Kapri: 0:44

Hello and welcome. I'm your host, Kapri, and in today's episode we're exploring a topic that's increasingly shaping the way we think about inclusion, collaboration and well-being in the workplace neurodiversity. This episode will unpack what neurodiversity really means, the unique strengths it brings to the workforce, and how creating neuro-inclusive environments can enhance workplace morale, strengthen employee relationships and inspire empathy. In my work with corporate settings and teams, I found that awareness of neurodiversity isn't just about inclusion in the typical sense. It's about understanding that cognitive diversity our different ways of thinking, problem solving and interacting can be a powerful driver of innovation and success. So, wherever you are, take a deep breath, settle in and let's get started. Let's start by breaking down the term neurodiversity.

Kapri: 1:39

At its core, neurodiversity is the idea that humans vary in terms of their neurocognitive abilities. Just as we all have unique physical traits, we each have a unique brain profile that influences the way we process information, respond to stimuli and interact with the world. The spectrum includes neurotypical people, those whose brain functions align with social norms and expectations, as well as those who are neurodivergent, whose neurocognitive functioning differs in more pronounced ways. Neurodiversity embraces conditions like ADHD, autism, dyslexia, dyspraxia and other variations in thinking styles. Rather than as deficits or disorders. These neurotypes bring in their own strengths, challenges and ways of seeing the world, and, just like a team benefits from different talents, a workplace benefits immensely from the diversity of thought that neurodivergent employees contribute.

Kapri: 2:36

What's powerful here is the shift from seeing these neurotypes as issues to overcome to viewing them as valuable differences that, in the right environment, can fuel creativity, authenticity and collaboration. One of the greatest misconceptions about neurodiversity is that it only involves problems or challenges, but if we look closer, neurodivergent individuals bring unique perspectives and abilities that are incredibly valuable, especially in problem-solving, innovation and fostering an inclusive culture. I want to go over some common neurotypes and highlight their strengths, which I've seen firsthand as transformative in the corporate environment, and note this is just a selection of some of the common neurotypes. This is not at all meant to be an exhaustive list. The spectrum is full of wonderful abilities that we will not have time to touch on today, but this is a starter conversation to help you start to think about how you're showing up in your workplaces and how you're treating others who may be different from you while in those spaces.

Kapri: 3:40

Are you ready to make a difference in your community? In our Speak Out Advocacy series, we're here to empower you to use your voice for change. Whether improving access to mental health care, reducing stigma or shaping important social policies, this series provides the tools to create a lasting impact. If advocating for better care, breaking down barriers or transforming mental health services speaks to your heart, this is the perfect space to learn and take action. Do you have a topic you're passionate about or need support advocating for yourself or others? We'd love to hear from you. Text the show to share your thoughts. Just check the details in the show notes. Together, let's build a community that fosters change. Keep enjoying reframing the membrane.

Kapri: 4:25

People with dyslexia are often known for their incredible 3D visual thinking and creativity. They're fantastic at problem solving and frequently have excellent long-term memory. In the corporate settings I've worked in, dyslexic team members have consistently come up with unique solutions to complex problems, often because they approach situations from a different perspective. However, I've seen the challenges with tasks that involve detailed verbal instructions or spelling and reading, so clear visual communication can help them thrive. Now let's talk about ADHD, or attention deficit hyperactivity disorder. People with ADHD are often seen as having difficulty with focus, but here's the thing they're also known for hyperfocus, and when they're passionate about something, in the right role, individuals can thrive and bring boundless energy, creativity and exceptional ability to work intensively on projects that they care about. I've worked with many employees who, when given the freedom to manage their workflow, deliver impressive results due to their passion and focus. Physical movement and flexibility in schedules can help them stay productive and balanced, so keep this in mind when you're working with different neural types that include ADHD. Autistic individuals often have remarkable attention to detail and can excel in tasks that require concentration and pattern recognition. They may process sensory input more intensely than others, making certain environments overwhelming. When I've worked with autistic team members. Providing a structured, predictable environment with minimal sensory distractions has helped them succeed. Autistic employees often value honesty and direct communication, which creates a refreshing culture of transparency in the workplace. Tourette's syndrome is a neurotype that we don't often hear much about, but people with Tourette's syndrome may have involuntary movements or sound, known as tics, but many also have strong verbal skills, creativity and the ability to hyper-focus on task. Tourette's also brings observational skills and an awareness of the environment, which can make these individuals highly perceptive team members. Clear communication about workplace etiquette and supportive policies can make a big difference for these employees, and some people develop neurodiverse traits due to life experiences such as a traumatic brain injury or other health events.

