Neurodiversity in the Workplace: Myths, Advantages, and Simple Accommodations
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- Опубліковано 11 тра 2023
- Neurodivergent individuals face unique challenges when it comes to navigating the workplace. This video is a recording of a live presentation given at RS in Fort Worth, TX over Neurodiversity in the Workplace. The presentation covers:
Taylor's background and late diagnosis story
What is neurodiversity?
Medical vs. social model of disability
Ableism
Common neurodivergent traits
How neurodiversity may present in the workplace
Neurodivergent strengths
Workplace accommodations
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I think remote work should be kept as an option because someone that's ND can be in an environment they feel familiar/comfortable with, they can control lights, noise and can take breaks without being watched/judged by others. As long as the work is done andthey do an occasional zoom meeting then I think it would be a win win for the employer and employee
I lost my dream job because my team didn't understand me and didn't trust me. I came back stronger in another department that works extremely closely with the one that let me go.
Im sorry to hear you went through that but so glad you are excelling now!
@@MomontheSpectrum It was hard at the time because I didn't understand why I wasn't fitting in, and in that field, you have to trust each other or you get forced out. I think they were doing what they thought was right and I think they understand now.
I lost mine because i was literally bullied by both an aggressive manager and the colleagues. Now ive been for several years in a job that i...work remote because of auto immune disease and now im on sick leave. Totally burned out. They forced excessive meetings and have the bad habit of calling instead of writting. I dont even know if i can work again. God help me.
@@CatholicOnTheSpectrumwhat changed that you were able to overcome whatever was happening that they pushed you out?
Amazing how my workplace manages to match the opposite of each item on your list "reduce sensory overwhelm in the environment".
Before I suspected I was autistic I'd already told my workplace I was no good at group brainstorming because I was reflective. They changed the way they did their training and offered individual reflection as well as small group options, and several people took them up on it, and were greatly relieved!
I think most people even NT dont like collective brainstorming. Its very fast paced, un organized, you can feel put under the spotlight, etc. I am glad you brought positive change to your workplace. Its needed everywhere and worldwide
I’m going to share this with some folks at work.
A couple of your points resonated with me. First, was the relating excessive “heroic” type praise for otherwise common accomplishments to ableism. I have always disliked this so much that I reject all praise, because it feels disingenuous and manipulative.
Second, was being viewed as too quiet, because it is difficult to figure out the flow of group conversations, and being excessively courteous, and waiting for an opening. The analogy that I use is an allistic group conversation is like a team of expert double-dutch jumpers, with people entering and exiting the conversation without missing a rope beat. Then the autistic person is like an uncoordinated person or even a person in a wheelchair trying to enter the mix, and the whole rhythm is lost and things need to start anew. There was a time when I thought people really wanted to hear what I was saying because the usual cross chattering stopped when I spoke in meetings, but now I know I just messed up the conversation rhythm.
This visual really helps me! Thanks for sharing.
You can't read people's minds. Maybe they sometimes or often did want to hear what you were saying. One of my issues is talking too loudly (or too quietly) (mostly too loudly) for people for many years/decades, and I've had no idea. I've read articles/blogs recently about how some or many autistic people unknowingly talk too loudly (and/or too quietly).
Also, if a fly/bee or something comes near me, I tend to kind-of scream briefly, and apparently I've been loud, because many people have turned and looked at me, hehe :/. Again, I don't sound 'too loud' to myself. It's challenging for all of us, in similar and different ways.
I liked the recent video on the 'receptive'/'responsive' terms replacing 'too sensitive.' It's good to acknowledge both the pros and cons of autism. When they call us 'brain-injured,' just look at some of the dumb behaviors/actions/words in the general public (we're all(!) flawed/imperfect). 'Normal'/'common' isn't always 'good.'
You did an excellent job with this presentation Tay!! I've been looking for a way to bring up this conversation with my husband again after he invalidated my disclosing to him that I think I'm autistic the first time, I think this video will help. It hits a lot of the points I wanted to make with him all in one video. I appreciate you!
Oh I’m so glad it is helpful to you! Thanks for your comment and support.
Taylor, you described everything that has gone wrong at my workplace in the past year for me. Difficulties with transitions, people talking over each other, trouble retaining information in the way it was presented, etc. All that got me demoted, pile on additional stress at home and unsupportive staff in my new environment and I’m having meltdowns at work. I am freshly self-diagnosed and haven’t disclosed to my employer. Honestly, I’m afraid they would turn it into a safety issue and fire me. They’re already threatening to let me go over the minor meltdowns I’ve had. The silver lining is I was able to demand a Neuropsychologist assessment.
