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Neurodiversity

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This presentation is based on personal experience, some science, general observations & maybe a smidgen of TikTok & memes. Okay, quite a lot of memes. I’m AuDHD, I communicate in memes.

It's important to recognise that neurodiversity is a broad spectrum, & each neurodivergent individual is unique, with their own strengths, challenges, & experiences. A common saying goes “when you’ve met one autistic person, you’ve met one autistic person”.

If you think that you or someone you know may be neurodivergent & that treatment options or accommodations may help, then professional guidance & assessment from a qualified healthcare provider or specialist is the best course of action.

This presentation aims to promote underst&ing & acceptance of neurodivergence, & should not be considered a substitute for medical advice or diagnosis.

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Contents

What is neurodiversity
What are the: difficulties; strengths; learning styles
The autism spectrum - it’s not what you think it is
Mythbusting
More info on: communication; sensory overload; executive dysfunction; spatial awareness; rejection sensitive dysphoria
The double empathy problem
Neurodiversity at work
Useful links & reading suggestions
Page of r&om memes to finish on a lighthearted note

Okay, that’s a LOT of stuff to get through, so I’ll talk fast (er than normal) to get through all the info.

It’s all at a high level, not too detailed.

Questions are welcomed at the end - if you can’t hold them in, please write them down & ping them in the chat.

If any of the topics resonate & you’d like a deeper dive into it, let me know & I’ll try to put something together just on that topic.

I’m also planning to put together a set of information / training to help managers

I only got diagnosed at 48 with Autism, ADHD, RSD, & a few other fun things, after having a series of quite spectacular meltdowns. Until then figured I was an angry irrational idiot when tired & would get super frustrated at my brain not doing what I wanted it to.

I’m really open about all this because I don’t want anyone else to go through life thinking there’s something wrong with them. Since getting a diagnosis, my life has clicked into place & the past makes sense. Knowing means it’s possible to find solutions & make life easier for me, for others, & for work to get the best person.

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What is �Neurodiversity

“Neurodiversity is the idea that neurological differences like autism & ADHD are the result of normal, natural variation in the human genome”

~ John Elder Robison

Coined as a term in 1998 to challenge the views of certain differences as pathological disorders instead of disabilities caused by societal barriers.

These neurological differences have been present since the time of the cavemen. Evolution created specialist thinkers to bring a variety of expertise to humanity.

Neurodiversity is the range of differences in individual brain function & behavioural traits that are regarded as part of normal variation in the human population

Neurodiversity is the highly diverse ways in which people learn, think, communicate, & process information.

Most neurodiversity ‘issues’ involve an alternative way of thinking, but these ways of thinking are all normal variations in the human brain that have been present since humans first evolved. Many neurodiversity advocates joke that we’d all still be in caves if it wasn’t for autistics wanting to find out how everything works & having no social filter to prevent them from asking “What does that red button do? I’ll push it to find out”, or an ADHD person impulsively eating a berry to see what happens if they eat it.

Autism, dyslexia, ADHD, & many other neurodivergent traits affect how people perceive & interact with the world. For example, it is understood that Autistic people hear, sense & feel the world differently through an unfiltered lens, whereas neurotypical people are able to filter out various senses & focus on one at a time.

Neurodivergence becomes a disability when encountering neurotypical societal barriers, this means it is possible to help reduce the impact of being neurodivergent by removing these barriers. However, because neurodivergence is invisible, it’s not obvious when someone needs a barrier removing to help them blossom, so perhaps we need to default to not having barriers that exclude certain groups of people. An example of a barrier could be, telling a person who cannot walk that they MUST walk or find their own workaround in their own time because everyone else is walking perfectly fine, which underst&ably results in failure for the person who cannot walk. Neurodivergent people are told to think, behave, learn, & communicate in a particular way because that’s what everyone else does, which also results in failure. Another example would be a manager performance reviewing a fish & a person for their bike riding skills & telling the fish they are bad at it & not as good as the person, when instead they should be saying “WOW, you learned to breathe air & ride a bike! You probably need a biiiig nap & a huge pay rise!”.

A useful analogy to share is:

Imagine you are born left-h&ed & everyone else is right-h&ed. The world around you is built for right-h&ed people. You go through life doing things the right-h&ed way because that is what's 'normal'. You feel exhausted all the time & can't underst& why other people make it look so easy doing right-h&ed things. Other people don't even think about being right-h&ed, it's automatic for them, but you always find it difficult & can't underst& why it's not easy for you as well. One day you hear about 'left-h&ed' & you wonder, could that be me? You try using your left-h& & all of a sudden things are easier, you can underst&, you can manipulate objects, life is easier when you approach it left-h&ed, but you can only be left-h&ed at home. When out in public or at work you still have to force yourself to use your right-h& because that is what the majority of people use. – Am&a

Or perhaps - we’re running on different operating systems - neurotypicals running on Windows, neurodivergents running on one of the other 18 or so operating systems

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Dyscalculia

“In the neurodiversity model there is no ‘normal’ brain sitting in a vat somewhere at the Smithsonian or National Institutes of Health to which all other brains must be compared.”

