July 21, 2023 • 41 mins
James chats with Co Founder Jessica Lee and Director of Business Development Monica Mitrani from Neuro Talent Works about their new CA Insurance Training Program.NeuroTalent Works (NTW) is a non-profit dedicated to advancing neurodiversity inclusion and employment in the workplace (a diversity of minds). NTW partners with both companies and talent (neurodistinct job-seeking individuals with cognitive and developmental distinctions, such as autism) to train and prepare both to succeed in gainful corporate employment of a neurodiverse workforceFor more information: Program Webisite: www.neurotalentworks.org/insuranceEmail: partners@neurotalentworks.org
Social Media: @neurotalentworks
Also visit iiabcal.org
Social Media: @neurotalentworks
Also visit iiabcal.org
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:02):
The term neurodivergent says the first twopeople that are described as neurodiverse when their
thought patterns, behaviors, and learningstyles fall outside of what's considered typical.
It actually says normal. I wantthat word normal, So the word normal
out of it, I say typical. Hi. I'm James Loginia's independent voices
(00:23):
here on jail j Media. Ibelieve language is important. I do always.
I was practice that, and thisneurodivergence stuff is coming up more and
more actually in my life professionally andpersonally, so I am very excited to
talk to people who are working inthat world and once again an insurance industry
which is very vast. You've donethis for three years where it's been very
(00:45):
vast and wide that there is asection for everyone in this business. It
is no joke. And these folksare gonna tell you what they do and
what they say. So neuro Talentworks an insurance diversity insurance. It's a
job training and hiring program. Theywork with insurance carriers. I believe in
(01:06):
business and companies um and these twopeople are very important to all of us.
I'm very happy to have them firsthelp me welcome the director of business
development, Monica mtrmmy matreat me.I love that. Yes, welcome Monica,
how are you. I'm very well, James, thank you, thank
(01:26):
you so much for having us.I appreciate that high pleasure. And we
also have the co founder executive directorof this of this wonderful business, miss
Jessica Lee. Hello, thank youfor having us. It's my pleasure.
So this show, Independent Independent Voicesis on all you know, all platforms
(01:48):
audio platforms from iHeartRadio to Spotify andGoogle, Apple, just type in it's
there. It's part of jail JMedia also, which is my company.
I'm the jail j of jail Jmedius hit at five times for half and
that's on YouTube. So go toYouTube which is jail Jimmydiu. I mean,
so, I think it's so simplefor you, and this and many
of the other episodes are on here. So ladies, Monica, Jessica,
(02:09):
welcome to the show. Glad tohave you here. Um so I said,
so the beginning of the show,I said the official definition with an
alteration of the word. I hatethe word. I hate the words perfect
normal. It's kind of um isthat kind of core? Is that correct?
We jefes that correct. Yes,it is correct, And I love
(02:30):
the way that you framed it UM, because you're right, there is no
normal really UM, and the termsin the community are typically neurodivergent or neurodistinct
and neurotypical UM. So you've gotit. You hit it right on the
(02:51):
head. And it's funny because Iwas just having a conversation with one of
our business partners today and we we'retalking about we were trying to like dive
into why neurodiversity is something you know, it's for so long, not how
(03:12):
to seat at the table when wetalk about diversity, equity, and inclusion.
And there's a lot of reasons forthat, but one of the it's
a complex topic. It's not apparent. So even when you look at disabilities,
you have a parent and not aparent, and that also encompasses mental
health and neurotypicality. And it's sucha broad topic. And but what I
(03:38):
love, and I think you gotto it is that neurodiversity appreciates all people
at all margins. And there's somuch we could dive into there. But
I loved your intra Thank you.Yeah. I My whole thing is because
nowadays we're having language beforehand. There'slanguage now for many of the things that
(04:01):
are not apparent disabilities that I'm soglad you brought that up. That's very
important, and so it's helping educatefolks who don't know this that many non
apparent disability folks can still work,can do jobs, can work effectively as
(04:21):
successfully. Is that is that correct, mis monica, but that you actually
can right, Absolutely absolutely. Andit's very interesting because when you bring up
a very good point about education,education starts with language because so many times
there's this elephant in the room thatno one knows exactly how to talk about
(04:42):
it, what to say, howto name it, And so it all
begins a cultural shift, and we'regoing to see a tectonic shift. That's
my prediction. We are about tosee a humongous tectonic shift in how people
perceive and it's going to broaden andinclude this diversity that we are talking about
(05:04):
that you cannot see. And yes, absolutely this diversity brings but have tremendous
gifts that perhaps you might not beaware of, and it makes them exceptionally
qualified for certain types of jobs.Not only can they do the job,
but they're exceptionally qualified to do certainkinds of jobs, and others may have
(05:27):
some challenges in certain areas that mightmake you think that they wouldn't be effective
in their jobs. But the oppositeis actually true if you put them in
the right environment. And by rightenvironment, I mean you actually let them
be creative. You let them gowhere their minds take them. You can
you as an employer, can reapthe rewards of that extraordinary creativity and of
(05:50):
those gifts. Yeah, I knowfor some corporate spaces, I know it's
hard for them. You slow downfor a second and actually except what you
just said basically and go, okay, well let's take the time to figure
out what tasks they do very well. I mean, I feel like it's
(06:12):
just it's just it's because I foundfrom the some of the Nile neurodivers people
that I've met super smart, supersmart. Um, but just they But
I mean it's the same to takeit out of that space. Just people
in general, everyone learns differently.There's some folks who are visual learners.
There's some folks who are hands on. They're better hands on. There's some
folks who are better to read.I mean, just that just in general,
(06:35):
there's like people who are then youfactor in the neuraldife version, or
even even the autistic space, oreven given other side, the dyslexic space.
Like I said, all the thingsyou can't see. I feel like
if we could take the time tokind of you'll work with our workforce,
they go, Okay, well,no, there's they're good. We just
can't put the same stuff on themthat we might do with someone else who
(06:59):
doesn't have that thing. That's kindthat'd kind of just given't it. There's
yeah, I'd say it varies there. What you just described is um what
many call like job carving. Howdo you look at carving a job to
the strength of the individual who youare employing or who you are hiring.
And in some cases job carving isreally helpful and actually something we should do
(07:25):
for all of our team members becauseall of us have strengths and weaknesses and
there should be no shame to that. And that's so much of what we're
trying to bring to the workplace,which is the word disability. The thought
of disability is always not able,right, that's just like again back to
(07:45):
language, and it's marginalized our communityin so many ways. And we're really
here to redefine what that means.And the biggest key in that is removing
the shame from disability, Like thatis so essential for anyone to show up
authentically, to find a place ofbelonging where we can talk about weaknesses and
(08:07):
challenges without shame, and the transformationthat happens on a team when we can
do that, and neurodiversity gives languageto that to be able to even talk
about that and to us, thatthen creates human connection. And if you
look at today's workplace, the stateof social media, the state of the
(08:30):
pace at which life is changing andevolving, human connection is what we need
most and neurodiversity creates that conversation forus. And that's why we're so excited
about what we do to put languagein the world to say, this is
how my mind works best. Andthank god I have team members where like
(08:50):
organization is not my strongest skill,but thank god my team member that is
their skill, whether they're neuro divergentor not, we can talk about it
in a much more meaningful way,and neurodiversity forces us to talk about it
in such plane and specific language,so we could go on and on about
this, James, we might parttwo and I know I love it.
(09:13):
I do. I love it,and I want And that's kind of the
point. We're gonna go a littlespecific, like what you guys doing stuff,
But I want the conversation open withthis because it is a broad conversation.
I mean, people think it's that'ssomeone else's but that's someone that's way
over there. That's something I'll neverhave happened to me. And it's kind
of like, no, the worldat large, we're all in this together.
The workforce is together, so chancesare someone in that workforce is like,
(09:39):
this is gonna happen for you,happened to you, happened with you,
happened near you. It's not thisthis thing you hear about the news
and you're like, on there,another happens to me. Um, the
person thing next to you can besomething that has something that you have no
idea about. You remember wondering whythey work this way and why they always
work better this, Like you know, it's just that this is for everyone.
