Supporting Neurodivergent Individuals

Please don’t build support systems around formal diagnoses. Many of your neurodivergent team members don’t know they’re neurodivergent yet. (Some may have "slipped through the net" due to outdated stereotypes. Others might be on years-long waiting lists.) So instead of: - If you’re autistic, we can… - If you have ADHD, we can… - If you’re dyslexic, we can… Try: - We offer flexibility to everyone. - We communicate directly, clearly and openly at all times. - Our workplace is a sensory-friendly environment. Make adjustments available to anyone who needs them - no diagnosis required. That’s how you build a workplace that actually works for everyone 👋 P.S. Browse the (un)masked eGuides and pin badges here: https://lnkd.in/ewKs8Bn2 #Neurodivergent

Some employees do not burn out loudly. They burn out quietly while still performing. As someone who was late diagnosed AuDHD and Dyspraxic, this is something I understand both professionally and personally. For years I was celebrated for high achievement. Winning awards. Inclusion at high-profile events. Delivering innovative creative projects. Being seen as capable, resilient and high performing. What people did not see was the neurological cost behind that performance. The constant pushing. The masking. The over-preparing. The emotional exhaustion. The pressure to maintain an unsustainable level of output. I became very skilled at giving 150% even when my nervous system was already overwhelmed. Looking back now, there were signs that should have been recognised earlier: • Emotional volatility under sustained pressure • Social withdrawal after high-demand periods • Extreme exhaustion hidden behind continued achievement • Difficulty sustaining recovery time • Quietly reaching beyond my limits while still appearing “fine” externally What I needed was not criticism for struggling to sustain the pace. I needed: • More regular check-ins • Greater understanding of neurological load • Reduced pressure to constantly overperform • Permission to recover before reaching burnout • Environments where support was proactive rather than crisis-led This is why neuro-affirming leadership matters so much. Because high performers are not always thriving. Sometimes they are surviving on adrenaline, hypervigilance and determination for far longer than their brain and body can sustainably manage. The goal should never be to admire how much somebody can endure before collapse. It should be to create workplaces where people can succeed without sacrificing their wellbeing in the process. #Neurodiversity #ADHD #Dyspraxia #Autism #Burnout #PsychologicalSafety #Leadership #Neurodivergent #InclusiveLeadership #WorkplaceWellbeing #Neuroscience

Neurodiversity and UX (https://lnkd.in/emrD2Amc), with practical guidelines, tools and resources to understand and design for dyslexia, dyscalculia, autism and ADHD. Kindly shared by Stéphanie Walter. In the design process, neurodiversity often gets overlooked. It’s often seen as an exception to the rule, an outlier, an edge case — and as such, considered separately, usually late, and typically only if there is enough time. After all, it doesn’t fit common user journeys and flows for our products or services. But people aren’t edge cases. Every person is just a different person. We all might have similar tasks and fit in the same user journey maps, but we might perform these tasks very differently — and over time, we meticulously adjust those journeys to be more efficient, or more error-prone. As a designer, I often see myself as a path-maker. I’m designing reliable paths for people to navigate to their goals comfortably. Without being blocked. Or confused. Or locked out. That means respecting the simple fact that people’s needs, tasks and user journeys are all different, and that they evolve over time. And: most importantly, it means considering them very early in the process. Better accessibility is better for everyone. Instead of making decisions that need to be reverted or refined to be compliant, we can bring a diverse group of people — with accessibility needs, with neurodiversity, frequent and infrequent users, experts, newcomers — in the process, and design with them, rather than for them. ✤ Accessibility and Neurodiversity I've been putting together a few summaries and bookmarks on inclusive design, and you might find them helpful: ADHD: https://lnkd.in/eUk5PyQs Alzheimer: https://lnkd.in/evHj7jZ9 Autism: https://lnkd.in/eHqG4VhU Children: https://lnkd.in/emYzXPZm Colorblindness: https://lnkd.in/eqjvPgSZ Deafness: https://lnkd.in/epeRUMmc Dementia: https://lnkd.in/ewWj4Dpw Dyscalculia: https://lnkd.in/e8wyMWp4 Dyslexia: https://lnkd.in/ei9mncR7 Legibility: https://lnkd.in/eEarXzD8 Left-Handed Users: https://lnkd.in/eWyzRdy5 Mental Health: https://lnkd.in/eEaXjs9x Older Adults: https://lnkd.in/e54f2FT2 Screen readers: https://lnkd.in/eaviMFkf Stress: https://lnkd.in/ew_65Km4 Teenagers: https://lnkd.in/et3XbUTJ Trauma: https://lnkd.in/eVfS-meA 🍱 Neurodiversity Design System, by Will Soward https://lnkd.in/edBzmUT8 And a HUGE thank-you to everyone who has been writing, speaking and sharing articles, resources and toolkits on neurodiversity. The topic is often forgotten and overlooked, but has an incredible impact and to some people makes a world of a difference. 👏🏼👏🏽👏🏾 #ux #design

We keep speaking to cognition, not emotion. Our theory sets a new standard. In dementia, the Child state stays accessible; the Adult fragments; the Parent transforms. So meet people where they truly are. Lead with nurturing Parent. Invite Adult-to-Adult moments. Avoid Critical Parent. Prioritize feelings over facts. Go heavy on nonverbal cues. When you match transactions, stress drops, dignity rises, and connection lasts. This isn’t soft; it’s smart. Care partners: speak to preserved emotion, then guide to clarity. Humanity first, always. Let's change the way we communicate.

