S1E3 - Dan Harris - Autistic families and the many nuances of adaptations of NeuroDiversity

09/05/24 • 48 min

In this conversation, Duena Blomstrom and Dan Harris discuss the topic of autism stigma and the importance of neurodiversity in the workplace. They explore the journey of self-disclosure and the challenges faced by individuals with autism in the business world. They also highlight the need for leaders to create a culture of psychological safety and inclusivity. The conversation touches on the role of privilege and the importance of addressing the needs of neurodivergent individuals in all types of organizations, not just large corporations. They emphasize the need for societal change and the creation of neuro-inclusive workplaces for the benefit of future generations. The conversation explores the slow progress in creating inclusive workplaces for neurodivergent individuals and the need for a human-centric approach. It emphasizes the importance of understanding and accommodating the needs of neurodivergent employees to create happier and more loyal teams. The discussion also touches on the role of public policy in supporting neurodivergent individuals, particularly in education and early intervention. The conversation concludes with a call to embrace self-awareness and focus on strengths rather than hiding or being embarrassed by challenges.

Takeaways

Autism stigma exists in the workplace, and there is a need to promote autism pride and acceptance.
Disclosure of neurodiverse identity in the workplace should be encouraged to normalize neurodiversity.
Leadership plays a crucial role in creating a culture of psychological safety and inclusivity for neurodivergent individuals.
There is a discrepancy between diversity theater in the corporate world and the actual support and understanding for neurodivergent individuals.
The workplace needs to adapt and provide accommodations for neurodivergent individuals to thrive.
Addressing the needs of neurodivergent individuals should extend beyond large corporations to include smaller organizations and different socioeconomic backgrounds.
The younger generation is more open about their neurodivergent identities and demands accommodations in the workplace.
Creating neuro-inclusive workplaces requires societal change and a shift in how we value and support individuals with neurodiverse identities. Progress in creating inclusive workplaces for neurodivergent individuals has been slow, and there is a need for a faster pace of change.
Understanding and accommodating the needs of neurodivergent employees leads to happier and more loyal teams.
Public policy plays a crucial role in supporting neurodivergent individuals, particularly in education and early intervention.
Embracing self-awareness and focusing on strengths rather than hiding or being embarrassed by challenges can lead to personal and professional growth.

Titles

Promoting Autism Pride: Overcoming Autism Stigma in the Workplace
Adapting the Workplace: Providing Accommodations for Neurodivergent Individuals Embracing Self-Awareness and Focusing on Strengths
The Role of Public Policy in Supporting Neurodivergent Individuals

Sound Bites

"Why is there autism stigma instead of autism pride in the workplace?"
"I'm an autistic ADHDer and proudly so."
"Leaders who are fearful to disclose their neurodiverse identities hinder the creation of neuro-inclusive workplaces."
"The world hasn't, in my opinion, moved at the speed that it would lead me to believe that in another two or three years that my boys that are now entering the world of work are gonna find it prepared."
"I want the question to be, how do I get the best out of you as an employee?"
"Good organisations are doing this already, right? The best managers you work for are those that know you inside out, that you're incredibly honest with."

Chapters

00:00
New Chapter

03:50
Personal Journey and Discovering Autism

07:55
Fear of Disclosure and Imposter Syndrome

11:15
Creating a Culture of Psychological Safety

14:37
Corporate Commitment to Neurodiversity

22:30
The Future Generation and the Fight Ahead

25:35
The Debt Owed to Neurodivergent Individuals in the Workplace

28:47
Moving from Awareness to Appreciation of Neurodiversity

30:38
The Need for Public Policy to Fill Gaps and Challenges

31:34
Early Intervention and Support for Neurodivergent Children

32:36
Recognizing and Supporting Autistic Families

33:29
The Importance of Provision and Understanding Individual Needs

34:33
Investing in Neurodivergent Children for Long-Term Success

35:26
Unlocking the Potential of Non-Speaking Autistic Individuals

38:10
Leading by Example: The Impact of World Leading Pro...