Update: The Neuropsychologist they sent me to was conveniently unable to do anything related to autism. They could only diagnose autoimmune disorders, which I was not suspecting in any way. They chalked my symptoms up to long COVID, which may have some merit, but doesn’t explain my childhood. Ugh. Time to put the mask back on as tightly as possible and forget everything I have learned.
this was so informative and well done, some of the questions they asked made me nervous but i think your answers were good (i have work trauma, also neurodivergent, etc.) so even seeing you handle the presentation so well gave me a lot of hope.
Aw thanks for the feedback! I have to admit I was a little nervous about answering some of the questions asked.
You helped me realize something, that my wife struggles with at work, when she gets into the Black Hole of Productivity at work, the slightest distraction is meltdown inducing, because it's hard to get started again.
This is why meetings and chat beeping make me meltdown. Its hard to focus but when i do its like a laser 😂
Thank you for this video. Well done.
I worked for a toxic workplace that did not have position descriptions, expectations, training plans, annual reviews, desk manuals, cheat sheets and on and on. All of which are required by either state of Washington policy or Saam policy. At 52 my nervous system had a autistic burnout. It took three years to be diagnosed. I was told I was just having anxiety attacks and depression.
I knew by not having the employee management tools that I was not able to function but I did not know what executive functioning was.
I was diagnosed with ADHD and I now think I have autism.
I checked into an intensive outpatient treatment and immediately the counselors told me they thought I was ADHD and autistic but my insurance and doctor did not believe me and told me they did not test for adult autism
This was so incredibly helpful. My supervisor has been trying to work with me to give me extra support and accommodations, but I have such a hard time articulating what I need or what it is exactly that I struggle with. There was so much to take away from this and I will be referring back as a resource. Thank you for all that you do ❤
I don't just think about the meeting all day - I stress over what I might be in trouble for and am I going to be fired (even though I have no reason to think I did anything to cause me to be fired)
I hate meetings. They make me sick. I wanna cry. My blood is boiling. I feel dizzy and sick to the point of throwing up. Im on sick leave. But when and if im back to work stuff have to change or im gone. Mind you i make very specialized work and im not easily replaceable. But i dont care. Sometimes i secretly wish they fire me. I know they want to give me career oportunities but...Jesus...the meetings. No.
All of this resonates with me. Thank you for sharing.
I am ADHD diagnosed,,but have struggled for many years with so much more. At age 57 i just started seeing a new psychiatrist after 30 years with the same one.
This will be a new chapter for me. ❤
I think for the heroic question, what she was looking for was how to honor neurodiverse people for achievements the correct way.
I think you were really onto the right answer. In my opinion, you should honor them the way you would anyone else. If they deserve praise for what they did, it should be deserved regardless of disability.
Honor them for the achievement, but not because they are disabled. As in, “great work on this!” Not “you did great on this even though you’re disabled!”
The first one is a complement, the second is an insult.
However, in some instances, it think it still be done respectfully the second way. It really does take some people a ton of extra effort to do the same things as others because of their disabilities.
On a second note, I would like to highlight what was said about autistic people needing clear directions and a clear outline of their duties in the workplace. I know myself and many others have been in a position where we feel like we are giving it our all, only to be told that certain unspoken rules or expectations were not met. Or being looked down on for not picking up extra duties we weren’t aware we were expected to.
Yes, especially that last part about not being able to magically pick up on additional duties or actions that management never communicated were necessary or expected. It feels like a set-up to justify further judgmental criticism, lowered ranking, or even punishment or threat of probation.
I believe it's why even though I remained undiagnosed autistic and therefore escaped ABA, oddly I still relate significantly to the traumas that often come from ABA.
Thanks for saying what I was thinking. That was a tough question, but an important one.
My workplace is trying to figure this out since I told them, and sometimes you don't know until you experience it. For example, I've been told that I'm brave for communicating my diagnosis and treatment to them - I appreciate that they're trying to be supportive, but it felt a bit condescending in the moment.
It really is about the framing. We regularly recognise the importance of mental health and getting help when it's needed, but what's good for neurodiverse people often benefits everyone. Getting help and communicating needs should be normalised.
@@jimmux_v0 it really should be normalized. I’ve never felt comfortable enough to share my diagnosis with any workplace. I don’t want to be treated as other, infantilized, or treated like I can’t do my job because of their preconceived notions about autism.