Thomas Armstrong, Neurodiversity in the Classroom

There’s a massive variety of neurodivergence, some you will have heard of, others maybe not, there is no ‘normal’

High level summary of some of these:

ADHD: The most common neurodivergence with three main types, predominantly inattentive, predominantly hyperactive/impulsive, combined inattentive & hyperactive/impulsive.
Dyslexia: differences in the brain that affect a person’s ability to process language, which can impact reading & listening comprehension
Dyscalculia: differences in the brain that affect a person’s ability to underst& number based information
OCD: Obsessions are patterns of unwanted thoughts, fears, urges, images that are intrusive & cause distress or anxiety. Compulsions are repetitive behaviours that are beyond reason, related to obsessions, & may only offer limited relief from anxiety.
RSD: Rejection Senstive Dysphoria - the evil gremlin that affects 98-99% of ADHD & Autistic people. RSD is when you experience severe & extreme emotional sensitivity & pain, triggered by perceived rejection or failure. Your brain can’t regulate rejection-related emotions & behaviours making them much more intense.

In addition to those on the list there are many others, a few not mentioned that you may know about are:

Aphantasia - mental images can’t be formed. https://www.scientificamerican.com/article/when-the-minds-eye-is-blind1/

Dysphragia - difficulty with writing

Dyspraxia - difficulty with coordination

Bipolar disorder

Images from

https://www.neurodivercitysg.com/neurology--learning.html

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Interrelated but different

Within the neurodivergent community there are a wide variety of thinking differences & neurodivergence is more commonplace than you may realise.

Australian stats 2023:

Dyslexia – 10% of the population - 1 in 10

Dyscalculia – 3% to 6% of the population - 1 in 33 to 1 in 17

Tourettes – 1% of the population (1 in 100)

Dyspraxia – 5% of the population - 1 in 20

ADHD Attention Deficit Hyperactivity Disorder – 5% - 1 in 20

Oppositional defiance disorder – 3% to 5% of the population – & around 40% of people with ADHD, & around 30% of autistics

Rejection Sensitivity Dysphoria (RSD) - 98-99%% of ADHD/Autistic

Obsessive compulsive disorder – 2-3% of the population

Autism – 1% of the population - Globally, around 75% of autistic adults are unemployed. 4x as many boys as girls are diagnosed, though research is now recognizing that giirls are underdiagnosed, so the ratio may be closer to 1 to 2.

Information from

https://www.dyslexiafoundation.org.nz/

https://www.speld.org.nz/specific-learning-disability-definitions/dyscalculia

https://tourettes.org.nz/about-ts/

https://cdn.auckl&.ac.nz/assets/auckl&/about-us/equity-at-the-university/Dyspraxia-July%202013.pdf

https://www.adhd.org.nz/

https://kidspot.co.nz/health/oppositional-defiance-disorder/

https://www.adhd.org.nz/co-morbidities.html

http://www.familydoctor.co.nz/categories/mental-health/obsessive-compulsive-disorder-a-patients-guide/

https://fyi.org.nz/request/2884/response/9161/attach/html/3/17072015120316%200001.pdf.html

https://www.discoveryaba.com/statistics/how-many-people-have-autism

Image adapted from the D&A (Developmental Adult Neuro-diversity Association) image - The Make up of Neuro-Diversity

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Neurodiversity Essentials

Natural variation: A unique way of thinking, not a disorder.
Not a deficit: Recognize neurodivergent strengths & advantages.
Individual: Neurodivergence is not a one-size-fits-all scenario.
Neurodivergent intelligence: varies from low to gifted, like neurotypicals.
Dynamic: Neurodivergence fluctuates due to factors such as environment & energy levels.
Binary concept: You are either neurodivergent, or you are not.
Functionality Labels: Avoid 'high' or 'low' functioning labels, they oversimplify complex experiences.
No cure needed: Prioritise enhancing quality of life for individuals.
Not a tragedy: Viewing neurodivergence as a tragedy perpetuates stigma & discrimination.
Medication support: Medications can be essential tools, like crutches or glasses; medication is not cheating.

It is a cruel and hateful thing when people talk about autistic people as being a ‘burden’ and autism as being a ‘tragedy’. It is not ever OK to say those things to or about an autistic adult or child.

– Jeanette Purkis: Autism Books & Other Things

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What are the difficulties?

Just a few of the difficulties, there are many more:

Social & Communication
Sensory
Executive dysfunction
Spatial awareness
Rejection Sensitive Dysphoria (RSD)

These are just a few of the difficulties facing neurodivergent people

Social & communication

There is a wide variety of ways to communicate, not just speaking & body language - more info on a future slide…

Alot of social difficulties come as a result of differences in communication styles, but there are also other social difficulties that many neurodivergent people exhaust themselves trying to suppress, such as speaking & physical tics in tourettes, aversion to eye contact, compulsive behaviours, autistic stims (leg bouncing, arm flapping, clicking, doodling).

In order to actively listen, many ND folks will need to do something else to help them focus. I doodle, bounce my legs, sit on my h&s etc…. I can’t count the number of times people have thought I’m not listening only to be surprised at how much I am listening, all because I listen in a different way.

When tired, neurodivergent people have reduced control or ability to live with these issues & prevent them from becoming overwhelming. The more tired, the more likely you are to see ‘weird’ behaviour, like not forcing faces into appropriate facial expressions, or being fidgety.

Sensory:

All of the senses everywhere all at once - such fun!

Sensory sensitivities are common among neurodivergent individuals, leading to heightened sensitivity or aversion to certain sensory stimuli such as lights, sounds, textures, or smells. These sensitivities can be overwhelming & impact daily functioning & participation in various environments.

Executive dysfunction.

