity, we bring in new
perspectives and solutions thatmight otherwise be overlooked.
One of the biggest impacts I'veseen in workplaces is how
neurodiversity awareness fostersempathy.
When employees understand thattheir colleagues might think and
process differently, they'remore likely to communicate
(11:36):
openly, collaborate effectivelyand offer support.
This heightened empathy canreduce conflicts, build stronger
relationships and create asense of unity across teams.
Neurodiversity also drivesinnovation.
Think about it when you havepeople on the team who approach
problems from completelydifferent angles, you're far
(11:56):
more likely to come up withinnovative solutions.
Neurodivergent employees oftenthink outside the box, which can
lead to breakthroughs thatwouldn't have come from a
neurotypical only team.
That is why diversity, equity,inclusion and accessibility is
so important.
Many companies have started tosee this as a competitive
advantage in roles that requireattention to detail, creativity
(12:20):
or the ability to seeconnections others might miss.
Recognizing and nurturing thesestrengths can give
organizations an edge byleveraging unique perspectives
that foster creativity andproblem solving.
When I teach these concepts incorporate settings, I encourage
leaders and teams to look atneurodiversity not just as an
inclusion goal, but as anopportunity to build a more
(12:41):
adaptive, more accessible anddynamic workforce.
This mindset shift can helpcreate a culture where every
team member feels valued andempowered to bring their full
selves to work.
Are you ready to make adifference in your community?
In our Speak Out Advocacyseries, we're here to make a
difference in your community.
In our Speak Out Advocacyseries, we're here to empower
you to use your voice for change.
Whether improving access tomental health care, reducing
(13:04):
stigma or shaping importantsocial policies, this series
provides the tools to create alasting impact.
If advocating for better care,breaking down barriers or
transforming mental healthservices speaks to your heart,
this is the perfect space tolearn and take action.
Do you have a topic you'repassionate about or need support
, advocating for yourself orothers?
(13:24):
We'd love to hear from you.
Text the show to share yourthoughts.
Just check the details in theshow notes.
Together, let's build acommunity that fosters change.
Keep enjoying reframing themembrane.
As we wrap up, I want you tothink about small actions that
you can take to start to build amore neuro-inclusive workplace.
(13:44):
Today, we exploredneurodiversity, looking at the
strengths and challenges ofvarious neural types and how
these differences can enrich aworkplace.
These differences can enrich aworkplace.
We look at this from anasset-based mindset versus a
deficit mindset, and we'vefocused on practical ways to
create environments that supportpeople, from flexible
(14:06):
workspaces and schedules toclear communication and
structure breaks.
Creating neural inclusiveworkplaces is a journey.
Small actions are making bigdifferences.
This week, try paying attentionto how you can make your
workspace more inclusive.
Maybe it's offering a visualaid in a meeting or asking a
colleague what support theywould need to help them thrive.
(14:28):
Start conversations aboutneurodiversity in your teams.
See if others are aware and ifthey understand and if they have
the tools that they need tocreate a more empathetic and
productive work environment.
If today's conversationinspired you, I encourage you to
explore neurodiversity further.
Whether you are neurodivergentor neurotypical, understanding
(14:50):
the variety of ways people thinkand work can empower you to
create a more inclusiveworkplace.
People think and work canempower you to create a more
inclusive workplace.
Join the conversation on socialmedia with Reframing the
Membrane, and let's worktogether to build environments
where every mind has a place toshine.
Thank you so much for joiningme today in this bonus episode.
Until next time, keep embracingthe power of diversity, take
(15:13):
care of yourselves and rememberthat together we can create a
world that celebrates everyunique mind.
Hello and welcome.
I'm your host, Kapri, and intoday's episode we're exploring
a topic that's increasinglyshaping the way we think about
inclusion, collaboration andwell-being in the workplace
neurodiversity.
This episode will unpack whatneurodiversity really means, the
unique strengths it brings tothe workforce, and how creating
(00:20):
neuro-inclusive environments canenhance workplace morale,
strengthen employeerelationships and inspire
empathy.
In my work with corporatesettings and teams, I found that
awareness of neurodiversityisn't just about inclusion in
the typical sense.
It's about understanding thatcognitive diversity our
different ways of thinking,problem solving and interacting
(00:43):
can be a powerful driver ofinnovation and success.
