Neurodivergence at work: cultivating inclusive connections in libraries

Kate Savageau-Eidem

What is neurodiversity?

• Neurodiversity is the natural variation between brains – essential and valuable form of human diversity
• Neurodivergent are folks with brain functions that diverge from the norm.
• Neurotypical is the way that the neurocognitive functioning of the brain falls within the dominant societal standards of “normal”

Very short history on discovery

• Judy Singer described neurodiversity as a concept in 1998; however, the term neurodiversity was devised by many different people.
• Kassiane Asasumasu came up with the word “neurodivergent” in 2000 to describe anyone who's neurology differed from what was considered normal.

Samelson, Doreen. The term neurodiversity is good, but not good enough. A personal Perspective: words influence how we see and treat one another. Updated September 22, 2023. https://www.psychologytoday.com/us/blog/along-the-care-path/202309/the-term-neurodiversity-is-good-but-not-good-enough

Neurodivergence

• Neurodivergent describes folks whose brain differences affect how their brain works.

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Frizell, C. A. (2025). Authentic leadership in clinical education: A neurodivergent educator’s call for change. The Clinical Teacher, 22(3), e70088. https://doi.org/10.1111/tct.70088

Why should we care?

• “The library and information sector thrives on the diverse skills, experiences, and perspectives of its workforce…individuals whose brain function differently form what is considered ‘neurotypical’ (Caroline Ball)”.

• Society has been set up by neurotypical people for neurotypical people. Neurodivergent folks were not given the chance to have their voice heard when creating these systems

What does this have to do with libraries?

• The ALA Office for Diversity, supports library and information science workers in creating responsible and all-inclusive spaces that serve and represent the entire community.

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• Equity, diversity, inclusion, literacy, and outreach are part of the work across the American Library Association.
• Library workers play a crucial role in fostering equity by actively working to dismantle barriers and create spaces that are accessible, welcoming, and beneficial for all; including library workers

"American Library Association Updates Core Values ", American Library Association, February 5, 2024 https://www.ala.org/news/2024/02/american-library-association-updates-core-values (Accessed September 23, 2025) Document ID: f088a7af-68f3-43c2-bbeb-c11471464763

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Radcliffe, Antoinette. A summary of evidence supporting neurodiversity in the workplace. Goodwin College of Professional Studies, Drexel University. 2023 A Summary of Evidence Supporting Neurodiversity in the Workplace

1 in 4 Americans are neurodivergent

4 in 5 are unemployed despite actively wanting to work

Neurodiversity in Numbers

Disclosure at work

• According to Fair Play Talks, “37% of employees with invisible disabilities have not disclosed their disability at work. For those with conditions that are seemingly easier to ‘mask’, this only increases.”

• Percentages that kept disability a secret
• 62% with autism
• 56% with mental health conditions
• 54% with non-visible health conditions

 Strengths         Challenges

• It's all in the details
• Hyper fixation
• Creativeness
• Different ways of thinking
• Organization
• Better long-term memory
• Empathy
• Resilience

• Organization
• Concentration
• Sensory issues
• Time management
• Speaking/communicating
• Working memory

Sensory-friendly

• Any suggested or favorite sensory friendly ideas?
• Ideal sensory friendly work environment?
• Libraries are investing in sensory friendly areas, great for both patrons & staff

Communication styles  

• Spoken communication isn't always best for everyone
• Direct, open, and written communication is extremely helpful
• Auditory processing differences and executive functioning
• Surprisingly, everyone communicates best differently

Vague instructions: how to respond:

• “I want to make sure I’m doing this correctly, can you walk me through the steps?”
• Could you summarize that in an email so we can refer back to it?

Seeking Accommodations

Things neurodivergent LIS workers have asked for:

• a wall planner that visually highlights appointments, deadlines & tasks
• work to be broken up into smaller manageable chunks
• templates for detailed work, such as reports.

• Getting basic needs met, creating an environment that empowers people at work.
• Keep an updated list of accommodations company readily provides & proactively offer workplace adjustments to all employees, not just upon disability disclosure.

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How supervisors/managers can help

• Asking questions
• How do you learn best?
• When receiving instructions for a task, how can I communicate that to you?
• How do you best receive feedback/recognition?
• How can I help if I see you struggling?