Kapri: 6:49

Individuals may develop heightened empathy, adaptability or resilience. In corporate settings, I've seen employees with acquired neurodiversity demonstrate profound emotional intelligence, help to create empathetic and understanding workplaces. So by understanding and valuing these strengths, workplaces can move from a one-size-fits-all approach to a more inclusive model that empowers each team member to bring their best self to work. It's essential to understand that these definitions only scratch the surface. Every individual is unique and no one fits neatly into a single box. However, having a basic understanding can be incredibly helpful in building empathy, building teams and creating inclusive spaces. Having a basic understanding of neurotypes can help us to see the workplace as a dynamic space where different perspectives, strengths and ways of thinking come together. When we start from a place of empathy and openness, we create an environment where neurodiversion employees can feel valued for who they are, not just the tasks they complete, and that, in my experience, is where true innovation and workplace harmony begin.

Kapri: 8:03

The Reframing the Membrane Crossing Boundaries podcast is provided solely for informational and entertainment purposes. It is not intended to replace professional medical or mental health advice, diagnosis or treatment, nor does it substitute for a relationship with a licensed mental health clinician. Always consult your physician before deciding about your physical or mental health.

Kapri: 8:25

Now that we know some of the strengths that neurodivergent employees bring, let's talk about creating environments to support people In corporate settings, this often starts with awareness and understanding. I've worked with teams on raising awareness, which helps to foster empathy, reduce misunderstandings and create a more collaborative atmosphere. There are a few simple ways to help to build a neuro-inclusive workplace, starting with flexible workspaces. Some people do their best work in quiet, isolated environments, while others thrive in open, collaborative spaces. Offering options like quiet rooms or flexible desk arrangements can help accommodate different preferences. Neural diversion employees may feel more comfortable when they have a workspace tailored to their needs. Visual aids, diagrams and written summaries can make communication more accessible for employees who process information better visually or are challenged with verbal instructions In meetings. Using slides or written agendas helps everyone follow along and contributes to better comprehension, especially for people who might otherwise find verbal instructions overwhelming.

Kapri: 9:33

Traditional 9-to-5 schedules don't work for everyone. That's especially true now, and even more so following the pandemic. Allowing employees to choose work hours that align with their natural energy rhythms can lead to better productivity. For example, someone with ADHD may benefit from working during peak focus times rather than being confined to a strict schedule, and breaks are essential for everyone. I remember working 80 plus hours a week in corporate spaces and we rarely ever received a break or a lunch or were expected to eat at our desk and rarely move away from said desk. So it's important that breaks are being offered. They're essential for everyone, but they're especially needed for those who may become overstimulated or fatigued by continuous work. Encouraging regular, structured breaks allows employees to recharge and return to work with a clearer mind, provide a space for quiet breaks, meditation or even a quick walk if someone is able to help reduce sensory overload and improve focus.