So, wherever you are, take adeep breath, settle in and let's
get started.
Let's start by breaking downthe term neurodiversity.
At its core, neurodiversity isthe idea that humans vary in
terms of their neurocognitiveabilities.
Just as we all have uniquephysical traits, we each have a
(01:05):
unique brain profile thatinfluences the way we process
information, respond to stimuliand interact with the world.
The spectrum includesneurotypical people, those whose
brain functions align withsocial norms and expectations,
as well as those who areneurodivergent, whose
neurocognitive functioningdiffers in more pronounced ways.
(01:26):
Neurodiversity embracesconditions like ADHD, autism,
dyslexia, dyspraxia and othervariations in thinking styles.
Rather than as deficits ordisorders.
These neurotypes bring in theirown strengths, challenges and
ways of seeing the world, and,just like a team benefits from
different talents, a workplacebenefits immensely from the
(01:48):
diversity of thought thatneurodivergent employees
contribute.
What's powerful here is theshift from seeing these
neurotypes as issues to overcometo viewing them as valuable
differences that, in the rightenvironment, can fuel creativity
, authenticity and collaboration.
One of the greatestmisconceptions about
neurodiversity is that it onlyinvolves problems or challenges,
(02:12):
but if we look closer,neurodivergent individuals bring
unique perspectives andabilities that are incredibly
valuable, especially inproblem-solving, innovation and
fostering an inclusive culture.
I want to go over some commonneurotypes and highlight their
strengths, which I've seenfirsthand as transformative in
the corporate environment, andnote this is just a selection of
(02:35):
some of the common neurotypes.
This is not at all meant to bean exhaustive list.
The spectrum is full ofwonderful abilities that we will
not have time to touch on today, but this is a starter
conversation to help you startto think about how you're
showing up in your workplacesand how you're treating others
who may be different from youwhile in those spaces.
(02:56):
Are you ready to make adifference in your community?
In our Speak Out Advocacyseries, we're here to empower
you to use your voice for change.
Whether improving access tomental health care, reducing
stigma or shaping importantsocial policies, this series
provides the tools to create alasting impact.
If advocating for better care,breaking down barriers or
(03:17):
transforming mental healthservices speaks to your heart,
this is the perfect space tolearn and take action.
Do you have a topic you'repassionate about or need support
advocating for yourself orothers?
We'd love to hear from you.
Text the show to share yourthoughts.
Just check the details in theshow notes.
Together, let's build acommunity that fosters change.
(03:38):
Keep enjoying reframing themembrane.
People with dyslexia are oftenknown for their incredible 3D
visual thinking and creativity.
They're fantastic at problemsolving and frequently have
excellent long-term memory.
In the corporate settings I'veworked in, dyslexic team members
have consistently come up withunique solutions to complex
(03:58):
problems, often because theyapproach situations from a
different perspective.
However, I've seen thechallenges with tasks that
involve detailed verbalinstructions or spelling and
reading, so clear visualcommunication can help them
thrive.
Now let's talk about ADHD, orattention deficit hyperactivity
disorder.
People with ADHD are often seenas having difficulty with focus
(04:22):
, but here's the thing they'realso known for hyperfocus, and
when they're passionate aboutsomething, in the right role,
individuals can thrive and bringboundless energy, creativity
and exceptional ability to workintensively on projects that
they care about.
I've worked with many employeeswho, when given the freedom to
manage their workflow, deliverimpressive results due to their
(04:43):
passion and focus.
Physical movement andflexibility in schedules can
help them stay productive andbalanced, so keep this in mind
when you're working withdifferent neural types that
include ADHD.
Autistic individuals often haveremarkable attention to detail
and can excel in tasks thatrequire concentration and
(05:03):
pattern recognition.
They may process sensory inputmore intensely than others,
making certain environmentsoverwhelming.
When I've worked with autisticteam members.
Providing a structured,predictable environment with
minimal sensory distractions hashelped them succeed.
Autistic employees often valuehonesty and direct communication
, which creates a refreshingculture of transparency in the
(05:26):
workplace.
Tourette's syndrome is aneurotype that we don't often
hear much about, but people withTourette's syndrome may have
involuntary movements or sound,known as tics, but many also
have strong verbal skills,creativity and the ability to
hyper-focus on task.