I want to make I wanted tostart out broad. Let's so people
(10:01):
get the idea that this is like, this is for every business. It's
just news for all of us outhere, and so I might look at
that out there. And now we'reago a little more in depth. And
I'll start with you, Jessica,because you are a co founder. What
is neuro Talent Works? What isNeuRA? What is it? What is
it? Yes? Thank you,um So neuro Talent Works. We are
(10:22):
a nonprofit organization social enterprise. Westarted this organization almost seven years ago to
address the high eighty percent unemployment rateof adults with autism. So we specifically
had started in autism, but sincethen have branched out to all neuro University.
(10:43):
UM. My co founders her Agand Lisa Um they there's a whole
backstory here. We come from theconsulting UM background. Um Harrog and I
were consultants together on a project andbut her Ag and Lees their youngest son
has some learning differences and through exploringand looking into understanding him more and the
(11:09):
community and supports that are available,they went to a conference on autism heard
about this eighty percent unemployment rate andthey were like, this is crazy.
You know, they had friends kidswho were autistic, seven year old,
eight year old who can tell youyour birthday on the day in twenty fifty
(11:31):
four like that, and they're like, how is it possible that children who
are so gifted and skilled have aneighty percent unemployment rate? This does not
connect here. So you live inLa James, you understand the traffic going
from West La to Pasadena. Hradliterally came to this idea and Lisa's writing
(11:54):
it on a napkin, the wholebusiness model and the idea and thought of,
you know, we see nonprofits thatare getting job candidates ready for employment,
and government agencies and services, butthe big question of who's getting employers
ready? How our businesses knowing andunderstanding what neurodiversity is? Is this the
(12:15):
missing piece in the high unemployment rate? And so the first year of the
organization was spent talking to all theexperts who were doing the work and saying,
is there a need? Is theresomeone who needs to be working with
businesses specifically who speak the business acumenlanguage, who understand the culture of change
in organizations? Is that a need? And it was a resounding yes,
(12:39):
please, yes, And and that'swhy we started seven years ago. And
our very first business partner to hirewith us and do this together was a
family owned agency insurance agency Weaver andAssociates in Arcadia, California, and they
(13:00):
took the chance open the door forour community and hired two people with us
and gave us the idea for theprogram. We're here to share with you
about this neurodiversity insurance program. UmDana Weaver said, this is a huge
opportunity for your community. UM andI actually I'd love to tell more about
the Weaver story because it's so important. Yes, we'll get come back to
(13:24):
it. You'll get get there.So I want to say, first of
all, congratulations seven years. That'sgood. UM. And I make jokes
because if you're not from Los Angeles, understand she's she said, from from
the west side of Los Angeles toPastina. That could be an hour and
a half. I think we twoout worked in the car. So yeah,
but you of time to work thisbusiness all else. Yeah, and
this is pretty pandemic. Yes,well pre yeah, then you were in
(13:46):
the car for a while. Yeah, folks, you take the ten across
or what anout go anyway? Um, the boy it is yees. So
they had some time to work thisout. But that's I mean, I
just want to ask you before Iget to moographers. I would ask Monica
question, but first for you doyour work consultings of did your work in
any kind of neural field thing likethat? Or no? No, I
(14:07):
have a cousin I grew up withthat has down syndrome. So the special
place in my heart for her inthe community definitely comes from that lived experience.
Um. But I'm like what theycall a civilian to the neurodiverse community.
And it's just like anything in life, right when you've seen it,
when you know it, you can'tunsee it and unknow it. And this
(14:28):
work has been the most meaningful,life changing work. And now I have
friends that are autistic and neurodiversion andit's incredible, so cool. No,
but yes, anyone can enter thiswork and it's yeah. Anyways, more
say I'll get there. We getMonica wan frond of how SCA how this
(14:52):
came into her orbit? As youguys, you became you know, your
business development director? How do youfind about this company? In all this?
So I have an interesting story.I also come from the business for
profit consulting. Then I did alot of market research decades and market research
and I did a lot of things, and one day I woke up and
(15:13):
I said, wait, a minuth, is this it? So those those
really fundamental questions I asked myself.I went into a program called it's an
executive program at the University of Pennsylvaniacalled Social Impact Strategy, where I met
Jessica and she was in the verybeginnings of that idea of that program,
(15:39):
trying to develop this organization, andwe were friends. And so I did
a shift in my own career andI started doing my own things, consulting
for other nonprofits in other spaces,helping a lot of underprivileged children and young
adults. So I did a lotof that for a while, and then
(16:00):
one random day I came across aposting from my friend Jessica, and I
said, hmmm, let me readthat. And then I said, oh,
I think I think I could Icould make a difference here. I
think I could do something. Icould help move the needle. This is
this is good. But before that, actually I went to a gala for
(16:23):
neuro Talent Works. A few monthsbefore that, I had been to a
gala and one of the parents,who happens to be a board member for
neuro Talent Works was telling the storyof his son gaining employment, and the
impact it had on him as ahuman being as as as a just a
(16:48):
contributing member of society. The impactit had on their family, the impact
it had on their community. So, and by communities, I mean it
was at the church, it wasat the supermarket, it was at you
know, all the communities that thatfamily touches were somehow impacted by this one
(17:10):
person being able to have a real, genuine opportunity. And I got to
tell you, that blew my mind. So I walked out of there with
my heart full, and I said, yes, look at this amazing work.
And I was, I was soinspired. I dragged my husband to
it, and he walked out andhe was just like, this is amazing.
(17:30):
This is the best thing ever.So then when you know, coming
full circle months months later, likeI don't know, six seven months later,
I come across this more even almosta year later, I came across
this post and I said, andso I called, I, you know,
wrote to Jessica, and she's howdo we do this? We're friends.
(17:52):
I think you got an interview withthe board or something funny, And
that's how I ended up coming onboard. Best decision ever, Oh,
your best decision ever, not becauseshe's here. I'm telling you, Jane,
best decision ever ours too, though. I'll tell you something. There's
no coincidences. I know, Ibelieve in. It's all. It's all
(18:15):
ordained to you. Your guys aremeant to work together, clearly. UM.
I love I love that. Iwant to ask you about the we
were story. Tell us about theWeir story. Yeah, thanks, so
yes, Okay, So we werean associates. Um. They when they
heard about the work we were doing. Um, They're like, okay,
tell me more, tell me moreabout your community, tell me about you
(18:37):
know, who are these job candidates. Um. And they were telling us
about also their business and what wasgoing on in their business, which was
that they, as you and manyof the listeners here know, in insurance
agencies and carriers, those entry levelpositions of transaction processing for policy renewals,
(19:03):
issuing certificates of insurance, all ofthose transactional activities. Many have been outsourced
to other jobs because of the highturnover rate here for those positions, because
of the repetitiveness and routine of thetask. So Dana and Matt and Denise
(19:23):
are sitting there thinking, like listeningto us and they're like, wait,
so you're telling me that you havea community of people and job candidates who
enjoy routine, who like the predictability, who are detail oriented, and would
stay in this job for more thana year. And I said, yes,
(19:44):
there is a segment of our communitywhere that is a perfect fit for
them and for their skill sets.And so when we talked about even our
brains and how our brains develop,there are certain people in society and those
in our narrow distinct community where theyare apt for their brains to enjoy and
thrive in that type of work.And so they said, oh my gosh,
(20:10):
we got to do this with you. We got to bring these jobs
back to the US, and wegot to bring them in house to our
office, and we're going to doit right here. And six months later
we did it. We trained.The part of what we do is training,
so we train businesses on narrow diversityinclusion. We are a trusted partner
(20:30):
that walks along with you every stepof the way. You know what Dana
shares two is like. As wedid this work together, it also started
to uncover again different ways our brainswork. So you had mentioned before,
James, of like different learning stylesright when you're training a new hire,
oftentimes it's just like this, maybesharing a screen using your voice to explain
(20:56):
things. Well, it quickly becameapparent to us that we have to be
looking at this from the dimension ofeveryone learning differently. So we ended up
putting process flows together, a visualway of describing the training and the concepts
of how transactions move from a customerto a processor to the manager in the
(21:18):
agency, and like laying that outvisually, having screenshots, having it written
and this is universal design. Thisis what we do in classrooms because we
know students and children learn in variousformats. We're bringing that now to the
workplace. And what's beautiful is Weaverand others have said, oh my gosh,
(21:38):
this helps all of our employees,right, and that's the beautiful partnership
that happened. And so they hiredtwo people with us, and it's just
it's been an incredible journey and theyyes. So when we were doing this,
Dana said, oh my gosh,if we can do this right with
(22:00):
you, there's an opportunity to godeeply in the insurance industry for these transaction
processing roles. She planted this seed. You know five years ago and now
today, we have partnered with theCalifornia Department of Rehabilitation. They are funding
this one year program which is athree week job training program on the principles
(22:23):
of insurance, partnering with Insurance CommunityUniversity, who is put together this principles
of insurance training with us to buildthis neurodiverse talent pool for the insurance industry
in California. And we are readyand looking for agencies and carriers to hire
(22:44):
from this program. We have atalent pool ready for you and we can
share more about that. But thatidea of five years ago from Weaver to
the So you guys are working onboth sides of it. So as we
talked a little earlier, you're like, okay, here helping out the actual
companies on how to where, andalso have a pool of people who are
(23:07):
neurodivergent. So you're a one stopstop we are. If you can't see
nowadays, folks, I'm telling you. I always say if people want to
be spoon fan, and I saythat in the most loving way, they
want it so they don't have togo to ten places or something they want.