Something nearly every person in the world will experience at some point, but many ND people have it permanently - more info on a future slide…

https://didyouknowfacts.com/this-twitter-threads-tries-to-help-people-underst&-executive-dysfunction/

http://adhd-alien.com/2019/07/16/executive-dysfunction/

Spatial Awareness

Some ND types have issues with spatial awareness, which can present in many ways such as trouble visualising objects or concepts, poor h&-eye coordination

- more on a future slide

RSD

Insanely horrible, info coming up in a slide

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What are the�strengths?

Sensory
Creative
Non-linear & visual-spatial thinking
Imaginative
Insanely good long-term memory
Problem solvers
Persistent
Honest

These are some general strengths that may apply to all or only one or two types of neurodivergence.

Sensory: People with a sensory processing divergence, like ASD, see, hear, feel, smell, sense everything most of the time, but other times when hyperfocusing may see, hear, feel, smell, & sense nothing. The world is always an amazing place because it’s always full of wonder & awesomeness. Some of us also have overactive senses combined with a crazy high pain threshold – I know, weird!

Abstract, creative

Non-linear thinking.

Visual-spacial thinking.

Insanely good long term memory. (short term working memory sucks though – come back next week & I’ll remember what you just said). Also a negative if you have OCD.

Honesty.

Humour.

Empathic.

Non cliquey/judgemental

Not easily swayed by conspiracy theories (useful at this current time)

Able to separate emotion from logic when evaluating data/arguments

Some neurodivergent people have special skills/talents – not all necessarily useful

Other areas of difference: In our unconscious bias workshop we were told that all people jump to immediate unconscious conclusions when looking at someone based on looks, age, dress etc... This is not generally true of neurodivergent people, especially autistic people.

Thinking in patterns. Non-linear thinking. Retrieving memories by working backwards through a filing system in the brain.

Neurodivergent individuals contribute to business growth & productivity through thinking outside the square, & enlightened employers around the world are now specifically recruiting neurodivergent individuals for the creativity & alternative thinking they bring.

The upside of neurodivergency is the ability to perceive the world from many perspectives, allowing visual-spatial thinking & special talents & skills to flourish in fields such as the arts, design, leadership, entrepreneurship, engineering, sciences, business & technology. For example: UK research shows that 35% of US entrepreneurs & 20% of UK entrepreneurs are dyslexic – with Sir Richard Branson a famous example

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Strengths & learning styles

	Strengths	Some useful learning styles & adaptations*
Dyslexia Dyscalculia Dyspraxia	Creative, imaginative, strategic, outside the box & critical thinkers, intuitive	Multisensory methods, H&s-on experience, Thrive with concise instructions & creative challenges
ADHD	Creativity, hyperfocus, energetic & enthusiastic	Multisensory methods, H&s-on experience, Structured, Short, frequent breaks, Variety & flexibility
ASD	Attention to detail, strong memory, logical thinking, creativity, hyperfocus, honesty & integrity, pattern recognition	Visual & multisensory methods, Structured & predictable, H&s-on experience, Individualised instruction, Concise instructions
OCD	Attention to detail, organisational skills, persistence, perseverance, problem solving abilities, creative, high st&ards of performance, innovative	Structured & organised environment, clear & explicit instructions, visual aids & written instructions, regular breaks, movement, flexible learning options, emphasis of self care & well-being

We all have strengths

Here are a few types of neurodivergence & some of the strengths they bring to the world

* Research individual conditions for a comprehensive list of optimal learning styles & adaptations. Note: Even within a single condition, individual learning preferences vary.

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The spectrum

There is a misunderst&ing of what the autism spectrum is, with people thinking that it relates to being more or less autistic, or higher or lower functioning, this is not the case. The spectrum is more like a rainbow, a spectrum of colours, & on that rainbow spectrum, yellow isn’t any more or less of a colour than blue. Labels harm neurodivergent people, so please don’t use them.

https://neuroclastic.com/2019/05/04/its-a-spectrum-doesnt-mean-what-you-think/

All autistic people are affected in one way or another in most or all of these boxes – a rainbow of traits.

If you only check one or two boxes, then they don’t call it ASD – they call it something else.

For example, if you ONLY struggle with communication, then they call that social communication disorder.

If you ONLY have problems with body movement/control then that is called dyspraxia or developmental coordination disorder.

If you ONLY have sensory processing issues then that is sensory processing disorder.

But if you have all of the above & more, they call it ASD.

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Mythbusting

Autistic = Temper tantrums
No empathy
Emotionless
Non-speaking = stupid
Lazy
But you don’t look <insert ND of choice here>
Inflexible
The autism spectrum is mild to severe

Meltdowns are a trauma response to sensory overload that could have been avoided.
Increased empathy that can be overwhelming causing empathy overload – then a meltdown or shutdown.
Inability to describe or identify emotions in oneself or others is not the same as an inability to feel.
Assessing intelligence on verbal skills overlooks the diverse ways to demonstrate capabilities & underst&ing.
Executive dysfunction disorder is not laziness.
But you don’t look….. This is NOT a compliment
Most ND people spend their lives accommodating neurotypical needs, often to their own discomfort.
The spectrum is not linear.

Temper tantrums

Just no!

When you see a child or adult having a meltdown, that is a trauma response that could have potentially been avoided. The person having the meltdown has zero control over it. Their senses have become so overwhelmed that they literally cease to function & are in such extreme levels of emotional & physical pain that they may go silent or scream.