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• Offer a variety of communication styles.
• Enable transcript/recording during meetings.
• Follow up on verbal requests with an email.
• Use direct communication to help avoid misunderstandings.

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Assistive Technology

• Project planning applications:
• TIIMO
• GoblinTools
• Droptask
• Rescue Time
• Text to speech software
• Speech to text/dictation software
• Microsoft Accessibility tools

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Minnesota Assistive Technology Lending Library

Action Steps

• Employee Resource Groups (ERGs): Encourage the formation and development of ERGs to foster peer support and advocacy in the workplace including policy considerations and staff activities

• Inclusive Policies

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• Fix unwritten rules

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• Assistive Technology

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• Creating Employee

Resource Groups - MERG

The Neurodiversity Subcommittee

• est. 5 December 2023

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• Mission:

To foster belonging, celebrate unique talents and perspectives, and create a better work life for neurodivergent people at Mayo Clinic.

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Goals

• Create visibility- work with Disability MERG to add our presence to the Intranet�
• Educate Employees about what neurodivergence and neurodiversity is�
• Build relationships & Collaborate
• Interviews with ND employees, articles featured Mayo News Center
• “Neurodiversity and the Burden of Disclosure”

Neurodiversity Subcommittee

2025 Q2/Q3 Activities

Previous Meetings:

• May Meeting: Highlighting different neurotypes and library resources by Kate Eidem
• June Meeting: Breakout Rooms for Group discussion: Communication styles and environments
• July: No Meeting

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Upcoming Meetings:

• September: Human Centered Design and Accessibility presentation by Carissa Merrill (Center for Digital Health/Lead Accessibility Designer)– Wed, September 24th
• October: Lunch and Learn virtual event, “Neurodivergence in the Real World” – Mon, October 27th
• Hosted by the RST Disability MERG
• Open to all Mayo employees

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Community Advocacy: New Updates

• Disability Pride Month Panel – July 1^st
• MERG Open House – July 22^nd
• Sunflower Pin Initiative – Pilot initiated in ND Submerge �September 10^th- approved by HR, Disability MERGE, funded with Disability Merge, the Practice Operations Belonging Executive Committee, & Arizona Professional Environment Committee.

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Neurodiversity Subcommittee Pilot Project

• ​Hidden Disabilities: The Sunflower Pin Initiative

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• The green Sunflower symbol consists of a yellow sunflower in a green circle.
• It indicates that the individual wearing it has a non-visible disability, condition, or chronic illness and may need additional support, understanding or simply more time.
• Not just a logo or decoration: the symbol holds significant meaning and purpose. The Sunflower represents individuals with invisible disabilities and helps them feel seen and understood in the world.

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Conclusion

• Neurodivergent people are already part of our teams and our communities. Inclusion isn’t just about compliance; it’s about connection. When people feel safe to show up as themselves, we all benefit.

Thank You

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Contact: katieanneidem@gmail.com

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Resources 

• Moeller, Christine M. “Begging to be heard”: the professional exclusion and marginalization of neurodivergent librarians. Dissertation. 2025. University of Washington.
• Moeller, Chistine M. Neurodiversity at work research conference submission. Neurodivergent supervisors leading change in libraries. 2024
• Walsh, Andrew. and Fitzpatric, Joanne. Neurospicy libraries. Report 2: workload management.
• Camp, Clare and FInlay, Jayne. The experiences of neurodivergent library and information LIS professionals working in academic libraries - a case study. The Journal of Academic Librarianship. 51 (2025).
• Ball, Caroline. Neurodiversity in libraries: creating a supportive space for all
• Open Dyslexia- new open-sourced font to increase readability for those with dyslexia. Letters have heavy weighted bottoms to indicate direction.
• workplace: Routines, rituals and techniques (flown.com)
• Neurodivergent insights
• Misdiagnosis Monday (neurodivergentinsights.com)

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• A hidden force: unlocking the potential of neuro diversity at work – Ed Thompson
• Workplace Neurodiversity Rising – Lyric Rivera
• The pocket guide to neurodiversity – Daniel Aherne
• The neurodiverse workplace – Victoria Honeybourne
• A radical guide for women with ADHD – Sari Solden, Michelle Frank
• Unmasking autism – Devon Price
• Divergent mind – Jenara Nereberg
• NeuroTribes – Steve Silberman

Great Resource to check out

Please check out: Kaligirwa’s “Services Guide” 2025