It's like there's one to one placelike I said, one, it's
(23:29):
a place that it's not saying onestop shop, but like you get it's
like just one place. What canyou offer me? The more you can
offer them, right, miss Monica, the more you can offer them because
your business developed, Absolutely, wegot it. The thing about that is
that we have because so many ofus come from a consulting background, we
(23:52):
actually have the ability, the realability to meet meet you where you are.
So if you are a small companyand you have five employees and you
really want to have that six employee, you want that employee to be a
disabled employee, you want that employeeto be a nerdistinct employee. We will
(24:12):
tell you. We will walk withyou on that journey and tell you how
to do it. You're a Fortunefive hundred company and you say, I
need a program to figure this outbecause if this can't just be you know,
just pure words in the air,because that's not going to fly at
these larger organizations. We will alsomeet you where you are. We have
(24:36):
a team in place, will come, we'll sit down, we'll take a
look at what's in place already.How do you connect the dots, what
are the gaps in between all ofthose places and we will advise you,
hey, you need to work alittle bit harder here, this is how
you're going to go, and weactually develop a roadmap. The idea is
not that these companies need us forthe long haul, no objective. Our
(25:00):
main objective is to help a companyget this started, get it in motion,
and put you know, sustainment practicesacross the board so that we can
walk away and be like you gotthis, go off you go. So
that's really our primary objective is toallow companies to learn how to do it
right, to do it well,and that whenever there is a neurodistinct candidate
(25:26):
or a current employee, because that'sanother thing. There are a lot of
neurodistinct individuals right now in the workforcethat might not be disclosing, and so
you are servicing that. And likeguess Jessica pointed out just earlier, not
just those people who are neurodistinct.You are helping everyone. So if you
(25:48):
look at studies, there are thereare studies that say thirty percent up to
eighty percent increase in productivity in teamsthat are neurodivers, meaning that they have
a diversity of mind working in thesame team. So This isn't like just
you know, I want to dogood and I want to look good doing
(26:11):
something good. No, this isgood business. It's business sense. This
is smart, this is intelligent.This is important, And like the flip
side at the beginning of the conversation, this also impacts not just that one
person, It impacts an entire community. And that starts to kind of shift.
(26:32):
That's why I meant the techtonic shiftshift because it starts to shift you
know, how we think about otherpeople, because it's not just the person
who's neurodistinct. But it's wait aminute, do I have something to learn
myself on how I communicate with mydaughter, with my husband, with my
neighbor, with my you know.And it starts to change the fabric of
(26:56):
society. So it starts with language. But the end of the day,
we're here for a cultural shift.Yeah, and please please chess what you
want to add. This is thelast thing to add to that is the
cultural shift and removing the barriers thatwe know exists for the neuro diverse community.
That is key. Yeah, Iwill saying, um, I think
(27:18):
well, half of my friends areon strike right now out here in Los
Angeles and New York UM and othersmaybe joining them soon. We have lots
of going on. But one ofthe things I'm also noticing UM and I
do want to say, is startedwith gen Z. That's good too.
I think gen Z started this workplaceculture UM and the thought of diversity.
(27:40):
It's just I call it diversity asnormality, just like something where it's just
it should be, like we maybig deal about it. Folks like they're
like, you know, my generationthat we made big deal about it.
Of course we're fighting our way throughUM. But I think the church is
like, well, just how itshould be, you know, you know
how it was. We're all Igot more, more women, more of
this. I think now it's kindof like this is how it should be.
(28:04):
Just that's how it should be.So I'll need to scream loud about
it, but fix it. Likejust I'm not gonna work. A lot
of folks are taking jobs. They'rejust like, never mind, I don't
like the culture. I just sayingI'll stand for UM, so you actually
do the service on that to you. On someon end, you're like saying,
okay, folks, we recognize thisand we're here to help that too,
(28:26):
right, Jessica basically totally, Yes. Absolutely. The generation that is
coming up in the workforce expects thatcompanies are action oriented in their commitments to
diversity, equity, and inclusion.I was at a career fair last week
and I'm standing there just listening,observing um and a young woman who walked
(28:51):
in to the recruiter and said,what are you all doing to be inclusive
for people with disabilities? And youknow, the recruiter she knew, she
knew her stuff, and she waslike, this is what we're doing,
and the individual ast are their benefitsbetter provided? Like what? There is
an expectation that companies are at leastaware and educated on what is available and
(29:14):
what they could be doing. Andthere's the human behind it, right,
the reason we do it. Youbrought it up. It came up,
I think earlier. I wanted tomention what Last week I was at a
conference and I didn't stop to thinkabout this. She said, most people
(29:36):
don't realize all of us can enterthe disability community at any time, right,
And I think about interviews with somebodywho had a traumatic brain injury because
they were wearing fuzzy socks, holdingstuff, walking down the hardwood floors and
life completely changed, right, Imean it could happen to anyone. Yeah,
(30:00):
I want to say something that actually, uh, five years ago last
week, my fans, my familyknow this, I woke up and couldn't
speak. I had a severe caseof Bell's pause. You know. In
the for next five days, myface drooped and collapsed. I'm still even
recovering still from it. I'm talking. I mean, it's a long story.
(30:22):
My stories out there's documented, butit's a long story. But to
this day, I'm still some issuesmy face. But for the most parts,
I'm way betther than I was fiveyears ago and I had severe case
last almost a year. Yeah.Wow, So I learned how to work
where I couldn't. I couldn't cough, spit, sneeze. I mean,
you forget how much your face everything'sconnected. Um, I was a nerd,
(30:45):
I was an next nurse. TimeI found much my face is connected.