Spring arrives whether we're ready or not. And with it, a wave of autism-related content. Much of it genuinely well-meaning. Some of it misguided, especially when made without us. Because good intentions don't automatically produce good outcomes. Here's what I keep seeing: people who care, reaching for the nearest available narrative. And the nearest available narrative is often about us, constructed around us. Perhaps with love. Perhaps with the best intentions. But it is not ours. Which means the cycle continues.   - Stereotypes are reproduced. - Messaging shapes perceptions. - Perceptions shape policies. - Policies shape who gets hired, supported, understood - and who doesn't. None of that requires bad actors. Just unverified information, repeated. So if you're someone who wants to show up for the autistic community this spring – genuinely, not performatively - here's what that could look like: - Reach for autistic-created content first. - Cite autistic scholars. - Amplify autistic voices. When you're about to explain something about us, pause and ask: is there someone who could explain this from the lived experience perspective? If you do research, let the community shape the questions. If you're planning an event or a campaign, invite autistic people early. As co-architects. As leaders. Autistic people work. Build things. Lead. Create.  Do research. Write books. Raise families. Pay taxes (not that any of it should define human worth, but since the conversation keeps going there, yes, all of it). Autistic people contribute in ways that are often ignored because the dominant perspective is too narrow for the reality to register. Expanding that perspective is long overdue. Amplify autistic scholars, advocates, creators. Cite them. Listen to them. Pay them as you would any expert. Spring is a good time to ask: how do I unblock the sunlight and support environments where autistic lives can bloom? Sometimes that just means... checking where your shadow falls. No paywall https://lnkd.in/gJ9S8cPw #autistic #HumanResources #psychology #culture #leadership #careers #ActuallyAutistic #neurodiversity #research #dignity #fairness #leaders

ADHD is deeply misunderstood. Most people think it’s just “being easily distracted.” But ADHD is a complex neurological condition—and it comes with strengths most people never talk about. Here are 8 truths about ADHD everyone should know: 1. It’s not a lack of attention—it’s a dysregulation of it. People with ADHD can hyperfocus for hours on what they love—and totally ignore everything else. It’s not about laziness, it’s about control. 2. It’s not just a childhood thing. ADHD often continues into adulthood. The symptoms just shift: → Less bouncing off the walls → More mental chaos, disorganization, and overwhelm Many adults live undiagnosed for years. 3. ADHD brains are wired for novelty and stimulation. Routine can feel unbearable—but these brains thrive in: → High-pressure environments → Creative problem solving → Fast feedback loops In the right setting, ADHD becomes a superpower. 4. Rejection Sensitivity is real. ADHD often includes RSD—Rejection Sensitive Dysphoria. Criticism or perceived failure can feel crushing. It’s emotional pain that gets misdiagnosed as mood disorders. 5. Many ADHDers are natural entrepreneurs. They’re: → Big-picture thinkers → Risk-takers → Unafraid of uncertainty They struggle with rigid systems—but thrive when creating their own. 6. Executive function is the real challenge. ADHD affects the brain’s ability to: → Plan → Prioritize → Start/finish tasks It’s not about intelligence—it’s about activation. 7. Movement helps focus. → Pacing → Fidgeting → Walking while thinking These aren’t distractions—they’re coping tools. Even cardio can boost focus and mood. 8. Structure = freedom. Yes, really. → Lists → Calendars → Visual reminders These tools reduce overwhelm and build momentum. Structure doesn’t box ADHDers in—it frees them. 🧠 ADHD isn’t a flaw. It’s a different operating system. Understand it. Support it. Harness it. Embrace it. Use it. Just do it! #ADHD #neurodivergent #knowyourmind

