When we put people in a box, is it easier to discard that box next time we open one with a similar label, if we didn’t like the box the last time we opened it?
After doing neuroinclusive training in Glasgow yesterday with c.15 managers, who were very engaged and happy to open up about the topic.
I’m wondering, when pressure is high and you have a lot on, how easy is it to think I’ve hired someone who’s Autistic or ADHD… before, and it was a challenge, next time I’ll pass on them, work/life is difficult enough!
Can we blame the manager?
I think organisations need to step in and offer some additional support.
We also need to be mindful of labels, yes they can help, but they can also create an expectation or an assumption that can be damaging!
We must change the perception and viewpoint, but it’s not going to happen overnight and the media is often very unhelpful in its depiction of ADHD and Autism.
Just some musing from me and my recent outings, I welcome your thoughts and comments.
This week’s roundup shines brighter with the insights of our contributors.
A huge thank you to:
Dave Thompson, for highlighting the impressive focus on detail in autistic colleagues.
Julie Cockerill, for her empowering perspective on defining success in neurodiverse teams.
Vicky Pirker, for emphasizing the importance of understanding diverse learning styles and strengths.
Asia Michalak, Diversity & Inclusion Specialist at Bocconi University, for appreciating our efforts in promoting neurodiversity during Inclusion Week.
Peter Mostachetti, LMSW, Director of Employee Experiences, Learning & Inclusion, for his enthusiastic support and recognition of the high energy and expertise brought to the field.