Kapri: 10:37

One of the most important factors in creating an inclusive environment is fostering a culture where employees feel comfortable discussing their needs. Encouraging team members to share what helps them work at their best without fear of judgment, can make a huge difference. Simple questions like what kind of support would help you can open up valuable conversations that lead to better understanding in a more cohesive team, and providing training on neurodiversity for all team members, especially management and staff, can create a more inclusive workplace culture. When employees understand that experiences are different, they're more likely to respond with empathy and offer support. I've seen firsthand how training sessions on neurodiversity can shift workplace culture from one of a misunderstanding to one of support and acceptance. Creating these kind of welcoming environments does more than just make neurodivergent employees feel comfortable. It strengthens the entire workplace, boosts morale and fosters an atmosphere where everyone can be themselves and thrive. Now that we've covered ways to support neural diversion employees, let's explore how neural diversity benefits the workplace as a whole.

Kapri: 11:47

A neural inclusive workplace doesn't just support neural diversion employees. It benefits everyone. By fostering a culture that values different ways of thinking, companies can enhance creativity, innovation and even employee satisfaction. When we embrace cognitive diversity, we bring in new perspectives and solutions that might otherwise be overlooked. One of the biggest impacts I've seen in workplaces is how neurodiversity awareness fosters empathy. When employees understand that their colleagues might think and process differently, they're more likely to communicate openly, collaborate effectively and offer support. This heightened empathy can reduce conflicts, build stronger relationships and create a sense of unity across teams.

Kapri: 12:31

Neurodiversity also drives innovation. Think about it when you have people on the team who approach problems from completely different angles, you're far more likely to come up with innovative solutions. Neurodivergent employees often think outside the box, which can lead to breakthroughs that wouldn't have come from a neurotypical only team. That is why diversity, equity, inclusion and accessibility is so important. Many companies have started to see this as a competitive advantage in roles that require attention to detail, creativity or the ability to see connections others might miss. Recognizing and nurturing these strengths can give organizations an edge by leveraging unique perspectives that foster creativity and problem solving. When I teach these concepts in corporate settings, I encourage leaders and teams to look at neurodiversity not just as an inclusion goal, but as an opportunity to build a more adaptive, more accessible and dynamic workforce. This mindset shift can help create a culture where every team member feels valued and empowered to bring their full selves to work.

Kapri: 13:37

Are you ready to make a difference in your community? In our Speak Out Advocacy series, we're here to make a difference in your community. In our Speak Out Advocacy series, we're here to empower you to use your voice for change. Whether improving access to mental health care, reducing stigma or shaping important social policies, this series provides the tools to create a lasting impact. If advocating for better care, breaking down barriers or transforming mental health services speaks to your heart, this is the perfect space to learn and take action. Do you have a topic you're passionate about or need support, advocating for yourself or others? We'd love to hear from you. Text the show to share your thoughts. Just check the details in the show notes. Together, let's build a community that fosters change. Keep enjoying reframing the membrane.

Kapri: 14:22

As we wrap up, I want you to think about small actions that you can take to start to build a more neuro-inclusive workplace. Today, we explored neurodiversity, looking at the strengths and challenges of various neural types and how these differences can enrich a workplace. These differences can enrich a workplace. We look at this from an asset-based mindset versus a deficit mindset, and we've focused on practical ways to create environments that support people, from flexible workspaces and schedules to clear communication and structure breaks. Creating neural inclusive workplaces is a journey. Small actions are making big differences.

Kapri: 15:01

This week, try paying attention to how you can make your workspace more inclusive. Maybe it's offering a visual aid in a meeting or asking a colleague what support they would need to help them thrive. Start conversations about neurodiversity in your teams. See if others are aware and if they understand and if they have the tools that they need to create a more empathetic and productive work environment. If today's conversation inspired you, I encourage you to explore neurodiversity further. Whether you are neurodivergent or neurotypical, understanding the variety of ways people think and work can empower you to create a more inclusive workplace. People think and work can empower you to create a more inclusive workplace. Join the conversation on social media with Reframing the Membrane, and let's work together to build environments where every mind has a place to shine. Thank you so much for joining me today in this bonus episode. Until next time, keep embracing the power of diversity, take care of yourselves and remember that together we can create a world that celebrates every unique mind.