Tourette's also bringsobservational skills and an
(05:46):
awareness of the environment,which can make these individuals
highly perceptive team members.
Clear communication aboutworkplace etiquette and
supportive policies can make abig difference for these
employees, and some peopledevelop neurodiverse traits due
to life experiences such as atraumatic brain injury or other
health events.
Individuals may developheightened empathy, adaptability
(06:09):
or resilience.
In corporate settings, I'veseen employees with acquired
neurodiversity demonstrateprofound emotional intelligence,
help to create empathetic andunderstanding workplaces.
So by understanding and valuingthese strengths, workplaces can
move from a one-size-fits-allapproach to a more inclusive
(06:29):
model that empowers each teammember to bring their best self
to work.
It's essential to understandthat these definitions only
scratch the surface.
Every individual is unique andno one fits neatly into a single
box.
However, having a basicunderstanding can be incredibly
helpful in building empathy,building teams and creating
(06:50):
inclusive spaces.
Having a basic understanding ofneurotypes can help us to see
the workplace as a dynamic spacewhere different perspectives,
strengths and ways of thinkingcome together.
When we start from a place ofempathy and openness, we create
an environment whereneurodiversion employees can
feel valued for who they are,not just the tasks they complete
(07:13):
, and that, in my experience, iswhere true innovation and
workplace harmony begin.
The Reframing the MembraneCrossing Boundaries podcast is
provided solely forinformational and entertainment
purposes.
It is not intended to replaceprofessional medical or mental
health advice, diagnosis ortreatment, nor does it
substitute for a relationshipwith a licensed mental health
(07:35):
clinician.
Always consult your physicianbefore deciding about your
physical or mental health.
Now that we know some of thestrengths that neurodivergent
employees bring, let's talkabout creating environments to
support people In corporatesettings, this often starts with
awareness and understanding.
I've worked with teams onraising awareness, which helps
to foster empathy, reducemisunderstandings and create a
(07:58):
more collaborative atmosphere.
There are a few simple ways tohelp to build a neuro-inclusive
workplace, starting withflexible workspaces.
Some people do their best workin quiet, isolated environments,
while others thrive in open,collaborative spaces.
Offering options like quietrooms or flexible desk
arrangements can helpaccommodate different
(08:19):
preferences.
Neural diversion employees mayfeel more comfortable when they
have a workspace tailored totheir needs.
Visual aids, diagrams andwritten summaries can make
communication more accessiblefor employees who process
information better visually orare challenged with verbal
instructions In meetings.
Using slides or written agendashelps everyone follow along and
(08:42):
contributes to bettercomprehension, especially for
people who might otherwise findverbal instructions overwhelming
.
Traditional 9-to-5 schedulesdon't work for everyone.
That's especially true now, andeven more so following the
pandemic.
Allowing employees to choosework hours that align with their
natural energy rhythms can leadto better productivity.
(09:02):
For example, someone with ADHDmay benefit from working during
peak focus times rather thanbeing confined to a strict
schedule, and breaks areessential for everyone.
I remember working 80 plushours a week in corporate spaces
and we rarely ever received abreak or a lunch or were
expected to eat at our desk andrarely move away from said desk.
(09:25):
So it's important that breaksare being offered.
They're essential for everyone,but they're especially needed
for those who may becomeoverstimulated or fatigued by
continuous work.
Encouraging regular, structuredbreaks allows employees to
recharge and return to work witha clearer mind, provide a space
for quiet breaks, meditation oreven a quick walk if someone is
(09:47):
able to help reduce sensoryoverload and improve focus.
One of the most importantfactors in creating an inclusive
environment is fostering aculture where employees feel
comfortable discussing theirneeds.
Encouraging team members toshare what helps them work at
their best without fear ofjudgment, can make a huge
difference.
(10:08):
Simple questions like what kindof support would help you can
open up valuable conversationsthat lead to better
understanding in a more cohesiveteam, and providing training on
neurodiversity for all teammembers, especially management
and staff, can create a moreinclusive workplace culture.
When employees understand thatexperiences are different,
(10:29):
they're more likely to respondwith empathy and offer support.
I've seen firsthand howtraining sessions on
neurodiversity can shiftworkplace culture from one of a
misunderstanding to one ofsupport and acceptance.
