Audeliss’ Post

💡 Should we talk more openly about invisible disabilities at work? The reality is that many people with invisible disabilities, such as ADHD, autism, or chronic conditions, hesitate to disclose their challenges at work. Fear of stigma, discrimination, or being seen as less competent stops many from opening up. But imagine the potential if workplaces created environments where disclosing a disability felt like a step towards better support, not a risk to your career. Supporting disclosure in the workplace isn’t just about compliance or policy—it’s about fostering trust and understanding. To create an inclusive culture, leaders and organizations need to embrace empathy, provide education, and offer clear processes for accommodations. A safe, welcoming space allows employees to thrive, not just survive, in their roles. One way to start? Implement non-discriminatory policies and lead by example. When leaders show genuine support, the entire team benefits. 📝 Tip of the Day: If you’re considering disclosing an invisible disability, start by gauging the culture of your workplace. Look for signs that your organization supports diversity and inclusion. When ready, focus on how accommodations could help enhance your productivity, not just your condition itself. For managers, your role is to listen, protect confidentiality, and work with the employee to ensure they have the tools to succeed. 👥 Ready to create a more inclusive workplace? It starts with small steps: empathy, support, and education. Let’s work together to remove the stigma around invisible disabilities. If you need help improving your leadership skills in this area, reach out to see how my coaching can help. #ADHDAwarenessMonth #DisabilityAwarenessMonth #InvisibleDisabilities #InclusiveWorkplace #Leadership #Neurodiversity #Empathy #Inclusion #Support

🏢 How can businesses create a safer space for disclosing invisible disabilities? Invisible disabilities, like ADHD, chronic illnesses, or mental health conditions, often go unnoticed in the workplace. Unfortunately, many individuals fear disclosing them due to concerns over stigma or negative career impact. But what if workplaces embraced a culture where disclosure wasn't a risk, but an opportunity for support? Creating an inclusive environment for individuals with invisible disabilities starts with leadership. By developing clear policies, promoting awareness, and encouraging open communication, organizations can build trust and show employees that their well-being matters. This doesn’t just benefit the individual—it enhances overall team performance. Inclusive environments foster creativity, innovation, and productivity. 💡 Business Tip: If you manage a team, be proactive. Build awareness around invisible disabilities and establish transparent processes for accommodations. When your employees feel safe to disclose their needs, they’re more likely to perform at their best. Start by offering flexible work arrangements and promoting non-discriminatory policies. 👥 Ready to transform your organization’s approach to inclusion? Contact me today to explore how my coaching can help your leadership team create a more supportive workplace for all. #DisabilityAwarenessMonth #ADHDAwarenessMonth #InclusiveLeadership #InvisibleDisabilities #LeadershipDevelopment #WorkplaceInclusion #EmpathyInLeadership #BusinessGrowth

Neurodiversity is not a disability; it’s a form of diversity that brings unique strengths to the workplace. Personal stories and experiences highlight the impact of language and labels, and the steps needed to create inclusive environments. How do you think language and labels impact neurodivergent individuals? Have you been impacted in the workplace by them?

Given the sociopolitical climate, of all the categories for my book to be ranked #1 in, I would wish for diversity and inclusion! While many organizations are defunding and devaluing DEI, there are many that are digging in, knowing the work in culture transformation is more important than ever. "Creating Cultures of Neuroinclusion" is an anti-ableist, anti-racist, non-pathologizing, strength-based, and intersectional approach to thinking about differences differently. Readers will enjoy chapters on the neurodiversity paradigm, neurodiversity and LGBTQIA+ affirming language and practices, accessibility and disability inclusion, and ways to create neuroinclusive spaces and events by proactively implementing inclusive design. This book provides an actionable framework for leaders to effectively engage neurodiverse talent (that's ALL talent, neurodivergent and neurotypical-your talent is already neurodiverse) by practicing the art of peopling, where access and support needs are accommodated, identities respectfully affirmed, lived experience honored, and space is held for opposing views. Every human will see themselves, their coworkers, and their families in this unifying book. The framework will resonate with all readers on a personal and professional level as neuroinclusion and different functioning styles are about all of us, communicating, collaborating, and innovating together. Get ready for your understanding of neurodivergence, disability, and mental health to expand! I am thrilled to see neurodiversity and neuroinclusion so well represented in the DEI conversation! Shout out to Susan Fitzell, M.Ed., CSP, MCCT, who also recently published a book about neurodiversity in the workplace. It's an honor sharing this advocacy space and time on this planet with you and all of the other advocates who are staying the course! You can purchase both of our books on Amazon. Mine is available in ebook, paperback, and soon in audio-and in a couple days Barnes and Noble, if you prefer. Link in comments. Please review and share! Thank you, all. *Reach out to me for support. I offer keynotes, workshops, virtual masterclasses, corporate training, consulting, and coaching. #neuroinclusion #neurodiversity #disability #accessibility #DEI #HR