Takeaways

Autism stigma exists in the workplace, and there is a need to promote autism pride and acceptance.
Disclosure of neurodiverse identity in the workplace should be encouraged to normalize neurodiversity.
Leadership plays a crucial role in creating a culture of psychological safety and inclusivity for neurodivergent individuals.
There is a discrepancy between diversity theater in the corporate world and the actual support and understanding for neurodivergent individuals.
The workplace needs to adapt and provide accommodations for neurodivergent individuals to thrive.
Addressing the needs of neurodivergent individuals should extend beyond large corporations to include smaller organizations and different socioeconomic backgrounds.
The younger generation is more open about their neurodivergent identities and demands accommodations in the workplace.
Creating neuro-inclusive workplaces requires societal change and a shift in how we value and support individuals with neurodiverse identities. Progress in creating inclusive workplaces for neurodivergent individuals has been slow, and there is a need for a faster pace of change.
Understanding and accommodating the needs of neurodivergent employees leads to happier and more loyal teams.
Public policy plays a crucial role in supporting neurodivergent individuals, particularly in education and early intervention.
Embracing self-awareness and focusing on strengths rather than hiding or being embarrassed by challenges can lead to personal and professional growth.

Titles

Promoting Autism Pride: Overcoming Autism Stigma in the Workplace
Adapting the Workplace: Providing Accommodations for Neurodivergent Individuals Embracing Self-Awareness and Focusing on Strengths
The Role of Public Policy in Supporting Neurodivergent Individuals

Sound Bites

"Why is there autism stigma instead of autism pride in the workplace?"
"I'm an autistic ADHDer and proudly so."
"Leaders who are fearful to disclose their neurodiverse identities hinder the creation of neuro-inclusive workplaces."
"The world hasn't, in my opinion, moved at the speed that it would lead me to believe that in another two or three years that my boys that are now entering the world of work are gonna find it prepared."
"I want the question to be, how do I get the best out of you as an employee?"
"Good organisations are doing this already, right? The best managers you work for are those that know you inside out, that you're incredibly honest with."

Chapters

00:00
New Chapter

03:50
Personal Journey and Discovering Autism

07:55
Fear of Disclosure and Imposter Syndrome

11:15
Creating a Culture of Psychological Safety

14:37
Corporate Commitment to Neurodiversity

22:30
The Future Generation and the Fight Ahead

25:35
The Debt Owed to Neurodivergent Individuals in the Workplace

28:47
Moving from Awareness to Appreciation of Neurodiversity

30:38
The Need for Public Policy to Fill Gaps and Challenges

31:34
Early Intervention and Support for Neurodivergent Children

32:36
Recognizing and Supporting Autistic Families

33:29
The Importance of Provision and Understanding Individual Needs

34:33
Investing in Neurodivergent Children for Long-Term Success

35:26
Unlocking the Potential of Non-Speaking Autistic Individuals

38:10
Leading by Example: The Impact of World Leading Pro...

Previous Episode

S1E2 - A Conversation on Ableism and Generational Differences with Becca Lory Hector

This conversation explores the progress and challenges in advocating for neurodiversity in the workplace. It highlights the importance of disclosure and accommodations for autistic individuals. The speakers discuss the growth of the autistic community and the need for self-awareness and acceptance. They also address the intersectionality of autism and other identities, such as race and gender. The conversation emphasizes the need for a shift in workplace culture to prioritize humanity and individual needs. The conversation explores the challenges faced by autistic individuals in society and the workplace, including the pressure to blend in and the need for accommodations. It highlights the importance of understanding and accepting neurodiversity, as well as the need for proper diagnosis and support. The concept of autistic burnout is discussed, emphasizing the need for self-care and understanding. The conversation also touches on the benefits of working with neurodivergent individuals and the value they bring to the workplace.
Takeaways

Advocacy for neurodiversity in the workplace has made progress but there is still work to be done.
Disclosure and accommodations are important for autistic individuals in the workplace.
The autistic community has grown and gained a strong voice through technology and social media.
Workplaces need to prioritize humanity and individual needs to create a more inclusive environment.
The intersectionality of autism and other identities should be considered in discussions about neurodiversity at work. The attitude in the world is shifting towards accepting and embracing differences, rather than expecting individuals to blend in.
Autistic individuals often face challenges in society and the workplace due to misconceptions and lack of understanding.
Autistic burnout is a real and debilitating experience that requires proper recognition and support.
Working with neurodivergent individuals can bring unique perspectives and strengths to the workplace.

Titles

The Growth of the Autistic Community
Advocating for Neurodiversity in the Workplace The Value of Neurodivergent Individuals in the Workplace
Embracing Neurodiversity: Shifting Attitudes towards Acceptance

Sound Bites

"We took advantage of technology to build our own community, to give ourselves a voice."
"If we could all unmask at work and be ourselves at work, how different would work be?"
"The ability to look at yourself, the self-awareness at the top is inexistent."
"Nobody should be blending in anymore."
"Had I not been autistic, that would have absolutely never happened to me."
"I could either be non-verbal autistic and then I would get some help, or I could be super high achieving 250,000 followers influencer and then I'm not autistic."