Um how I could because my brainsmy I had lots of headaches at
the time, and it was justlike, how do you I didn't figure
out, Like after I went throughthe yme stage, I was kind of
like, Okay, well I gottathrough something out because I'm not rich first
of all, a little mansion.I live in Los Angeles where it costs
money to live here. Um,so how can I do it? So
(31:07):
So even that you just said,I was like, that's something that hit
me. Like I had to finddifferent ways of how to work. Yeah,
so you're arriving at that your life, so baby go Actually so,
but life guys want to pick backand say, I just want to say,
I'm I'm a version of that.I know. I had to find
a way until I came back toI'm not back to where I was before,
but I had to find a wayto work. I worked to you
(31:32):
and things to do. I couldn'tjust sit at home. Yeah. Wow,
thank you for sharing that with us. Um, very painful, but
I just like I gotta talk.I always talking about Bell's policy. Check
it out, folks. You're her. But any kind of brain injury,
ain't it happened? Literally? Imean literally I woke up and I was
like, I can't move my mouth. Something's wrong. Yeah, but then
(31:52):
other parts do you still work?You got so you's got to Yeah,
and you knew the life before,right, like, like, I know
this is how my brain worked before. How do I put language now to
describe to people, explain to themwhat this means and how it's different for
me now. And I think that'swhat is the hardest part for our community,
(32:15):
is like, how do I explainto someone how my brain works and
that it's not I'm not socially awkward. I just I'm not picking up on
the social cues in the same waythat might come naturally to somebody else,
or you know, my frame ofreference sees the world in a little more
literal, black and white way.And so that's how do I explain that
(32:37):
to you? That's not that's justhow my brain works. To me,
that's normal. Right to you,it's not. Um And these are the
interesting conversations we have too, evenof like is the diagnosis and the things
we call it is if it's forthe neurotypicals who don't understand the neurodiverse,
right, And so we're gotta wegotta shift that shift that burden and have
(33:00):
words and conversations like this about itbecause we have to because um, he
said, because you are working together, I mean, FIRS, we think
we shouldn't matter. You're just bejust doing your job. Will that affects
your job? If someone comes toyou with an issue that's work related and
you react a certain way that they'renot used to. Yes, and they
(33:22):
can't articulate back to it. Thenit becomes this with Then then they're confused
too, because well, why ispersonal getting mad at me? Or why
is this person? It's it's thatless right, it's at level, right,
it's at downtat level. Sometimes yeah, it can. Yeah, a
lot of us work more than we'reat home. Depends what the job is.
They've see an insurance sometimes insurance tothe great industry, but et sis
(33:43):
you can go home, take careof the kids and kind of stuff too.
But they're times you're working hard.You're why you're underwriting something or doing
this or what else going on,depending on what kind of insurance you're in.
Um, my friends who are inHollywood insurance, entertainment and somebody.
It's a lot of stuff. Um, but it's always feel like you have
to, you know. And sometimesyou're at work a little more than you're
at home, so you are dealingwith each other more, even though maybe
(34:04):
sometimes you have more I mean intimate, not in terms of whatever, but
like you say, you're you're workingon a project together and it's like,
it's very serious. You have toget into. It's like you gotta know
how to communicate with each other.That's just very important. Yeah, And
whether you have a disability or not, and especially if you have a disability,
you should not be banned from havingthe opportunity for employment. Um.
(34:24):
And that's what we're here to advance. So okay, So I want to
say, Monica, so this isso you have this program work with a
ConFlat Department of Real Bilitation, whichis great. You know, they had
one of those that's good's good,that's goods. That's good to know.
So I had no idea, Isay not I the secondent, I should
the Department of everything there I'm sureI should know by now. Um,
(34:44):
So that's very cool. Um,are you guys so far right now?
Literally solely in an insurance industry.That's not you guys doing right now?
Are you branch this particular this particularprogram that launched this very weak? So
this conversation is very time. We'revery excited. It launched just this week,
(35:05):
is specific for the insurance industry inCalifornia. The idea is that this
is this serves as a pilot ona number of different fronts. So it
serves as a pilot for companies thatwant to say, hey, maybe will
after this one year program, wewant to take this and we want to
you know, kind of absorb itinto our own organization and run with it
(35:28):
nationwide. So there's that aspect ofit as a pilot for an individual company
that wants to do that. Whetherit's an agency or whether it's a carrier,
doesn't it doesn't matter. At thesame rate, it's a pilot for
the State of California to say,hey, maybe, State of New York,
do you guys want to you know, do this. This is an
(35:51):
example of how you can do it. Replicate this program in other states and
potentially replicate this program in different industries. So a lot a lot of eyes
are on this program to see sortof how it all comes together, and
we really have to we we aregoing to rely on our business partners that
are going to come in and bea part of this journey with us,
(36:14):
because that's really at the end ofthe day, what's going to prove whether
this worked or didn't work is thesuccess that these individuals have in their new
jobs, in their employment, intheir space. Given all of that and
one of the things that so basicallyNewer Talent Works does three things. We
do work with talent, we dowork with businesses, and then we work
(36:37):
on matching that and ensuring that programsare sustainable. And one of the things
that we learned is that coaching isreally important. Jessica brought up the point
of barriers. One of the biggestbarriers is that people are scared. What
do what do? How do Ihandle this? You know, we get
phone calls, Oh my gosh,somebody just disclosed what do I do?
(37:04):
Like? How does this work?And so we are there to provide that.
We'll dig in deep into how doyou do it? What do the
accommodations do you have? Well,we'll go where a whole lot of other
organizations won't go. We go thereand we help you. We help organizations
figure it out and to whatever isright for that specific organization. I don't
(37:28):
know. I give you out andI would love to continue talking with you,
ladies, I can't. I haveto like wrap up the show as
as was so beautiful about this thatyou know, so suppose you want to
know more? Of course, wellwe'll tell you where you can find them.
Anything, but just This is sucha great conversation. I'm so glad
you had a chance to have anopening conversation about this. It's very important.
(37:49):
Again I said, affects my lifepersonally and peopled around me and and
this this is a this is somethingfor everyone in the workplace, but for
those of you because an insurance podcast, there's a thousand, thousands of different
companies here in insurance in California.UM, so I have Jessica, what
would you like to see happen?Jessica, since you now your manifestation manifesting
(38:14):
neural talent works and where you wouldyou like to see happen? What would
I like to see happen with Jessica? Yeah, thank you? What?
Thank you again so much for havingus. Um what I would love to
see happen is this year, exactlya year from now, that we have
a conversation together, James, andwe look back and say, wow,
(38:37):
look, this is the first podcastwe're coming on to share about this program
in the insurance industry. I wantto be able to say wow, look
at the insurance agencies and carriers thatcame and said yes, I want to
be a leader in this industry.I want to embrace neurodiversity inclusion. And
I'm going to open the door andgive a chance to this community through this
(39:00):
specialized program this year, and weare going to show the country in the
world what it looks like for anindustry to choose to be advancing neurodiversity inclusion
together. No one else has donethat yet across the country. The insurance
industry and leaders have the opportunity tobe at the forefront of that and to
(39:22):
know that you have partners and Monicaand I and our team to walk alongside
you as we do that. Um, that's that's what I want. One
year from today, come back onhere and we're going to be able to
say, look, look who cameand wanted to do this with us.
(39:42):
I love that. Yes, okay, you're from the date, you're from
today, Let camera, but yes, but definitely I like the idea.
It's gonna be wonderful year from today. I know it is. Uh.
Also, where can they find you? I'm gonna put it in the dis
but I would you say it outloud to folks where they can find you?
Yes, they can find us onlineat on your website at neuro talent
(40:07):
works dot org, slash insurance specificallyfor this program. We're on all social
media channels Instagram, Facebook, LinkedInat neuro Talent Works. I'm gonna make
sure I follow you, folks.I'm gonna follow them because I don't think
I'm following you, guys, I'mgonna try to follow you. I'd allusos
be your platforms. Of course.Thank you, miss Bonica, thank you,
(40:28):
Miss Jessica. Thank you very much, thank you. And I just
I'm rooting for you all this this, this, this is a great It
is a great organization, folks,a greater profit. Please, folks,
check them out. Run, don'twalk well, go to your computer,
run to your computer, your tablets, your phone, wherever. Absolutely because
James told you to, let's dothis. I wouldn't steer you wrong.
(40:51):
Um, thanks for being on ashow. Of course, in a better
voices everywhere go to ib ii,abl dot or. I've said a million
times, I don't a while ofa sudden, I'm treating on my words.