Adults are able to better communicate when things are hurting so have fewer meltdowns than children, who are unable to remove themselves from situations that cause pain.

ND adults are able to see triggers & build up impacting others in videos where people say they have no idea why a child is having a meltdown. “even though autistics are dramatically different from one another, they are overwhelmingly better at understanding autistic behavior, motivation, & triggers by virtue of experience; “

Empathy/Emotionless

The autistic brain cannot filter out the inputs from the senses, be they physical or emotional. This led people to believe that autistics have no empathy due to the lack of eye contact, the opposite is true; most autistics feel too much empathy & have shut down from the overload, & eye contact is a separate issue – it literally feels like people are touching you on the eyeballs – it’s horrible – some of us have learned to hide how icky this feels by looking at foreheads or ears, or just suppressing the urge to scratch out our eyeballs for the length of time we are talking. Even talking about this now is making my skin crawl & wanting to rub my eyes to make it go away.

The difficulty in naming or identifying emotions is often referred to as "alexithymia." Alexithymia is a psychological trait characterized by a reduced ability to recognize & describe one's own emotions. “Being alexithymic does not mean that a person is incapable of underst&ing the emotions of others, it means you need to be more explicit about how you are feeling & why, rather than make assumptions that you should be understood, & getting angry when you are not.”

Heightened Emotional Sensitivity: Many autistic individuals have heightened sensitivity to sensory stimuli, including emotions. This means they may become easily overwhelmed by intense emotions, leading to meltdowns or shutdowns, particularly in stressful or overstimulating environments.

Non-Speaking

People assume that those who are non-speaking are intellectually disabled. it is more difficult to know what a person is thinking when they struggle to communicate but it does not automatically mean they don’t underst&.

Lazy

Executive dysfunction is not laziness.

But you don’t look XYZ - insert your neurodivergence of choice here….

Invalidates identity & lived experience
Dismisses the challenges & struggles faced
Perpetuates stereotypes
Minimises accomplishments
Undermines awareness & acceptance

Inflexible

Most ND folk spend their lives accommodating others, often to their own discomfort. We spend our lives bending & being flexible, but when we ask for an accommodation that is seen as being inflexible.

High & low functioning

If you have only one or two of the items on the spectrum, then you have those as specific disorders. Autistics are affected in one way or another by most or all of the spectrum’s traits. High functioning may just be high masking & completely exhausted melting down in private. Read this for more info: https://neuroclastic.com/2019/05/04/its-a-spectrum-doesnt-mean-what-you-think/

https://www.adhd.org.nz/differing-brain-structures-for-those-with-adhd.html

https://www.forbes.com/sites/drnancydoyle/2020/04/27/when-you-dont-know-what-you-dont-know-myth-busting-for-autism-awareness-month/#4a075e87647f

https://www.scarymommy.com/people-with-autism-dont-look-certain-way/

https://neuroclastic.com/2019/05/04/its-a-spectrum-doesnt-mean-what-you-think/

https://the-art-of-autism.com/underst&ing-the-spectrum-a-comic-strip-explanation/

https://www.npr.org/sections/health-shots/2014/04/02/298332344/map-of-the-developing-human-brain-shows-where-problems-begin

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Communication

Communication – it’s not just speaking, there are many, many other ways of communicating, but this world is geared towards talking. This excludes non-speaking people who prefer to write or type, or deaf people who literally can’t hear but often adapt to lip read because communication is so ingrained as a speaking thing. Then there’s body language, facial expressions, tone of voice, which are difficult for some neurodivergent people, such as those with dyspraxia. A neurodivergent person may be saying one thing & their body, face, or tone of voice isn’t what’s typically associated with what’s being communicated. This causes being misunderstood - a LOT!

Atypical non-speaking communications are, for example, odd facial expressions; being accused of staring; using unusual sounds in conversations; blinking or rolling eyes; clenching fists; grinding teeth; blushing. Related traits are stims (e.g. wringing h&s; rubbing h&s; twirling fingers; rocking; tapping eyes; pressing eyes; fiddling with things; pacing; flapping h&s; peeling skin flakes).

Neurodiverse people do not think in the same way as neurotypical people. For example, dyslexic individuals tend to think in pictures rather than words, receiving & retrieving information in a different part of the brain to neurotypical, word-based thinkers. Dyslexia can also affect more than words alone, impacting skills such as auditory & information processing, planning & organising, motor skills, short-term memory & concentration.

Among autistic people, generally the words you say are what you mean. If I say, “where do you live?,” then that’s all it means. There’s little to no hidden meaning or social convention attached to those words. Among neurotypicals, it can mean the same thing, or can be interpreted as “how much money & from what social class are you?” or maybe “do you live close enough to me to give me a lift home”. It can be frustrating receiving an aggressive response to something we’ve said because someone thinks our words mean something completely different as ‘normal’ brains sometimes assume words mean something different.