Chapters

00:00
Introduction and Advocacy for Autism

04:09
Progress and Changes in Understanding Autism in the Workplace

10:51
Unmasking and Authenticity in the Workplace

16:02
The Need for Big Changes in Workplace Culture

20:55
Redefining Work and Humaneness

23:52
The Role of the Younger Generation in Driving Change

27:19
The Struggle to Hide Differences and Find Acceptance

28:08
Understanding and Accommodating Neurodiversity

30:22
The Dangers of Autistic Burnout

35:50
The Strengths and Perspectives of Autistic Individuals

40:28
Working with Neurodivergent Teams

51:05
Late Diagnosis and the Importance of Sharing Experiences

Next Episode

S1E4 - Angela Prentner-Adaptive Learning, Psychological Safety and Positive Discrimination

NOTE: This episode's video is out of sync despite our better efforts but we chose to feature its content as the discussion is important and the message too valuable to waste.

In this lively conversation, Duena Blomstrom and Angela dive into their personal journeys with neurodiversity, shining a light on the importance of building workplaces that truly embrace neurodivergent individuals. They explore crucial topics like psychological safety, the hurdles of traditional schooling, and how gender intersects with neurodiversity in unique ways. With humor and insight, they unpack how cultural views on neurodiversity vary and the challenges of disclosing neurodivergent traits in different work environments.

The conversation doesn’t shy away from the tough stuff—like the struggles of misdiagnosis and the gaps in the mental health system—but it also celebrates the strengths that neurodivergent minds bring to the table. They highlight the potential of technology, like the Neve Learning platform, to create more inclusive, accessible learning experiences for everyone.

Ultimately, it’s a passionate call to action for organizations and individuals alike to prioritize psychological safety, drive innovation through diversity, and tear down the barriers that prevent neurodivergent talent from thriving.

Takeaways

Neurodiversity is an umbrella term that encompasses a range of neurodivergent conditions, and it is important to recognize and respect the unique experiences and identities of individuals within this community.
Self-awareness and understanding are key to creating a better work environment for neurodiverse individuals. It is important to recognize and appreciate both the strengths and challenges that come with neurodivergent conditions.
The cultural context and societal attitudes towards neurodiversity can vary, and it is important to consider these factors when discussing and addressing neurodiversity in different workplaces and communities.
Disclosure of neurodivergent conditions is a personal choice and can be influenced by various factors, including cultural norms, societal expectations, and individual experiences.
Creating a psychologically safe work environment is crucial for supporting neurodiverse individuals and fostering their success and well-being. Psychological safety is crucial for fostering diversity, improving performance, and driving innovation in the workplace.
Neurodivergent individuals face unique challenges, including misdiagnosis and a lack of understanding within the mental health community.
Technology, such as the Neve Learning platform, has the potential to create inclusive and accessible learning environments.
Creating systemic change and removing barriers to education and inclusion requires collaboration between individuals and organizations.Sound Bites
"Neurodiversity is an umbrella. It's meant to take in everyone."
"Neurodiversity was my movement. And then I realized that my whole family is just a hot mess of this stuff."
"The amount of self-awareness it allows you, and the amount of being able to put two and two together, why are you in a maelstrom of emotions? Why are you so dysregulated by the wind or the air in the car?"
"If you recruit those people and you do not have psychological safety in your organization, you might as well not have the diversity."
"It's egos that is stopping all of this."
"Through education and removing barriers to education, we can untap more of our intelligence and solve the world's wicked problems."

Chapters

00:00
Introduction and Background
01:25
Psychological Safety and Psychological Concepts
05:01
Personal Journey and Discovery of Neurodiversity
10:07
The Impact of Diagnosis and Self-Acceptance
13:37
The Importance of Self-Identification and Privilege
17:40
The Growing Neurodivergent Population
21:24
Cultural Context and Varying Perspectives
25:18
The Intersectionality of Neurodiversity and Gender
29:31
Disclosure and Cultural Factors
32:27
Creating a Psychologically Safe Work Environment
32:55
The Importance of Psychological Safety in the Workplace
36:11
Challenges Faced by Neurodivergent Individuals
45:16
The Potential of Technology in Creating Inclusive Learning Environments
52:53
Creating Systemic Change and Removing Barriers to Education and Inclusion