At the same time that hurts me because I am also treated like I am neurotypical and judged based on those standards, when I am not.
Thanks for this great presentation! A great video for accessibility purposes, helping people who don't know about neurodiversity and autism learn more about it. Also very well articulated and presented. I want to share it, so others can better understand what I experience. Thanks for all of your awesome videos, I love your channel!
Brilliant job! Appreciate the clarity you bring to the term neurodiversity. Will share in my workplace. Thank you.
Thanks for the feedback!
Hey Taylor, I’m realizing how much CHANGE is a huge trigger for me and I know a lot of us feel that way. Could you make a video about coping with change? It’s all hard-life changes, unexpected changes in plans, routine changes, things going wrong… it’s Soul crushing
yes, please!
For sure😊
I agree, change is hard! I just started a new job this year and already we have had a lot of turnover in key positions… my current supervisor wants me to focus on just the next 2 months, but then she’s doing a lateral move and I don’t know who my new boss will be. It’s stressing me out in ways I can’t fully explain to her.
@@karenrandolph6674 I'm going thru something very similar. Limbo is super stressful
Great work, Taylor. You make us proud! ♾️
I never thought I struggled with transitions until you mentioned being stuck in the parking lot before heading into places. I have ADHD and OCD but now I'm wondering if I'm Autistic.
I know. It really hit me once I understood transitions are hard for autistic people and now I notice it allll the time. I try to laugh about it but sometimes it’s frustrating.
@@MomontheSpectrum I pride myself on being very flexible and adaptable with transitions during work hours and even enjoy the novelty if change in my environment, but I mainly seem to get upset during unexpected transitions during my leisure time. Like being asked to go for an unexpected walk, run and errand, clean something or even getting a phone call. I don't mind doing them I just need to know a day before hand. It feels like a mixture of shock, dread and irritation. Like a bucket cold water being dumped on my back. I think I'm starting to see it more clearly. Appreciate the response btw!
This was so informative. Thanks for sharing! 👏🏾👏🏾👏🏾
You’re welcome! I’m glad it was helpful to you.
First, thank you so much for putting the recording on your channel. There's a ton of things that you went over I have gone over with my wife and others. I've also had debates with people on when someone on the spectrum should disclose to an employer and it was disappointing to see more than 60% suggest we not say anything. To me it's highly frustrating to hear the words, "I wish I had your brain." They have no idea what comes with my ability to visualize solutions. I'll stop here because I'm working intently on wrapping it up.
Thanks again.
Stuck in the car until something clicks. Oh so much this. I have to just sit and go through the shop route in my head before I get out the car.
Great job! It'd be difficult for me to do something like that, but you nailed it 😊
Thanks Kim!
I will be forwarding this on to my manager, very informative and well spoken. Thank you 😊
I respectfully disagree re not being part of an exclusive neurodivergent group - for most neurodivergent people, including late diagnosed ppl, we’ve had negative experiences in the work place and NEED affinity spaces. It’s vital for neurodivergent communities to meet together separately from neurotypical communities - esp late diagnosed people who most likely have been regularly accommodating to neurotypical work spaces instead of receiving accommodations (and some of these work environments are not safe to disclose in - esp in education industry). It’s a lot more validating and empowering to be part of a group that understands and has been through the same struggles. I highly recommend that people seek out support groups and affinity spaces.
I LOVE THIS!! You did an excellent job. I was looking to do this for my own company. I work for a company that supports adults with intellectual disabilities and a lot of our employees are neurodivergent themselves and I OFTEN find that they aren’t supported properly, myself included. I was actually bullied and harassed by my director for two whole years before I reported her and had a meeting with the president and HR and everything. Some people just really don’t understand neurodivergency.
Congratulations on your talk, Taylor! I can't wait to hear it! 🎉❤🎉
Thanks Erika!
Also, the part with the question of the lady (around 46:50 up to 49:50) related to 1 point in "Ableism" where she asks about "how to honor ND people when they achieve something without 'doing too much'"(not her words but the idea is similar)
I would say: there is no point "honoring" an ND person for achieving something! (at least, as Taylor said, not any differently than she would do with NTs...)
I believe that knowing, understanding what it might take an ND person to do something, enables NTs (the ones who actually genuinely want to do better in the world) to care better about everyone and avoid harsh comments, and instead show them that being themselves more curious and understanding about each person (Nt and NDs) will help everyone... it's that simple!
That's how and what NDs naturally practise! We want and try to understand others because we know that every one is different, everyone has different strenghts, capacities, and taking them into account is better than just assuming that everyone works and understands and does everything the same way (which... we know, is absolutely not true...)
