Alex Partridge’s Post

On the surface it's great but it's also wildly problematic. What if it's a neurodivergent person who isn't a data analytical wizard? some serious stereotypes are being enforced here, and then when the staff member who has been selected for their neurodivergence over who they are as a person doesn't weigh up to the stereotype, where is that person left? Suddenly there's an influx of 'neurodivergent people have super skills' - hyperfocus being one of them, thinking if they just provide some headphones and dim the lights the employee will work 12 hours without a break. That's not how Autism works. Part of our struggle is task-switching. Hyperfocus can lead to burnout. but now its a good thing to exploit it?

Great. But what's really needed more than generic suggestions that not all that workplaces can accommodate, which is the reality (I know that's all is possible in a soundbite) is proper education and training on what reasonable adjustments mean. Why generic suggestions often don't work and why the approach has to focused on the person not the condition. How to have conversations about them and what getting it right looks like. Keep starting the conversation, I'll keep delivering the training and eventually things will get better.

What are your thoughts on the possibility of discrimination against neurodivergent people during the application and interview process?

'Walking meetings' are my absolute fave unless you want me to fidget all of the meeting and then not remember anything anyone has said!!

Very well formulated. The only point to make is that every Neurodivergent employee is different and therefore accommodations may differ. To use an example; many organisations provide recordings of events and may also need to provide transcripts to cater for all types of people. We all process information in different ways

I wish, with all my heart, that asking for help with any ADHD related problems at work didn't immediately paint a target on your back. In my experience, the state we live in regards ADHD and ADA law as make believe.

Alex Partridge I’m a huge fan of your work and also the move to improved recognition of ADHD and neurodiversity in general. My suspicion is that while the push for accommodations is right, the needs of different neurodiverse people will create conflicts. Higher levels of recognition will come with a bigger challenge for employers which is to balance the needs and rights of competing needs. I would love to hear your views on how ethical dilemmas can be supported for employers. That is in no way saying the thrust for more recognition should slow, just we need to be one step ahead to solve these challenges if momentum is to be kept.

Good news. Thanks for sharing. But it does sound like what we’ve been hearing for some time now. Neurodiversity is frequently conflated with neurodivergence and whilst there is definitely overlap neurodivergence relates to specific conditions and neurotypes versus neurodiversity which relates to the differences in learning, processing, thinking, problem solving etc. within the overall population including so-called neurotypical people.

Agendas ahead of calls and meeting minutes are my work love language. 🫶🏻