Selective mutism is also common, it occurs when people are unable to speak in certain social situations. People with selective mutism are able to speak freely in situations where they feel safe, but in other situations where the fight/flight/freeze response is triggered, then speaking freezes. I spent much of my childhood not speaking during the day, only to be told off for being a chatterbox when around people who were my safe place, resulting in me also being wary of talking around people I trust. I have to fight very hard to control this & it still affects me now, sometimes I will talk a lot because the freeze response is down & I can get all the words out, other times I will appear to go silent & may not talk for days, or if I do, it’s short sentences. When like this it is not giving the silent treatment & it is not a reflection on the person I’m talking with or on my mental state which likely will be fine, it is that I literally cannot easily speak. My biggest trigger for mutism is having someone ask a question & be dem&ing or impatient for an answer. This results in blurting out incorrect answers, leaving, crying etc… it’s annoying for me too! As an example, many years ago I was a SQL architect, I studied all the different types of SQL & was asked by Microsoft to run the SQL user group in Auckl&, SQL Pass had me as a presenter for several SQL conferences, & people all around NZ are still using some scripts I wrote to make their day to day SQL admin lives easier… I interviewed for a SQL dev role when contracting, & didn’t get the job because they said my SQL skills were non existent. Being asked questions & being expected to answer verbally meant I couldn’t provide the answers I knew. I didn’t realise then that it wasn’t me being stupid & having no recall. Since then, when I interview people for technical roles, I give them the opportunity to use pen/paper/whiteboard etc… whatever they need that may help them to answer the question in a way that works for them.

Communication is NOT just speaking - Emily Grodin was trapped in her own non-speaking body for 25 years, an intelligent woman who for 25 years had specific goals like “Emily will speakingly respond with yes or no 5 times in one day” with no goals beyond being able to speakingly respond to anything. At age 25 someone introduced Emily to typing, & following an extreme sense of overload that resulted in a meltdown, Emily learned how essential typing was to enable her to communicate & express herself. Her words are “it was a release for me, an unlocking of emotions & ideas that had been stuck”. One of the first things she typed was “I have been buried under years of dust”, which is now the title of her book published in 2021. From being treated as a non-speaking idiot who could only be given goals of saying yes or no, she is now a college student who socialises with friends & lives a normal life that she has control over.

There are other stories similar to Emily’s.

Elizabeth Bonker graduated in 2022, she is non-speaking & uses an iPad app to communicate. She is the first non-speaking student to achieve the honour of valedictorian at Rollins College. Her mission now is to make communication accessible to everyone with nonspeaking autism… after graduation she took a 20 city road trip with her non-profit Communication 4 All “to bring communication to all of these beautiful minds that are locked in a silent cage”

The worst story I’ve seen though is Jordyn Zimmerman’s story, which has been turned into a film called ‘this is not about me’ - she dreamt of becoming a teacher & started out eager to learn at school, but was soon separated from the other children. Unable to communicate, teachers also thought she was unable to underst& or learn. Year after year her behaviour worsened. She was restrained, & placed in seclusion. She found herself caught up in a system that turned her life into a living nightmare. Finally at the age of 18 with the help of educators who saw her differently, she was able to turn things around & flourish.

Sign language

Apps

Social media

Writing

Touch

Body language

Emotions

https://autietraumageek.medium.com/lost-in-translation-the-social-language-theory-of-neurodivergence-part-1-of-2-1963ba0073c5

https://katiecouric.com/lifestyle/autism-learning-to-communicate-25-years-non-speaking/

https://www.amazon.com/Have-Been-Buried-Under-Years

https://communication4all.org/news-6-wkmg-locked-in-a-silent-cage-rollins-college-valedictorian-uses-unique-voice-to-help-people-with-nonspeaking-autism/

https://thisisnotaboutme.film/

https://www.nhs.uk/mental-health/conditions/selective-mutism/

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Sensory overload

https://themighty.com/video/people-describe-what-sensory-overload-feels-like/

Image: On the left is the autistic brain – lit up light like the Blackpool Lights – because all the senses are trying to process all the information at the same time without any filtration. On the right is a neurotypical brain, processing only what it needs to process & filtering out all the unnecessary senses.

In neurodivergent brains with sensory processing disorders, all the senses are switched on, all the time, with no filter. It’s a little hard to explain if you don’t have this, but the closest explanation is that you feel, hear, smell & see sound, smell, sight, emotion. Music is colourful & visual, as is reading a book, you also feel all the emotions of people around you. All the senses join the party. This is fine until it is too much, which happens a lot as you can’t switch it off, at which point meltdowns & shutdowns happen.

In a neurotypical brain there is a filter. You lucky, lucky, also unlucky people! ☺

Current research is investigating why ASD seems to appear when children are around 2 years old. They think it’s not because that’s when ASD starts, but because that’s when the human brain normally develops a filter. Prior to this babies have no filter so that they can experience & learn from all their senses & gather all the data as quickly as possible.

But there are other studies that show:Infants & young children with ASD show signs of early brain overgrowth (Courchesne et al., 2003), & postmortem studies of children with ASD show that they have an overabundance or excess number of neurons in the prefrontal cortex (Courchesne et al., 2011).

The core traits of sensory processing disorders are hypersensitivity to touch, sound, smell, taste, strong light, humidity, wind, heat & electromagnetic fields. Some people are less sensitive to pain. & some people can be both hypersensitive & hyposensitive – it can all depend on how much energy you have, or how unstressed you are at a particular time.

https://themighty.com/video/people-describe-what-sensory-overload-feels-like/

Brain hyperconnectivity in children: https://www.cell.com/cell-reports/fulltext/S2211-1247(13)00570-6?switch=st&ard

https://www.mumsnet.com/campaigns/this-is-my-child-autism-&-stress-research

https://www.spectrumnews.org/news/autism-researchers-launch-scheme-to-share-brain-imaging-data/

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Executive dysfunction

Executive dysfunction. Nearly every person in the world will get this in a minor way at some point in their lives for either a short or long-term period. Some neurodivergent people have it permanently. The executive system controls higher brain functions, so goal formation, planning, goal directed actions, self-monitoring, attention, response inhibition, motor control.