Creating an inclusive work culture requires understanding each individual's needs and the importance of context. Without this understanding, we create a disconnect, failing to recognize each person's unique challenges and perspectives, which can lead to miscommunication, feelings of exclusion, and decreased team morale and productivity. By acknowledging and valuing team members' diverse experiences, we foster a supportive and dynamic work environment where everyone feels seen, heard, and valued. Join us in celebrating diversity and empowering every individual by sharing your experiences and insights, helping us build a more inclusive future together. Tailor support to individual needs, respect social and cultural factors, consider environmental impacts, and understand historical and personal contexts. Additionally, recognize intersectionality, adapt communication preferences, be aware of sensory sensitivities, use clear language, and understand nonverbal communication challenges. Prioritizing context fosters clear, respectful, and meaningful communication, creating inclusive environments where everyone can thrive. #Advocacy #Neurodiversity #DevelopmentalDisabilities #Inclusion #Empowerment #MentalHealth #SelfAdvocacy #Mindfulness #CommunitySupport #InclusiveSociety #Neurodiversity #DevelopmentalDisabilities #Empowerment #Inclusion #PositiveImpact #UniqueAbilities #Mindfulness #SelfAdvocacy #MentalHealthMatters #Dyslexia #Autism #ResilientCommunities #ResilientHeartsIn  #DevelopmentalDisabilities #ADHD #Autism #ResilientHearts

Invisible Disabilities: The Hidden Challenges Impacting Your Workplace 🌐📊 Did you know that the majority of disabilities are invisible? These conditions—like ADHD, chronic illnesses, mental health conditions, and more—are often hidden from view, affecting millions globally and in every industry. Yet, due to stigma, many individuals remain silent about their challenges. Research indicates that 88% of employees with invisible disabilities keep them undisclosed, fearing bias and discrimination. This silence can create barriers to support, engagement, and productivity within organizations. 🔍 Why does this matter for businesses? Invisible disabilities significantly impact employee well-being, engagement, and performance. Organizations that acknowledge and support these unseen challenges foster more inclusive, innovative, and effective workplaces. The data is clear: inclusive companies see higher levels of employee satisfaction and lower turnover rates, making this not just a moral imperative but a strategic advantage. Tip: Foster an inclusive culture by implementing flexible policies, promoting mental health resources, and training leaders to recognize and support employees with diverse needs. A simple shift in understanding and approach can lead to a more engaged and motivated workforce. Try This: Encourage open dialogue about inclusion and support in your team meetings without pressuring anyone to disclose their conditions. Create a safe space where people feel valued for who they are, seen and unseen. 👉 Creating an inclusive environment isn’t just about being fair—it’s about unlocking the full potential of every individual on your team. If you’re looking to build a more supportive workplace culture, let’s connect to explore how my coaching can help your organization thrive. #InvisibleDisabilities #ADHDAwareness #InclusionInTheWorkplace #DiversityAndInclusion #BusinessGrowth #Neurodiversity #InclusiveLeadership

Reasonable Adjustments: They Aren’t an Option… I’ve been open about my autism on LinkedIn, and while I understand that the conversation around neurodiversity is ongoing and requires patience, I’m frustrated by having to keep making this simple point: Reasonable adjustments are not optional! They shouldn’t be viewed as an inconvenience, and employees should not have to beg or barter for them. More importantly, they are a legal requirement and cannot and should not be brushed aside. Reasonable adjustments must be made to accommodate people with disabilities, including invisible disabilities such as neurodivergence. Protected under the Equality Act 2010, it’s essential to work with affected individuals to create an inclusive and equitable working environment. You may have an idea of how things should be or a preferred way of working, but making reasonable adjustments is a great way to challenge the status quo and get creative. They should be seen as an opportunity to step outside your comfort zone for the benefit of everyone. This might involve re-examining long-held views, revising practices that may have worked once but are no longer conducive to good people engagement, or reflecting on your leadership approach. While implementing reasonable adjustments can present practical challenges, addressing these is crucial to fostering an inclusive workplace. Remember, as an employer, you have a legal obligation to make reasonable adjustments to accommodate neurodivergent people. See it as an opportunity to engage with people in a way that works for them, allowing you to leverage their unique perspectives and fresh approaches. I’m interested to hear how others navigate these challenges and any practical solutions you’ve found effective. Feel free to leave a comment or message me if you’d like to explore this further. #EqualityAct2010 #DiversityAndInclusion #Neurodiversity #ReasonableAdjustments #InclusiveWorkplace #DisabilityRights #Leadership #WorkplaceCulture #Autism #EmployeeEngagement #neurodivergent