I amycow dot org. That's whatit is. Chanl for any other
programs to include this one. Thiswill be on the website too, but
also any other programs or they havelike their classes, they have all kinds
(41:12):
of stuff coming up, so checkthem out there. I'm James Lo Jior.
You can find me where all Jamesloginia's are at James Long Junior and
also has to be a platform toclean TikTok. I'm a TikTok star apparently.
Check out what I'm doing over there. That's crazy, but folks,
have a great day and share yourindependent voice.
The term neurodivergent says the first twopeople that are described as neurodiverse when their
thought patterns, behaviors, and learningstyles fall outside of what's considered typical.
It actually says normal. I wantthat word normal, So the word normal
out of it, I say typical. Hi. I'm James Loginia's independent voices
(00:23):
here on jail j Media. Ibelieve language is important. I do always.
I was practice that, and thisneurodivergence stuff is coming up more and
more actually in my life professionally andpersonally, so I am very excited to
talk to people who are working inthat world and once again an insurance industry
which is very vast. You've donethis for three years where it's been very
(00:45):
vast and wide that there is asection for everyone in this business. It
is no joke. And these folksare gonna tell you what they do and
what they say. So neuro Talentworks an insurance diversity insurance. It's a
job training and hiring program. Theywork with insurance carriers. I believe in
(01:06):
business and companies um and these twopeople are very important to all of us.
I'm very happy to have them firsthelp me welcome the director of business
development, Monica mtrmmy matreat me.I love that. Yes, welcome Monica,
how are you. I'm very well, James, thank you, thank
(01:26):
you so much for having us.I appreciate that high pleasure. And we
also have the co founder executive directorof this of this wonderful business, miss
Jessica Lee. Hello, thank youfor having us. It's my pleasure.
So this show, Independent Independent Voicesis on all you know, all platforms
(01:48):
audio platforms from iHeartRadio to Spotify andGoogle, Apple, just type in it's
there. It's part of jail JMedia also, which is my company.
I'm the jail j of jail Jmedius hit at five times for half and
that's on YouTube. So go toYouTube which is jail Jimmydiu. I mean,
so, I think it's so simplefor you, and this and many
of the other episodes are on here. So ladies, Monica, Jessica,
(02:09):
welcome to the show. Glad tohave you here. Um so I said,
so the beginning of the show,I said the official definition with an
alteration of the word. I hatethe word. I hate the words perfect
normal. It's kind of um isthat kind of core? Is that correct?
We jefes that correct. Yes,it is correct, And I love
(02:30):
the way that you framed it UM, because you're right, there is no
normal really UM, and the termsin the community are typically neurodivergent or neurodistinct
and neurotypical UM. So you've gotit. You hit it right on the
(02:51):
head. And it's funny because Iwas just having a conversation with one of
our business partners today and we we'retalking about we were trying to like dive
into why neurodiversity is something you know, it's for so long, not how
(03:12):
to seat at the table when wetalk about diversity, equity, and inclusion.
And there's a lot of reasons forthat, but one of the it's
a complex topic. It's not apparent. So even when you look at disabilities,
you have a parent and not aparent, and that also encompasses mental
health and neurotypicality. And it's sucha broad topic. And but what I
(03:38):
love, and I think you gotto it is that neurodiversity appreciates all people
at all margins. And there's somuch we could dive into there. But
I loved your intra Thank you.Yeah. I My whole thing is because
nowadays we're having language beforehand. There'slanguage now for many of the things that
(04:01):
are not apparent disabilities that I'm soglad you brought that up. That's very
important, and so it's helping educatefolks who don't know this that many non
apparent disability folks can still work,can do jobs, can work effectively as
(04:21):
successfully. Is that is that correct, mis monica, but that you actually
can right, Absolutely absolutely. Andit's very interesting because when you bring up
a very good point about education,education starts with language because so many times
there's this elephant in the room thatno one knows exactly how to talk about
(04:42):
it, what to say, howto name it, And so it all
begins a cultural shift, and we'regoing to see a tectonic shift. That's
my prediction. We are about tosee a humongous tectonic shift in how people
perceive and it's going to broaden andinclude this diversity that we are talking about
(05:04):
that you cannot see. And yes, absolutely this diversity brings but have tremendous
gifts that perhaps you might not beaware of, and it makes them exceptionally
qualified for certain types of jobs.Not only can they do the job,
but they're exceptionally qualified to do certainkinds of jobs, and others may have
(05:27):
some challenges in certain areas that mightmake you think that they wouldn't be effective
in their jobs. But the oppositeis actually true if you put them in
the right environment. And by rightenvironment, I mean you actually let them
be creative. You let them gowhere their minds take them. You can
you as an employer, can reapthe rewards of that extraordinary creativity and of
(05:50):
those gifts. Yeah, I knowfor some corporate spaces, I know it's
hard for them. You slow downfor a second and actually except what you
just said basically and go, okay, well let's take the time to figure
out what tasks they do very well. I mean, I feel like it's
(06:12):
just it's just it's because I foundfrom the some of the Nile neurodivers people
that I've met super smart, supersmart. Um, but just they But
I mean it's the same to takeit out of that space. Just people
in general, everyone learns differently.There's some folks who are visual learners.
There's some folks who are hands on. They're better hands on. There's some
folks who are better to read.I mean, just that just in general,
(06:35):
there's like people who are then youfactor in the neuraldife version, or
even even the autistic space, oreven given other side, the dyslexic space.
Like I said, all the thingsyou can't see. I feel like
if we could take the time tokind of you'll work with our workforce,
they go, Okay, well,no, there's they're good. We just
can't put the same stuff on themthat we might do with someone else who
(06:59):
doesn't have that thing. That's kindthat'd kind of just given't it. There's
yeah, I'd say it varies there. What you just described is um what
many call like job carving. Howdo you look at carving a job to
the strength of the individual who youare employing or who you are hiring.
And in some cases job carving isreally helpful and actually something we should do
(07:25):
for all of our team members becauseall of us have strengths and weaknesses and
there should be no shame to that. And that's so much of what we're
trying to bring to the workplace,which is the word disability. The thought
of disability is always not able,right, that's just like again back to
(07:45):
language, and it's marginalized our communityin so many ways. And we're really
here to redefine what that means.And the biggest key in that is removing
the shame from disability, Like thatis so essential for anyone to show up
authentically, to find a place ofbelonging where we can talk about weaknesses and
(08:07):
challenges without shame, and the transformationthat happens on a team when we can
do that, and neurodiversity gives languageto that to be able to even talk
about that and to us, thatthen creates human connection. And if you
look at today's workplace, the stateof social media, the state of the
(08:30):
pace at which life is changing andevolving, human connection is what we need
most and neurodiversity creates that conversation forus. And that's why we're so excited
about what we do to put languagein the world to say, this is
how my mind works best. Andthank god I have team members where like
(08:50):
organization is not my strongest skill,but thank god my team member that is
their skill, whether they're neuro divergentor not, we can talk about it
in a much more meaningful way,and neurodiversity forces us to talk about it
in such plane and specific language,so we could go on and on about
this, James, we might parttwo and I know I love it.
(09:13):
I do. I love it,and I want And that's kind of the
point. We're gonna go a littlespecific, like what you guys doing stuff,
But I want the conversation open withthis because it is a broad conversation.
I mean, people think it's that'ssomeone else's but that's someone that's way
over there. That's something I'll neverhave happened to me. And it's kind
of like, no, the worldat large, we're all in this together.
The workforce is together, so chancesare someone in that workforce is like,
(09:39):
this is gonna happen for you,happened to you, happened with you,
happened near you. It's not thisthis thing you hear about the news
and you're like, on there,another happens to me. Um, the
person thing next to you can besomething that has something that you have no
idea about. You remember wondering whythey work this way and why they always
work better this, Like you know, it's just that this is for everyone.