Treat every person as a human and if something doesn't work, try to understand why, with the person, in a private discussion; take the time to listen and understand, to discuss/ask what the person may need to do better and/or if they would fit better doing something else eventually... Rigidity and conformity are not what works ;-)
Hi Tayor! This talk was spot on! You nailed it!! I forwarded the link to our EAP person. I hope to have them see what they are missing, support wise, in the workplace. Thank you for all you do!
Great talk! You are so well spoken❤
Wonderful presentation! I will be sharing this :) xxx
Thanks so much for this. 😊
This was awesome 😊
Hi, thank you for the great work. I find it really well done and I wish (at lieast) most of the recommandations were 'inate' or thaught in every organizations...One thing though in the accomodations which is a huge No-No for me is the "walk and talk meeting" suggestion: I can't be focused on the discussion content (for important stuff) AND walk or eat (so 'lunch meetings are worse...I have to chose: apreciate my meal OR listen as carefully as possible, knowing that the other sounds are already reducing my capabilities)
I know everyone is different so the walk and talk is actually a great option... just not for me; al esle applies to me!
Thank you so much for sharing this! Your talk was easy to understand and connect with. I am 58 and waiting for my own diagnosis at this time.
I’m waiting too! Take courage.
The only criticism I can give is about the generalizing of traits around neurodiversity around 31:28. I feel like it can come off as if these traits apply to all people with neurodiverse conditions, when it really doesn't. People in the neurodiverse community can be liars, bigots, and people who get so deep into their habits and ideals that new knowledge and info will be rejected. I mean, the whole concept of "marginalized people innately getting along with other marginalized people" is a bad fallacy to fall into that leads to pain and disappointment. I unfortunately fell victim to this fallacy, and got really hurt by some staff at a job... a Direct Support job.
I mean, I get why you are presenting it this way. In this capitalist society, companies need to be given reasons to find marginalized people as useful rather than inconveniences. Marketing our community positively as whole provides more opportunities, but I do fear that many people receive this info with a black and white attitude and give rude and unhelpful feedback when you have moments where you don't perfectly fit those positive traits.
Excellent presentation! I want to share these videos with my counselors, social workers, etc. to explain why I stumble on some of the processes I'm required to complete in order to receive support and assistance. I know they're busy though and may not have time, or might miss the relevance or not understand to the degree I hope they will.
When the question about appropriate praise and recognition came up, your comment that there are so many different situations and aspects to consider made me wish that she could have shared a specific example for you to answer! I think that a particular real-life example would be easier to answer and would help the whole audience relate more.
Also, I wonder if part of her question was how a manager could acknowledge the additional effort that an autistic employee must expend, over and above what NT employees do, for certain things. Like, just to let the employee know that the manager understands it costs them more spoons to do that thing day in and day out, and they appreciate the effort and the fact that it comes at a cost.
Which probably is really an opening for a larger conversation about more effective ways that could accomplish the same end results...😅
I think a single slide with "thought bubbles" of common neurodiverse comorbidities (ie. aphantasia, anauralia, synesthesia, etc.) might "click" with some people in the audience and give them something personally connected with to look into.
I retired from a company that made Diversity and Inclusion a pillar of company culture. I had no idea that I might be autistic. From my experience, when I would go to my manager about issues I had with another employee, I was told "That's just their personal style. Don't take it personally." However, when they complained about me, my 'personal style was unacceptable. I wonder if they still have a culture of Neurodiversity and Exclusion.
I recently self-assessed (got top marks in all the Autism tests) and am looking for a professional diagnosis.
I like to call it acting like a chameleon able to blend in with most social settings through observation
Im 34 too and i feel like you are more mature than me 😅
What is RS?
It’s an electronics company that invited me to speak at one of their conferences.
I did not see Asbergers on your neurodivergant chart?
Asperger’s is now under the umbrella of “Autism Spectrum Disorder” in the DSM, so it’s no longer considered a separate disorder from Autism.
I believe Asperger’s is no longer used clinically and is included as part of the “Autism Spectrum”. I prefer Asperger’s myself personally.
Aspergers is nowadays categorized as just being on the autism spectrum.
That term is no longer a diagnosable condition in the DSM 5. It is Autism Spectrum Disorder.
It's also not nice to be labelled with a name in reference to a Nazi.
It us just called autism nowadays
I LOVE that people had questions. Not just questions, but really good ones! It shows that they were paying attention and are genuine in their desire to learn and grow. 🥹