Be PROACTIVE in removing barriers and creating accessible and equitable experiences so that everyone has the ability to fully participate and thrive. This is important both in and out of workspaces, but today I am specifically talking to leaders at work. *You do not have to wait for a problem before you find and offer a solution!* Differences and disabilities are often non-apparent. You can be certain that there are people with disabilities at your workplace. Do not assume people do not have access or support needs. Do not wait for people to disclose a disability or ask for help. They likely do not feel safe doing so, especially if leaders have not created a culture of inclusion and psychological safety where differences are valued and celebrated-all months of the year. And, remember, psychological safety is only possible when people with the most intersecting marginalized identities are able to share ideas and feedback and ask for help-without negative consequences. Want to create a culture of inclusion? These efforts must come from leadership, not just ERGs or the DEI team. Proactively bring in experts and educators (like me:) who can teach EVERYONE at your workplace about accessibility, disability, mental health, and neurodiversity. Better yet, invite people who have professional and lived experience. And, hey, you don't even need to wait for a "celebration month" to start! But, in case it helps, April is Autism Month and I am autistic. #accessibility #disability #inclusion #neurodiversity #accommodations #CulturalTransformation #AutismMonth2024 #Speaker #Keynote Image description-a blue box with the quote "You don't have to wait for a problem before you find a solution. Assume access and support needs and accommodate them, rather than waiting for marginalized people to disclose a disability or ask for help before you take action."

✨ Submissions are now open!✨ We are so excited to share that submissions for our 2024 Enable Role Model List sponsored by Dow are now open! The Enable Role Model List champions business leaders with personal experiences of disability, neurodiversity or mental health and the much-needed work they are doing to advance inclusion across these spaces. Businesses need to do more to ensure workplaces are inclusive for everyone. Last year we released some findings to highlight just how much more work needs to be done. We found that: - More than 2 in 3 of those surveyed, said it’s left up to them to get the support and reasonable adjustments they need, with 38% stating this is down to budget cuts - Over half said invisible disabilities aren’t prioritized as much as other conditions - 37% haven’t yet disclosed their disability at work, with concerns about discrimination and lack of support cited as reasons Change is needed, and the Enable List shines a light on the amazing work being done and amplifies the leaders who are leading the way. If this sounds like you, send in your submission here now! https://lnkd.in/eMguUbuE If this sounds like someone you know, nominate them for the List here: https://lnkd.in/edeV2_T9 The Lists are free to enter, global and you can nominate as many people as you like. #ENRoleModels24 #DEI #Diversityandinclusion #Disabilityinclusion #Mentalhealthawareness #Neurodiversity #Neurodivergence #Disabilityawareness #RoleModels #GlobalBusiness

Do you have an inclusive culture in your workplace? Does inclusivity go beyond age, identity, and physical disability? Studies show an unemployment rate of 30-40% among neurodiverse adults. Surprisingly, only 20% of Fortune 500 companies are positive in hiring applicants with severe mental disabilities, despite the evident strengths and skills these individuals offer. So, what exactly is "neurodiversity," and why should organizations prioritize embracing it in the workplace? Neurodiversity refers to the natural variation in human brains, encompassing conditions like ADHD and Autism.  Embracing neurodiversity is about recognizing the valuable contributions of individuals with diverse cognitive styles and abilities. Here's why it makes perfect sense for organizations to embrace neurodiversity: 1. Unique Ways to Process Information:  Neurodiverse individuals often bring exceptional talents, such as hyperfocus, creativity, pattern recognition, and analytical thinking, which drive innovation. 2. Creative Thinking:  Welcoming neurodiverse talent offers fresh ideas and approaches, giving organizations a competitive edge in today's dynamic landscape. 3. Meeting Legal and Ethical Obligations:  Laws protect the rights of individuals with disabilities in the workplace, emphasizing the need for reasonable accommodations and inclusive practices. 4. Building a Reputation for Social Responsibility:  By building a culture of inclusivity, they contribute to a more equitable society and reap the rewards of employee loyalty and positive brand perception. By tapping into the unique talents and perspectives of neurodiverse individuals, organizations can drive innovation, enhance team dynamics, and create a workplace where everyone can grow. #Neurodiversity #Inclusion #DiversityandInclusion #WorkplaceCulture #ADHD #Autism #Kahilla