I want to make I wanted tostart out broad. Let's so people
(10:01):
get the idea that this is like, this is for every business. It's
just news for all of us outhere, and so I might look at
that out there. And now we'reago a little more in depth. And
I'll start with you, Jessica,because you are a co founder. What
is neuro Talent Works? What isNeuRA? What is it? What is
it? Yes? Thank you,um So neuro Talent Works. We are
(10:22):
a nonprofit organization social enterprise. Westarted this organization almost seven years ago to
address the high eighty percent unemployment rateof adults with autism. So we specifically
had started in autism, but sincethen have branched out to all neuro University.
(10:43):
UM. My co founders her Agand Lisa Um they there's a whole
backstory here. We come from theconsulting UM background. Um Harrog and I
were consultants together on a project andbut her Ag and Lees their youngest son
has some learning differences and through exploringand looking into understanding him more and the
(11:09):
community and supports that are available,they went to a conference on autism heard
about this eighty percent unemployment rate andthey were like, this is crazy.
You know, they had friends kidswho were autistic, seven year old,
eight year old who can tell youyour birthday on the day in twenty fifty
(11:31):
four like that, and they're like, how is it possible that children who
are so gifted and skilled have aneighty percent unemployment rate? This does not
connect here. So you live inLa James, you understand the traffic going
from West La to Pasadena. Hradliterally came to this idea and Lisa's writing
(11:54):
it on a napkin, the wholebusiness model and the idea and thought of,
you know, we see nonprofits thatare getting job candidates ready for employment,
and government agencies and services, butthe big question of who's getting employers
ready? How our businesses knowing andunderstanding what neurodiversity is? Is this the
(12:15):
missing piece in the high unemployment rate? And so the first year of the
organization was spent talking to all theexperts who were doing the work and saying,
is there a need? Is theresomeone who needs to be working with
businesses specifically who speak the business acumenlanguage, who understand the culture of change
in organizations? Is that a need? And it was a resounding yes,
(12:39):
please, yes, And and that'swhy we started seven years ago. And
our very first business partner to hirewith us and do this together was a
family owned agency insurance agency Weaver andAssociates in Arcadia, California, and they
(13:00):
took the chance open the door forour community and hired two people with us
and gave us the idea for theprogram. We're here to share with you
about this neurodiversity insurance program. UmDana Weaver said, this is a huge
opportunity for your community. UM andI actually I'd love to tell more about
the Weaver story because it's so important. Yes, we'll get come back to
(13:24):
it. You'll get get there.So I want to say, first of
all, congratulations seven years. That'sgood. UM. And I make jokes
because if you're not from Los Angeles, understand she's she said, from from
the west side of Los Angeles toPastina. That could be an hour and
a half. I think we twoout worked in the car. So yeah,
but you of time to work thisbusiness all else. Yeah, and
this is pretty pandemic. Yes,well pre yeah, then you were in
(13:46):
the car for a while. Yeah, folks, you take the ten across
or what anout go anyway? Um, the boy it is yees. So
they had some time to work thisout. But that's I mean, I
just want to ask you before Iget to moographers. I would ask Monica
question, but first for you doyour work consultings of did your work in
any kind of neural field thing likethat? Or no? No, I
(14:07):
have a cousin I grew up withthat has down syndrome. So the special
place in my heart for her inthe community definitely comes from that lived experience.
Um. But I'm like what theycall a civilian to the neurodiverse community.
And it's just like anything in life, right when you've seen it,
when you know it, you can'tunsee it and unknow it. And this
(14:28):
work has been the most meaningful,life changing work. And now I have
friends that are autistic and neurodiversion andit's incredible, so cool. No,
but yes, anyone can enter thiswork and it's yeah. Anyways, more
say I'll get there. We getMonica wan frond of how SCA how this
(14:52):
came into her orbit? As youguys, you became you know, your
business development director? How do youfind about this company? In all this?
So I have an interesting story.I also come from the business for
profit consulting. Then I did alot of market research decades and market research
and I did a lot of things, and one day I woke up and
(15:13):
I said, wait, a minuth, is this it? So those those
really fundamental questions I asked myself.I went into a program called it's an
executive program at the University of Pennsylvaniacalled Social Impact Strategy, where I met
Jessica and she was in the verybeginnings of that idea of that program,
(15:39):
trying to develop this organization, andwe were friends. And so I did
a shift in my own career andI started doing my own things, consulting
for other nonprofits in other spaces,helping a lot of underprivileged children and young
adults. So I did a lotof that for a while, and then
(16:00):
one random day I came across aposting from my friend Jessica, and I
said, hmmm, let me readthat. And then I said, oh,
I think I think I could Icould make a difference here. I
think I could do something. Icould help move the needle. This is
this is good. But before that, actually I went to a gala for
(16:23):
neuro Talent Works. A few monthsbefore that, I had been to a
gala and one of the parents,who happens to be a board member for
neuro Talent Works was telling the storyof his son gaining employment, and the
impact it had on him as ahuman being as as as a just a
(16:48):
contributing member of society. The impactit had on their family, the impact
it had on their community. So, and by communities, I mean it
was at the church, it wasat the supermarket, it was at you
know, all the communities that thatfamily touches were somehow impacted by this one
(17:10):
person being able to have a real, genuine opportunity. And I got to
tell you, that blew my mind. So I walked out of there with
my heart full, and I said, yes, look at this amazing work.
And I was, I was soinspired. I dragged my husband to
it, and he walked out andhe was just like, this is amazing.
(17:30):
This is the best thing ever.So then when you know, coming
full circle months months later, likeI don't know, six seven months later,
I come across this more even almosta year later, I came across
this post and I said, andso I called, I, you know,
wrote to Jessica, and she's howdo we do this? We're friends.
(17:52):
I think you got an interview withthe board or something funny, And
that's how I ended up coming onboard. Best decision ever, Oh,
your best decision ever, not becauseshe's here. I'm telling you, Jane,
best decision ever ours too, though. I'll tell you something. There's
no coincidences. I know, Ibelieve in. It's all. It's all
(18:15):
ordained to you. Your guys aremeant to work together, clearly. UM.
I love I love that. Iwant to ask you about the we
were story. Tell us about theWeir story. Yeah, thanks, so
yes, Okay, So we werean associates. Um. They when they
heard about the work we were doing. Um, They're like, okay,
tell me more, tell me moreabout your community, tell me about you
(18:37):
know, who are these job candidates. Um. And they were telling us
about also their business and what wasgoing on in their business, which was
that they, as you and manyof the listeners here know, in insurance
agencies and carriers, those entry levelpositions of transaction processing for policy renewals,
(19:03):
issuing certificates of insurance, all ofthose transactional activities. Many have been outsourced
to other jobs because of the highturnover rate here for those positions, because
of the repetitiveness and routine of thetask. So Dana and Matt and Denise
(19:23):
are sitting there thinking, like listeningto us and they're like, wait,
so you're telling me that you havea community of people and job candidates who
enjoy routine, who like the predictability, who are detail oriented, and would
stay in this job for more thana year. And I said, yes,
(19:44):
there is a segment of our communitywhere that is a perfect fit for
them and for their skill sets.And so when we talked about even our
brains and how our brains develop,there are certain people in society and those
in our narrow distinct community where theyare apt for their brains to enjoy and
thrive in that type of work.And so they said, oh my gosh,
(20:10):
we got to do this with you. We got to bring these jobs
back to the US, and wegot to bring them in house to our
office, and we're going to doit right here. And six months later
we did it. We trained.The part of what we do is training,
so we train businesses on narrow diversityinclusion. We are a trusted partner
(20:30):
that walks along with you every stepof the way. You know what Dana
shares two is like. As wedid this work together, it also started
to uncover again different ways our brainswork. So you had mentioned before,
James, of like different learning stylesright when you're training a new hire,
oftentimes it's just like this, maybesharing a screen using your voice to explain
(20:56):
things. Well, it quickly becameapparent to us that we have to be
looking at this from the dimension ofeveryone learning differently. So we ended up
putting process flows together, a visualway of describing the training and the concepts
of how transactions move from a customerto a processor to the manager in the
(21:18):
agency, and like laying that outvisually, having screenshots, having it written
and this is universal design. Thisis what we do in classrooms because we
know students and children learn in variousformats. We're bringing that now to the
workplace. And what's beautiful is Weaverand others have said, oh my gosh,
(21:38):
this helps all of our employees,right, and that's the beautiful partnership
that happened. And so they hiredtwo people with us, and it's just
it's been an incredible journey and theyyes. So when we were doing this,
Dana said, oh my gosh,if we can do this right with
(22:00):
you, there's an opportunity to godeeply in the insurance industry for these transaction
processing roles. She planted this seed. You know five years ago and now
today, we have partnered with theCalifornia Department of Rehabilitation. They are funding
this one year program which is athree week job training program on the principles
(22:23):
of insurance, partnering with Insurance CommunityUniversity, who is put together this principles
of insurance training with us to buildthis neurodiverse talent pool for the insurance industry
in California. And we are readyand looking for agencies and carriers to hire
(22:44):
from this program. We have atalent pool ready for you and we can
share more about that. But thatidea of five years ago from Weaver to
the So you guys are working onboth sides of it. So as we
talked a little earlier, you're like, okay, here helping out the actual
companies on how to where, andalso have a pool of people who are
(23:07):
neurodivergent. So you're a one stopstop we are. If you can't see
nowadays, folks, I'm telling you. I always say if people want to
be spoon fan, and I saythat in the most loving way, they
want it so they don't have togo to ten places or something they want.