EDD has positive & negative effects on an individual. Creative thinking is one of the positive effects, short term memory issues, word finding & task starting are some of the negative effects.

EDD is not procrastinating, it is not laziness, it is not a bad work ethic, but people with EDD often feel like lazy failures because they have trouble doing things that are basic functional processes whilst berating themselves that they *could* do so much better if only they got on with it.

https://didyouknowfacts.com/this-twitter-threads-tries-to-help-people-underst&-executive-dysfunction/

http://adhd-alien.com/2019/07/16/executive-dysfunction/

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Spatial awareness

Spatial awareness – some neurodivergent people have issues with this & it can perpetuate in different ways, such as clumsiness, wider peripheral vision (which has benefits & issues), personal space invasion, or even realizing whether or not an object is close or far away – as Father Ted said when explaining why a model cow & a real cow were the not same size - ‘That is a big cow far away, this is small cow close up”.

Spatial awareness diversity can also include bonus skills, such as being excellent at imagining things in 3D, being able to picture engineering diagrams clearly in your head, being excellent at distance & speed analysis.

Sometimes you can have a combination of good & bad ‘features’. I’m great at visualizing designs & converting & coordinating based on drawn images, however, I also walk into things regularly & am therefore covered in bruises & often on crutches. I’m great at knowing how wide & long my car is which is awesome for parking skills, my body though, covered in bruises from getting it wrong daily.

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Rejection Sensitive Dysphoria

A more serious slide now, RSD impacts 98%-99% of ADHD/ASD people.

Rejection-sensitive dysphoria refers to an extreme & often distressing emotional response to perceived rejection or criticism, which goes beyond the typical range of reactions. This pain can significantly disrupt a person's capacity to engage in relationships, work, & various aspects of life. Imagine experiencing a surge of emotions that far surpasses your expectations when you detect even the slightest hint of rejection or criticism – even if it wasn't intended as such. RSD acts as an amplifier for these emotions, taking them to distressing & overpowering levels.

https://www.authenticallyemily.uk/blog/rejection-sensitive-dysphoria

https://neurodivergentinsights.com/blog/rejection-sensitive-dysphoria

How to help someone with RSD:

Provide additional reassurance

Don’t minimise or dismiss their feelings

Listen & try to underst& their experiences

Deliver feedback or criticism carefully

Communicate clearly & explicitly

Help them to navigate unfamiliar situations

Remind them that they are loved

Reminders for people with RSD:

Nobody is perfect

Others aren’t judging you as much as you think they are

It would take a lot more than your mistakes for everyone to hate you

You are still loved even when you make a mistake

You wouldn’t judge others as harshly as you think they judge you

It is impossible to know what other people are thinking

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Milton’s Double Empathy Problem

Autistic people are assumed to be lacking empathy & theory of mind – they are not

Autistic people have no issue communicating with other autistic people or understanding them

Neurotypical people have no issue communicating with other neurotypical people or understanding them

Autistic & neurotypical people struggle to communicate with each other but only autistics are regarded as having a deficit in communication skills

This is a double problem because both Autistic & non-autistic people experience a lack of understanding of the other group.

Empathy is a two-way street – a mutual problem – a deficit in communication skills on both sides

There is an empathy divide between the two sides

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The impact of the empathy divide

Non-autistic people are not expected to ignore their own discomfort to make ND people around them feel comfortable

The empathy divide is experienced by both autistic & non-autistic people, but these groups are not equally affected by the divide

The non-autistic way of communicating is typical & therefore regarded as ‘normal’, ‘superior/preferable’ & ‘correct’ by most people. The autistic way of communicating is deemed ‘abnormal’ & ‘incorrect’

Autistic people are expected to learn non-autistic culture & communication

Autistic people are frequently given ‘treatment plans’ to help them understand non-autistic perspectives

Autistic people are frequently expected to ignore their own discomfort in order to make non-autistic people around them feel comfortable

Non-autistic people are not expected to understand or learn autistic perspectives

Milton points out we can turn this on its head & see this as non-autistic people lacking empathy for autistic people

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Autistic empathy is no less compassionate, no less thoughtful, no less ‘human’ than non-autistic empathy: it is simply different. ��*Milton, D. E. M. (2012). On the ontological status of autism: The ‘double empathy problem’. Disability & Society, 27(6), 883-887.�

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Neurodiversity at work

https://www.equalture.com/blog/statistical-benefits-of-diversity-within-the-workplace/

https://www.equalture.com/blog/diversity-inclusion-metrics-what-to-measure/

https://vervoe.com/benefits-of-diversity/

https://www.cultureamp.com/blog/neurodiversity-in-the-workplace

Why should businesses bother with neurodiversity?

• Autistics are 140% more productive than neurotypical people.

• Austistics get up to speed faster when starting a new job or task.

This information from a JPMorgan research study where they employed a large number of autistic people, provided support to management & the autistic people, & watched what happened.

Biggest cause of burnout is not being understood by leaders - cost to business of burnout is $179million What are the costs of providing different supports?

Interview processes need to change to accommodate neurodiverse people.

Research different interview styles/techniques

Job adverts need to be worded to be inclusive of all neuro types, for example, don't include words like "must be a people person" as this will exclude a large number of people.

When onboarding staff, ask if they need any additional support in place to help them be their best selves at work. For example, quiet, no flickering/neon lights, away from aircon blower.