We design for the average. The average doesn’t exist. April is Autism Acceptance Month. Designing for autism is about building products that work for everyone. Cognitive overload affects everyone. Your brain has limits, and more noise can affect how you perceive things. For some autistic users, this is constant and amplified. Many rely on digital products to navigate daily life. Yet most interfaces ignore them. So what happens? We design experiences that overwhelm the people who need them most. And if your product overwhelms autistic users, it’s exhausting everyone else. Here are 5 principles to get you started: 1. Consistent Structure Keep navigation, layout, and UI patterns identical across your entire product. Why: Sudden changes cause anxiety and disorientation. Example: Shopping cart stays in the top-right corner across every page. 2. Literal Communication Use plain, direct language. Skip idioms and metaphors. Why: Vague language requires guessing and creates confusion Example: "Your payment was declined. Check your card number and try again." 3. Sensory Calm Use muted, natural colours. Avoid pure black/white and bright contrasts. Why: Extreme contrast and bright colours cause sensory overload Example: Dashboard with soft beige background, dark grey text, and 3-4 clearly separated sections 4. User Control Default to sound off. Allow people to pause, stop, or disable animations. Why: Sensory needs vary greatly, and customization prevents overload. Example: Toggles for reduced motion, dark mode, font size, and autoplay off by default. 5. Predictable Interactions Provide clear feedback and progress indicators so users always know where they are. Why: Unexpected interruptions trigger anxiety and break focus. Example: Multi-step form shows "Step 2 of 4" with a progress bar, confirms "Your information was saved" after each step. Better design starts with understanding. 👇🏽What would you add to this list? 🔖 Save this for reference ♻️ Share it with your team ---- ✉️ Subscribe for more accessibility and design insights: https://lnkd.in/gZpAzWSu ---- Accessibility note: This infographic, titled Designing for Autism has the same content as the post. It also includes alt text.

People with ADHD are dying prematurely and the problem isn’t having ADHD itself. It’s lack of support. Here’s what to know and we can do about it: A new study in The British Journal of Psychiatry found Men with ADHD live 7 years less, and women live 9 years less than their peers. (O’Nions E, El Baou C, John A, et al., 2025) This issue isn’t limited to the UK. In 2022 researchers analyzed many studies from different countries and found that individuals with ADHD or autism are more than twice as likely to die prematurely compared to those without these conditions. — from things that could be prevented like accidents amd suicide. (Ferrán Catalá-López et al, 2022) 🚨 Why are people with ADHD dying earlier? - Higher rates of heart disease, anxiety, depression and suicide - Increased risk of accidents, substance use and incarceration - Difficulty accessing healthcare and workplace support - Chronic stress from financial struggles and job instability WE CAN CHANGE THESE STATISTICS: ✅ Employers – invest in making your workplaces neuroinclusive. Train your managers and provide reasonable accommodations. Approve employees to use professional development or education / benefit stipends to participate in programs like ADHD Navigators from Minds of All Kinds or 1:1 ADHD job coaching from places like Shimmer or ADD Coach Academy (ADDCA) providers. ✅ Healthcare providers — treat ADHD as a serious condition. Listen and believe your patients. Reduce administrative burden. Follow up with them. Communicate in plain language and provide important information in writing. Take things like PMDD and suicidal ideation seriously. ✅ Educators – Support students early. The earlier we identify and support young people the better the outcomes will be. Seek out education and resources for educators at places like Understood.org and ADDitude Magazine. ✅ Policymakers – improve access to care. eliminate sub-minimum wage. eliminate corporal punishment in schools. There’s no reason that students should be handcuffed, locked in closets or physically restrained or secluded. For more, check out full policy recommendations from the National Center for Learning Disabilities (NCLD) . ✅ Friends & Family – Offer understanding, not shaming. saying things like “ADHD isn’t real” or “you have a masters degree, you don’t need support,” is harmful. Learn about ADHD with resources such as Understood.org, ADDitude Magazine. I offer a free mini course on my website. 💜 ADHDers: ADHD support isn’t just about productivity. It is about improving your quality of life, and in some cases even saving your life. DM me to get an automated reply with resources. #ADHDAwareness #Neurodiversity #PublicHealth [Image description: New York Times Headline: People With A.D.H.D. Are Likely to Die Significantly Earlier Than Their Peers, Study Finds. A large study found that men lost seven years of life expectancy and women lost nine years, compared with counterparts without the disorder.]

Yesterday I made a post with a list of ADHD accommodations. (https://lnkd.in/gmPGue-k) Today, I want to highlight the steps you can take to implement them. 1. Identify the need 2. Implement what you can on your own 3. Ask for external support when necessary - Focus on the need and the solution, not the disability - You aren't asking for a favor, don't act like it - Be clear in your ask Some examples of how you can make the ask in a confident and direct way: "I work best when I have uninterrupted time to focus. Could we schedule meetings during set hours and leave the rest of the day for focused work?" "To stay on top of deadlines, could we break larger projects into smaller steps with checkpoints along the way?" "Thank you for those directions, please send them to me in writing, as well." "I find that I can prepare and contribute better when I have context of the meeting ahead of time. Could you give me a bit more information or a quick agenda before we meet?" "I believe a disability/neurodivergent specific coach could help me develop better strategies for time management and productivity." A lot of these you can do without using a formal accommodation request. When you do need to make a formal accommodation request, still focus on the need and the solution, not the disability. And if you need any additional support, I am here to help.