It's like there's one to one placelike I said, one, it's
(23:29):
a place that it's not saying onestop shop, but like you get it's
like just one place. What canyou offer me? The more you can
offer them, right, miss Monica, the more you can offer them because
your business developed, Absolutely, wegot it. The thing about that is
that we have because so many ofus come from a consulting background, we
(23:52):
actually have the ability, the realability to meet meet you where you are.
So if you are a small companyand you have five employees and you
really want to have that six employee, you want that employee to be a
disabled employee, you want that employeeto be a nerdistinct employee. We will
(24:12):
tell you. We will walk withyou on that journey and tell you how
to do it. You're a Fortunefive hundred company and you say, I
need a program to figure this outbecause if this can't just be you know,
just pure words in the air,because that's not going to fly at
these larger organizations. We will alsomeet you where you are. We have
(24:36):
a team in place, will come, we'll sit down, we'll take a
look at what's in place already.How do you connect the dots, what
are the gaps in between all ofthose places and we will advise you,
hey, you need to work alittle bit harder here, this is how
you're going to go, and weactually develop a roadmap. The idea is
not that these companies need us forthe long haul, no objective. Our
(25:00):
main objective is to help a companyget this started, get it in motion,
and put you know, sustainment practicesacross the board so that we can
walk away and be like you gotthis, go off you go. So
that's really our primary objective is toallow companies to learn how to do it
right, to do it well,and that whenever there is a neurodistinct candidate
(25:26):
or a current employee, because that'sanother thing. There are a lot of
neurodistinct individuals right now in the workforcethat might not be disclosing, and so
you are servicing that. And likeguess Jessica pointed out just earlier, not
just those people who are neurodistinct.You are helping everyone. So if you
(25:48):
look at studies, there are thereare studies that say thirty percent up to
eighty percent increase in productivity in teamsthat are neurodivers, meaning that they have
a diversity of mind working in thesame team. So This isn't like just
you know, I want to dogood and I want to look good doing
(26:11):
something good. No, this isgood business. It's business sense. This
is smart, this is intelligent.This is important, And like the flip
side at the beginning of the conversation, this also impacts not just that one
person, It impacts an entire community. And that starts to kind of shift.
(26:32):
That's why I meant the techtonic shiftshift because it starts to shift you
know, how we think about otherpeople, because it's not just the person
who's neurodistinct. But it's wait aminute, do I have something to learn
myself on how I communicate with mydaughter, with my husband, with my
neighbor, with my you know.And it starts to change the fabric of
(26:56):
society. So it starts with language. But the end of the day,
we're here for a cultural shift.Yeah, and please please chess what you
want to add. This is thelast thing to add to that is the
cultural shift and removing the barriers thatwe know exists for the neuro diverse community.
That is key. Yeah, Iwill saying, um, I think
(27:18):
well, half of my friends areon strike right now out here in Los
Angeles and New York UM and othersmaybe joining them soon. We have lots
of going on. But one ofthe things I'm also noticing UM and I
do want to say, is startedwith gen Z. That's good too.
I think gen Z started this workplaceculture UM and the thought of diversity.
(27:40):
It's just I call it diversity asnormality, just like something where it's just
it should be, like we maybig deal about it. Folks like they're
like, you know, my generationthat we made big deal about it.
Of course we're fighting our way throughUM. But I think the church is
like, well, just how itshould be, you know, you know
how it was. We're all Igot more, more women, more of
this. I think now it's kindof like this is how it should be.
(28:04):
Just that's how it should be.So I'll need to scream loud about
it, but fix it. Likejust I'm not gonna work. A lot
of folks are taking jobs. They'rejust like, never mind, I don't
like the culture. I just sayingI'll stand for UM, so you actually
do the service on that to you. On someon end, you're like saying,
okay, folks, we recognize thisand we're here to help that too,
(28:26):
right, Jessica basically totally, Yes. Absolutely. The generation that is
coming up in the workforce expects thatcompanies are action oriented in their commitments to
diversity, equity, and inclusion.I was at a career fair last week
and I'm standing there just listening,observing um and a young woman who walked
(28:51):
in to the recruiter and said,what are you all doing to be inclusive
for people with disabilities? And youknow, the recruiter she knew, she
knew her stuff, and she waslike, this is what we're doing,
and the individual ast are their benefitsbetter provided? Like what? There is
an expectation that companies are at leastaware and educated on what is available and
(29:14):
what they could be doing. Andthere's the human behind it, right,
the reason we do it. Youbrought it up. It came up,
I think earlier. I wanted tomention what Last week I was at a
conference and I didn't stop to thinkabout this. She said, most people
(29:36):
don't realize all of us can enterthe disability community at any time, right,
And I think about interviews with somebodywho had a traumatic brain injury because
they were wearing fuzzy socks, holdingstuff, walking down the hardwood floors and
life completely changed, right, Imean it could happen to anyone. Yeah,
(30:00):
I want to say something that actually, uh, five years ago last
week, my fans, my familyknow this, I woke up and couldn't
speak. I had a severe caseof Bell's pause. You know. In
the for next five days, myface drooped and collapsed. I'm still even
recovering still from it. I'm talking. I mean, it's a long story.
(30:22):
My stories out there's documented, butit's a long story. But to
this day, I'm still some issuesmy face. But for the most parts,
I'm way betther than I was fiveyears ago and I had severe case
last almost a year. Yeah.Wow, So I learned how to work
where I couldn't. I couldn't cough, spit, sneeze. I mean,
you forget how much your face everything'sconnected. Um, I was a nerd,
(30:45):
I was an next nurse. TimeI found much my face is connected.
