Neurodiversity & Belonging

Are you making the most of the diversity of minds in your organisation? If not, you’re losing out on talent, innovation, retention of creative thinkers, optimal productivity, and a culture of inclusion and wellbeing.

If you think neurodiversity is only a disability inclusion issue, or that it’s about diagnostic labels and reasonable adjustments, then there’s so much more than you can do.

If you want to know how, read on…

The human brain and mind is a wonderful and fascinating thing

Each one is a unique blend of genetics, experience, cultural influences, and individual differences, yet as social animals we are able to find common ground and ways to relate and work together.

But, growing demands on efficiency and productivity force increasing levels of standardisation and conformity. This is especially true in workplaces.

Cultures, processes, social rules, ways of working all converge on norms that favour brain ‘operating systems’ that are the most common, but not the best suited to every challenge. It’s like left and right-handedness. One is a minority, the other a majority, but neither is superior or inferior and each brings something different. But when left-handers are required to use our right hands we do a terrible job, feel incompetent, and use up all our energy trying to work against our natural abilities.

This is what work places are doing to people who are outside accepted (often unconscious) norms, with or without a diagnosis, in:

• sensory processing
• cognitive processing
• social communication
• executive functioning

Work with me to create practices and culture that are truly inclusive of different ‘operating systems’ across these core areas of difference, while honouring and respecting identities and supporting disability.

Why me?

In addition to over 20 years of professional training and practice, I am myself autistic and therefore bring a wealth of lived experience to my work in this field.”