Why is it good to hire a diverse range of people? Helps avoid 'group think'.

Need to make work/meetings etc... a safe space for people of all thinking styles to share ideas.

Stress management - don't be at the bottom of the cliff, don't even be at the top of the cliff, avoid the cliff altogether. A way to do this is to focus on employee wellness. We've already started this but need to continue it.

Examples of how leaders can help people with different thinking styles

ADHD - break down a task/deadline into smaller tasks with short deadlines to avoid last minute work/rush
ODD - offer them the opportunity to prove you wrong by showing that they can do something amazing, i.e. I don't think we'll be able to get this done in time Note: bit manipulative, but it works on me a treat
Linear thinkers - ask for their opinion on how to get from point A to point Z & they will thrive doing this. The nonlinear thinkers may know what point Z is, but will be frustrated with the slow, methodical process of planning the steps to get there.
Best way to help as a leader is to find out from each person how they think.

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Communication

“Hey, can we have a quick chat?”	Please don’t say this without providing a reason. Instead try “Can we have a chat about XYZ?”
Good news / bad news / good news s&wich	Yeet this into the sun!
Assuming implied or hidden meaning	Assume others say what they mean, not what you think they mean
Using implied language	Be explicit & direct, say what you mean
Don’t gaslight, even unintentionally	If we say we mean one thing, don’t tell us we mean something else, refuse to believe us, & then get angry. It’s terrifying.
Don’t diminish what a person is going through	We’re not “all a little bit OCD”

Small changes that may improve things immensely for ND folks, with minimal impact on NT folks

Hey, can we have a quick chat?

Many NDs will appreciate not having RSD induced stress, nausea, anxiety, panic attack etc… made even worse if the chat is tomorrow… & being more specific can only be a good thing for everyone else as well.

Good news / bad news / good news s&wich

Whoever thought up this management brainwave is a demon of some kind. Many ND folks recognize patterns that trigger RSD from years of trauma. Some of us hear good news & automatically going into fight/flight mode waiting for the bad news to hit. We don’t hear the first good news, or anything after the bad news.

Assumptions

Don’t make assumptions based on what you think a certain grouping of words mean to you.

Good example that seems to crop up a lot in ND circles is when we ask “Why are you doing it that way?” what we mean is “why are you doing it that way?” we’re curious & genuinely want to know. Apparently what this means in NT is “why are you doing it the wrong way?”. So perhaps we should all just agree that the question just means, why are you doing it that way without any of the implied accusation.

Mean what you say

Simple example of miscommunication, NT person says to ND person “I’m having a get together at my place tonight” which may elicit the response “that’s nice, have fun”. What this may actually mean is, “would you like to come round for a get together at mine tonight?” - both parties can end up feeling rejected, the NT because the person rejected their “invite”, & the ND because they think everyone else is invited except them.

Gaslighting

Neurodivergent people are very susceptible to this because of being told for so long that we are wrong & neurotypical people are right. We have long & excellent memories so being told that you are remembering incorrectly is really upsetting, or being dismissed in front of everyone as wrong when we are in fact correct, or being talked down to, or worse, over, as if the ‘normal’ people are just humouring us. Usually what happens is the ND person apologises for being wrong, even though they aren’t, & eventually they start believing they are worthless & stupid. So please, don’t do this to us.

Another unintentional form of gaslighting that happens more often than I’d like, is being told to ‘calm down’ or stop being angry when just talking normally or enthusiastically. This one is pretty upsetting especially when you try to explain that you’re not angry, but the other person just shuts you down & gets more angry & irate at you without explaining what you’ve done wrong (though you haven’t actually done anything wrong).

What happens in this situation is neurodivergent people may stop talking altogether as it doesn’t feel safe. We worry that if we talk we will be accused of something we are not doing.

It also means that we do even more conversation rehearsing for that person, trying all the different ways the conversation could go in our heads, working out all the ways the person may get angry at us for no reason, & figuring out what we can do to avoid that somehow - generally by become very passive & subservient when speaking to the person in the hopes of not triggering a rage outburst that we don’t know what triggered it.

https://www.psychologytoday.com/us/blog/here-there-&-everywhere/201809/coping-gaslighter-work

https://careercontessa.com/advice/gaslighting-in-the-office/

Diminishing

It’s not helpful people saying, ‘we’re all a little bit autistic’, or ‘I’m OCD too because I like my photos lined up straight’. It diminishes the person with the actual condition & makes them feel as though their experiences & feelings are not valid. This is true for all neuro types. If someone says they are depressed or in pain, it is not for you or me to tell them they are wrong because we too have the same thing & don’t feel pain.