Um how I could because my brainsmy I had lots of headaches at
the time, and it was justlike, how do you I didn't figure
out, Like after I went throughthe yme stage, I was kind of
like, Okay, well I gottathrough something out because I'm not rich first
of all, a little mansion.I live in Los Angeles where it costs
money to live here. Um,so how can I do it? So
(31:07):
So even that you just said,I was like, that's something that hit
me. Like I had to finddifferent ways of how to work. Yeah,
so you're arriving at that your life, so baby go Actually so,
but life guys want to pick backand say, I just want to say,
I'm I'm a version of that.I know. I had to find
a way until I came back toI'm not back to where I was before,
but I had to find a wayto work. I worked to you
(31:32):
and things to do. I couldn'tjust sit at home. Yeah. Wow,
thank you for sharing that with us. Um, very painful, but
I just like I gotta talk.I always talking about Bell's policy. Check
it out, folks. You're her. But any kind of brain injury,
ain't it happened? Literally? Imean literally I woke up and I was
like, I can't move my mouth. Something's wrong. Yeah, but then
(31:52):
other parts do you still work?You got so you's got to Yeah,
and you knew the life before,right, like, like, I know
this is how my brain worked before. How do I put language now to
describe to people, explain to themwhat this means and how it's different for
me now. And I think that'swhat is the hardest part for our community,
(32:15):
is like, how do I explainto someone how my brain works and
that it's not I'm not socially awkward. I just I'm not picking up on
the social cues in the same waythat might come naturally to somebody else,
or you know, my frame ofreference sees the world in a little more
literal, black and white way.And so that's how do I explain that
(32:37):
to you? That's not that's justhow my brain works. To me,
that's normal. Right to you,it's not. Um And these are the
interesting conversations we have too, evenof like is the diagnosis and the things
we call it is if it's forthe neurotypicals who don't understand the neurodiverse,
right, And so we're gotta wegotta shift that shift that burden and have
(33:00):
words and conversations like this about itbecause we have to because um, he
said, because you are working together, I mean, FIRS, we think
we shouldn't matter. You're just bejust doing your job. Will that affects
your job? If someone comes toyou with an issue that's work related and
you react a certain way that they'renot used to. Yes, and they
(33:22):
can't articulate back to it. Thenit becomes this with Then then they're confused
too, because well, why ispersonal getting mad at me? Or why
is this person? It's it's thatless right, it's at level, right,
it's at downtat level. Sometimes yeah, it can. Yeah, a
lot of us work more than we'reat home. Depends what the job is.
They've see an insurance sometimes insurance tothe great industry, but et sis
(33:43):
you can go home, take careof the kids and kind of stuff too.
But they're times you're working hard.You're why you're underwriting something or doing
this or what else going on,depending on what kind of insurance you're in.
Um, my friends who are inHollywood insurance, entertainment and somebody.
It's a lot of stuff. Um, but it's always feel like you have
to, you know. And sometimesyou're at work a little more than you're
at home, so you are dealingwith each other more, even though maybe
(34:04):
sometimes you have more I mean intimate, not in terms of whatever, but
like you say, you're you're workingon a project together and it's like,
it's very serious. You have toget into. It's like you gotta know
how to communicate with each other.That's just very important. Yeah, And
whether you have a disability or not, and especially if you have a disability,
you should not be banned from havingthe opportunity for employment. Um.
(34:24):
And that's what we're here to advance. So okay, So I want to
say, Monica, so this isso you have this program work with a
ConFlat Department of Real Bilitation, whichis great. You know, they had
one of those that's good's good,that's goods. That's good to know.
So I had no idea, Isay not I the secondent, I should
the Department of everything there I'm sureI should know by now. Um,
(34:44):
So that's very cool. Um,are you guys so far right now?
Literally solely in an insurance industry.That's not you guys doing right now?
Are you branch this particular this particularprogram that launched this very weak? So
this conversation is very time. We'revery excited. It launched just this week,
(35:05):
is specific for the insurance industry inCalifornia. The idea is that this
is this serves as a pilot ona number of different fronts. So it
serves as a pilot for companies thatwant to say, hey, maybe will
after this one year program, wewant to take this and we want to
you know, kind of absorb itinto our own organization and run with it
(35:28):
nationwide. So there's that aspect ofit as a pilot for an individual company
that wants to do that. Whetherit's an agency or whether it's a carrier,
doesn't it doesn't matter. At thesame rate, it's a pilot for
the State of California to say,hey, maybe, State of New York,
do you guys want to you know, do this. This is an
(35:51):
example of how you can do it. Replicate this program in other states and
potentially replicate this program in different industries. So a lot a lot of eyes
are on this program to see sortof how it all comes together, and
we really have to we we aregoing to rely on our business partners that
are going to come in and bea part of this journey with us,
(36:14):
because that's really at the end ofthe day, what's going to prove whether
this worked or didn't work is thesuccess that these individuals have in their new
jobs, in their employment, intheir space. Given all of that and
one of the things that so basicallyNewer Talent Works does three things. We
do work with talent, we dowork with businesses, and then we work
(36:37):
on matching that and ensuring that programsare sustainable. And one of the things
that we learned is that coaching isreally important. Jessica brought up the point
of barriers. One of the biggestbarriers is that people are scared. What
do what do? How do Ihandle this? You know, we get
phone calls, Oh my gosh,somebody just disclosed what do I do?
(37:04):
Like? How does this work?And so we are there to provide that.
We'll dig in deep into how doyou do it? What do the
accommodations do you have? Well,we'll go where a whole lot of other
organizations won't go. We go thereand we help you. We help organizations
figure it out and to whatever isright for that specific organization. I don't
(37:28):
know. I give you out andI would love to continue talking with you,
ladies, I can't. I haveto like wrap up the show as
as was so beautiful about this thatyou know, so suppose you want to
know more? Of course, wellwe'll tell you where you can find them.
Anything, but just This is sucha great conversation. I'm so glad
you had a chance to have anopening conversation about this. It's very important.
(37:49):
Again I said, affects my lifepersonally and peopled around me and and
this this is a this is somethingfor everyone in the workplace, but for
those of you because an insurance podcast, there's a thousand, thousands of different
companies here in insurance in California.UM, so I have Jessica, what
would you like to see happen?Jessica, since you now your manifestation manifesting
(38:14):
neural talent works and where you wouldyou like to see happen? What would
I like to see happen with Jessica? Yeah, thank you? What?
Thank you again so much for havingus. Um what I would love to
see happen is this year, exactlya year from now, that we have
a conversation together, James, andwe look back and say, wow,
(38:37):
look, this is the first podcastwe're coming on to share about this program
in the insurance industry. I wantto be able to say wow, look
at the insurance agencies and carriers thatcame and said yes, I want to
be a leader in this industry.I want to embrace neurodiversity inclusion. And
I'm going to open the door andgive a chance to this community through this
(39:00):
specialized program this year, and weare going to show the country in the
world what it looks like for anindustry to choose to be advancing neurodiversity inclusion
together. No one else has donethat yet across the country. The insurance
industry and leaders have the opportunity tobe at the forefront of that and to
(39:22):
know that you have partners and Monicaand I and our team to walk alongside
you as we do that. Um, that's that's what I want. One
year from today, come back onhere and we're going to be able to
say, look, look who cameand wanted to do this with us.
(39:42):
I love that. Yes, okay, you're from the date, you're from
today, Let camera, but yes, but definitely I like the idea.
It's gonna be wonderful year from today. I know it is. Uh.
Also, where can they find you? I'm gonna put it in the dis
but I would you say it outloud to folks where they can find you?
Yes, they can find us onlineat on your website at neuro talent
(40:07):
works dot org, slash insurance specificallyfor this program. We're on all social
media channels Instagram, Facebook, LinkedInat neuro Talent Works. I'm gonna make
sure I follow you, folks.I'm gonna follow them because I don't think
I'm following you, guys, I'mgonna try to follow you. I'd allusos
be your platforms. Of course.Thank you, miss Bonica, thank you,
(40:28):
Miss Jessica. Thank you very much, thank you. And I just
I'm rooting for you all this this, this, this is a great It
is a great organization, folks,a greater profit. Please, folks,
check them out. Run, don'twalk well, go to your computer,
run to your computer, your tablets, your phone, wherever. Absolutely because
James told you to, let's dothis. I wouldn't steer you wrong.
(40:51):
Um, thanks for being on ashow. Of course, in a better
voices everywhere go to ib ii,abl dot or. I've said a million
times, I don't a while ofa sudden, I'm treating on my words.
I amycow dot org. That's whatit is. Chanl for any other
programs to include this one. Thiswill be on the website too, but
also any other programs or they havelike their classes, they have all kinds
(41:12):
of stuff coming up, so checkthem out there. I'm James Lo Jior.
You can find me where all Jamesloginia's are at James Long Junior and
also has to be a platform toclean TikTok. I'm a TikTok star apparently.
Check out what I'm doing over there. That's crazy, but folks,
have a great day and share yourindependent voice.
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