Creating these kind ofwelcoming environments does more
than just make neurodivergentemployees feel comfortable.
It strengthens the entireworkplace, boosts morale and
(10:51):
fosters an atmosphere whereeveryone can be themselves and
thrive.
Now that we've covered ways tosupport neural diversion
employees, let's explore howneural diversity benefits the
workplace as a whole.
A neural inclusive workplacedoesn't just support neural
diversion employees.
It benefits everyone.
By fostering a culture thatvalues different ways of
thinking, companies can enhancecreativity, innovation and even
(11:15):
employee satisfaction.
When we embrace cognitivediversity, we bring in new
perspectives and solutions thatmight otherwise be overlooked.
One of the biggest impacts I'veseen in workplaces is how
neurodiversity awareness fostersempathy.
When employees understand thattheir colleagues might think and
process differently, they'remore likely to communicate
(11:36):
openly, collaborate effectivelyand offer support.
This heightened empathy canreduce conflicts, build stronger
relationships and create asense of unity across teams.
Neurodiversity also drivesinnovation.
Think about it when you havepeople on the team who approach
problems from completelydifferent angles, you're far
(11:56):
more likely to come up withinnovative solutions.
Neurodivergent employees oftenthink outside the box, which can
lead to breakthroughs thatwouldn't have come from a
neurotypical only team.
That is why diversity, equity,inclusion and accessibility is
so important.
Many companies have started tosee this as a competitive
advantage in roles that requireattention to detail, creativity
(12:20):
or the ability to seeconnections others might miss.
Recognizing and nurturing thesestrengths can give
organizations an edge byleveraging unique perspectives
that foster creativity andproblem solving.
When I teach these concepts incorporate settings, I encourage
leaders and teams to look atneurodiversity not just as an
inclusion goal, but as anopportunity to build a more
(12:41):
adaptive, more accessible anddynamic workforce.
This mindset shift can helpcreate a culture where every
team member feels valued andempowered to bring their full
selves to work.
Are you ready to make adifference in your community?
In our Speak Out Advocacyseries, we're here to make a
difference in your community.
In our Speak Out Advocacyseries, we're here to empower
you to use your voice for change.
Whether improving access tomental health care, reducing
(13:04):
stigma or shaping importantsocial policies, this series
provides the tools to create alasting impact.
If advocating for better care,breaking down barriers or
transforming mental healthservices speaks to your heart,
this is the perfect space tolearn and take action.
Do you have a topic you'repassionate about or need support
, advocating for yourself orothers?
(13:24):
We'd love to hear from you.
Text the show to share yourthoughts.
Just check the details in theshow notes.
Together, let's build acommunity that fosters change.
Keep enjoying reframing themembrane.
As we wrap up, I want you tothink about small actions that
you can take to start to build amore neuro-inclusive workplace.
(13:44):
Today, we exploredneurodiversity, looking at the
strengths and challenges ofvarious neural types and how
these differences can enrich aworkplace.
These differences can enrich aworkplace.
We look at this from anasset-based mindset versus a
deficit mindset, and we'vefocused on practical ways to
create environments that supportpeople, from flexible
(14:06):
workspaces and schedules toclear communication and
structure breaks.
Creating neural inclusiveworkplaces is a journey.
Small actions are making bigdifferences.
This week, try paying attentionto how you can make your
workspace more inclusive.
Maybe it's offering a visualaid in a meeting or asking a
colleague what support theywould need to help them thrive.
(14:28):
Start conversations aboutneurodiversity in your teams.
See if others are aware and ifthey understand and if they have
the tools that they need tocreate a more empathetic and
productive work environment.
If today's conversationinspired you, I encourage you to
explore neurodiversity further.
Whether you are neurodivergentor neurotypical, understanding
(14:50):
the variety of ways people thinkand work can empower you to
create a more inclusiveworkplace.
People think and work canempower you to create a more
inclusive workplace.
Join the conversation on socialmedia with Reframing the
Membrane, and let's worktogether to build environments
where every mind has a place toshine.
Thank you so much for joiningme today in this bonus episode.
Until next time, keep embracingthe power of diversity, take
(15:13):
care of yourselves and rememberthat together we can create a
world that celebrates everyunique mind.
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