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Meetings

Send out meeting agendas early.
Encourage pre-meeting questions/answers to agenda topics.
Remove agenda topics if answered/resolved prior to the meeting.
Remove the entire meeting if pre-discussions answered/resolved all agenda items.
Don’t have meetings for the sake of it. If you can resolve things in another way, then do so.
Don’t make final decisions in the meeting. Allow post meeting processing time.
Take notes & send them out immediately after the meeting.
Record meetings if they’re technical or complex in some way so people can revisit topics later. Recording with transcribe on is even better, as then it’s automatic note taking :-)

Small changes that may improve things immensely for ND folks, with minimal impact on NT folks

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Management of others

Respect boundaries & sensory sensitivities

Read up on RSD, avoid triggering it
Individualise accommodations
Clarify expectations
Provide clear feedback & support
Provide open communication without fear of judgement
Read up on “Spoon Theory”
Allow self-care & wellness to be a priority
Provide mentorship & guidance
Encourage self advocacy

Build genuine trust & rapport
Try not to break routines
But also… be flexible
Don’t interrupt trains of thought
Allow uninterrupted windows of time to focus
Recognize & help maximise strengths
Recognise & celebrate achievements
Model inclusive behaviour
Regular check-ins & support
Help with assistive technologies & encouraging their use

Lots of links in the speaker notes to pages about supporting ND colleagues & being an ally

Anxiety – I’m pretty sure you’ve already figured this out. Living life pretending to be someone you are not & trying to fit in tends to make neurodivergent people think there is something wrong with them, with a knock-on effect of anxiety & depression.

RSD is also common amongst ND folks, so be aware of this, read up on it, & avoid triggering it. You will have much happier & less anxious team members.

https://en.wikipedia.org/wiki/Spoon_theory

Build Trust & Rapport: Take the time to build a trusting relationship with the neurodivergent employee. Show genuine interest in their well-being & make an effort to underst& their unique strengths, challenges, & communication style.

Open Communication Channels: Create an open-door policy where ND employees feel comfortable approaching you with any concerns or questions they may have. Encourage them to communicate their needs & preferences openly & without fear of judgment.

Individualized Accommodations: Work with the ND employee to identify any accommodations or adjustments that can support their productivity & well-being. This could include providing written instructions, offering flexible work hours, or providing access to assistive technologies.

Provide Clear Feedback & Support: Offer regular feedback on their work performance, focusing on specific strengths & areas for improvement. Be supportive & constructive in your feedback, & offer guidance on how they can continue to develop their skills.

Recognize & Celebrate Achievements: Acknowledge the accomplishments & contributions of ND employees in a meaningful way. Celebrate their successes publicly & show appreciation for their unique talents & perspectives.

Respect Boundaries & Sensitivities: Be mindful of the individual's boundaries & sensitivities, especially regarding sensory issues or social interactions. Respect their need for personal space & quiet time, & avoid putting them in situations that may cause discomfort or anxiety.

Provide Mentorship & Guidance: Offer mentorship & guidance to help the ND employee navigate their career path & reach their full potential. Provide opportunities for professional development & growth tailored to their interests & goals.

Encourage Self-Advocacy: Empower the ND employee to advocate for themselves & their needs within the workplace. Encourage them to speak up if they require additional support or accommodations, & provide assistance in navigating any challenges they may face.

Model Inclusive Behavior: Lead by example by modeling inclusive behavior & fostering a culture of respect & acceptance within the team. Demonstrate empathy & underst&ing towards neurodiversity, & encourage others to do the same.

Regular Check-ins & Support: Schedule regular check-in meetings to touch base with the ND employee, discuss their progress, & address any concerns or challenges they may be facing. Offer ongoing support & encouragement to help them succeed in their role.

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How to accommodate ADHD in the workplace in 45 seconds

https://linktr.ee/adhdchatter

https://www.tiktok.com/@adhd_chatter_podcast

Anxiety – I’m pretty sure you’ve already figured this out. Living life pretending to be someone you are not & trying to fit in tends to make neurodivergent people think there is something wrong with them, with a knock-on effect of anxiety & depression.

RSD is also common amongst ND folks, so be aware of this, read up on it, & avoid triggering it. You will have much happier & less anxious team members.

How can the workplace be a more inclusive space. Look for ways to improve:

Light

Sound

Food

Space

Meetings

Chat tools/Email vs talking

Flexible Work Schedule: Offering flexible work hours or the option to work remotely can help accommodate ND individuals who may have difficulty with traditional 9-5 schedules or commuting.

Quiet Work Environment: Providing a quiet workspace or noise-canceling headphones can help ND individuals who are sensitive to noise or easily distracted.

Clear Communication: Providing written instructions, agendas, or meeting minutes in advance can help ND individuals process information more effectively. Additionally, offering opportunities for written communication (e.g., email) in addition to verbal communication can accommodate different communication preferences.

Structured Tasks & Processes: Breaking down tasks into smaller, more manageable steps & providing clear deadlines & expectations can help ND individuals stay organized & focused.

Assistive Technologies: Providing access to assistive technologies such as screen readers, speech-to-text software, or specialized apps can help ND individuals overcome challenges related to reading, writing, or communication.

Sensory Accommodations: Making adjustments to the physical environment, such as providing adjustable lighting, minimizing visual clutter, or creating quiet spaces, can accommodate ND individuals who have sensory sensitivities.

Alternative Communication Methods: Offering alternative communication methods such as email, instant messaging, or text-based communication can accommodate ND individuals who may find face-to-face interactions challenging.

Supportive Management Practices: Implementing supportive management practices such as regular check-ins, constructive feedback, & opportunities for mentorship & coaching can help ND individuals thrive in their roles.

Training & Education: Providing training sessions or workshops for both ND individuals & their colleagues can increase awareness & underst&ing of neurodiversity in the workplace, fostering a more inclusive environment.

Individualized Accommodation Plans: Working with ND individuals on an individualized basis to identify their specific needs & develop tailored accommodation plans can ensure that their unique requirements are being met effectively.

It's important to note that accommodations should be flexible & responsive to the evolving needs of ND individuals, & communication should be open & collaborative to ensure that accommodations are effective in supporting their success in the workplace.

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