Gabriel Blanco Gomez, a neuroscience PhD candidate at McGill University, and Katie Jensen, Host & Editor of Brain Canada's English-language podcast on youth mental health, Playing with Marbles, recently took the stage at the Amazing Brain Science Talks. 🧠💫 Tune into their Q&A session for more insights on the following topics: 💬 Sex differences in communication for children with autism 🌐 The effects of bilingualism on the brain 💡 How representation helps remove the stigma around mental illnesses 👪 How parents can better support their children with OCD ... And much more! Watch now: https://mcgill.ca/x/wHw #Mentalhealthawareness #OCD #autism #language #mentalhealth #mentalhealthmatters #masking #obsessivecompulsivedisorder
Healthy Brains, Healthy Lives’ Post
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Driving Educational Excellence | Creative Program Architect with a Passion for Equity & Lifelong Learning | M.Ed Candidate
A bite of food for thought and how we can observe and design (insert anything here) for the individual and create a more equitable and inclusive experience in education and life. Observing my students and my team can allow for empathy, curiosity, and collaborative learning for everyone. "#4 WRONG: "Design for neurodiversity." REALITY: Every single person in the entire world is neurodiverse. Just like we all have different fingerprints, we all have different brains. So "design for neurodiversity" is just saying "design for everyone." That's not super helpful. Design for neurodivergence, or design for autism, or design for schizophrenia, or design for [insert more-specific thing here] is a much more effective lens. #5 WRONG: Neurodivergent people need to be taught about their needs. REALITY: Neurodivergent folks are the experts on their own experiences and needs. It’s neurotypical people who need to do the learning - how to listen, adapt, and create more inclusive environments."
Design Psychologist | Keynote Speaker | AuDHD | Designing spaces for neurodiversity and mental health
Five things I've gotten wrong since I started speaking about neurodiversity (so you can learn from my mistakes!) #1 WRONG: The term "neurodiversity" is attributed to Judy Singer or Harvey Blume. REALITY: Neurodiversity was developed collectively by neurodivergent folks in online communities. #2 WRONG: "Neurospicy" is a light-hearted term embraced by folks in the ND community. REALITY: "Neurospicy" stemmed from an online joke and can be interpreted as a racist or misogynistic micro-aggression. #3 WRONG: 20% of people are neurodivergent. REALITY: We don't know how many people are neurodivergent. This (often-miscited) statistic is only loosely based on autism and ADHD diagnoses. #4 WRONG: "Design for neurodiversity." REALITY: Every single person in the entire world is neurodiverse. Just like we all have different fingerprints, we all have different brains. So "design for neurodiversity" is just saying "design for everyone." That's not super helpful. Design for neurodivergence, or design for autism, or design for schizophrenia, or design for [insert more-specific thing here] is a much more effective lens. #5 WRONG: Neurodivergent people need to be taught about their needs. REALITY: Neurodivergent folks are the experts on their own experiences and needs. It’s neurotypical people who need to do the learning - how to listen, adapt, and create more inclusive environments. Post inspired by Rachel Updegrove, WELL AP, Assoc. AIA's continued learning and vulnerability. 🩷 #neurodiversity #neuroinclusion #neurodivergent #accommodations
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Testing Solutions, Employee Sentiment - Partner Account Manager | Business Development | Recruitment Advisory. Discrete Dad-thlete in my spare time
Understanding Neurodiversity: What it means and why it's important for your business. Neurodiversity describes differences in brain function from person to person that affect daily mental functions. Embracing these differences in brain function and behaviour as a natural manifestation of humanity's variety is key. Rather than viewing them as wrong or problematic, this perspective promotes inclusivity and understanding. As autism gains recognition, psychologists advocate for considering it a different way of functioning rather than a disorder. The concept of Neurodiversity emerged during the fight for autism awareness and rights, with sociologist Judy Singer (who is autistic) introducing the term back in 1997. #neurodiversity #inclusiveworkplace #dei #fairassessment
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This week is Neurodiversity Celebration Week. We wanted to share some terminology and their meanings to support individuals and organizations communicating with confidence this week and every week. Neurodiversity Refers to the natural diversity that exists amongst our brains. Neurodiverse Refers to a group of people whose brains are all diversely different. Neurodivergent Refers to a person whose brain diverges from what society has historically deemed as "the norm." Neurodivergent individuals have neurological conditions such as ADHD, Autism, Tourette's, Dyslexia, Dyspraxia, etc. Neurotypical Refers to a person whose brain does not diverge from what has historically been deemed as "the norm." Neurotypical individuals do not have neurological conditions. And remember, Celebrating the diversity of thinking, whether neurodivergent or neurotypical, shouldn't be limited to one week of the year, it's an all-year thing. Get in touch to discuss how Unlearning Ableism can support you remove the ablesinm form your organisation. Info@unlearningableism.com Celia Chartres-Aris (née Hensman) Jamie Shields #NeurodiversityCelebrationWeek #MondayMotivation #Neurodivergence #DiversityAndInclusion
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Other than one point, which is well intended, I love this... that said, I DO think designing for neurodiversity is super helpful. Things can and should be designed for EVERYONE, and you can use techniques and systems to do this well. I love this, but I think the idea of designing for neurodiversity (everyone) is a good one. I don't want things just deigned for me, nor do I want the world to be designed only for neurotypical folks. It needs to be designed for everyone and, therefore, designed for neurodiversity. Side Note: My personal pet peeve is when I attend a training that is advertised to design for neurodiversity, but they are only focused on neurodivergence. That is wonderful, but I signed up for something else. I also think it is incredibly helpful to think of things as designed for neurodiversity/ everyone. Yes, you likely will need some neurodivergence training first to do this, but there are specific UDL practices and techniques whose goal is to design for everyone (although many people mistakenly think the goal is to design for disability only). I don't want to be designed for (accommodations/ differentiation). I want to be part of a system that includes built-in flexibility and varied approaches so that I belong and can thrive and everyone else gets what they need.
Design Psychologist | Keynote Speaker | AuDHD | Designing spaces for neurodiversity and mental health
Five things I've gotten wrong since I started speaking about neurodiversity (so you can learn from my mistakes!) #1 WRONG: The term "neurodiversity" is attributed to Judy Singer or Harvey Blume. REALITY: Neurodiversity was developed collectively by neurodivergent folks in online communities. #2 WRONG: "Neurospicy" is a light-hearted term embraced by folks in the ND community. REALITY: "Neurospicy" stemmed from an online joke and can be interpreted as a racist or misogynistic micro-aggression. #3 WRONG: 20% of people are neurodivergent. REALITY: We don't know how many people are neurodivergent. This (often-miscited) statistic is only loosely based on autism and ADHD diagnoses. #4 WRONG: "Design for neurodiversity." REALITY: Every single person in the entire world is neurodiverse. Just like we all have different fingerprints, we all have different brains. So "design for neurodiversity" is just saying "design for everyone." That's not super helpful. Design for neurodivergence, or design for autism, or design for schizophrenia, or design for [insert more-specific thing here] is a much more effective lens. #5 WRONG: Neurodivergent people need to be taught about their needs. REALITY: Neurodivergent folks are the experts on their own experiences and needs. It’s neurotypical people who need to do the learning - how to listen, adapt, and create more inclusive environments. Post inspired by Rachel Updegrove, WELL AP, Assoc. AIA's continued learning and vulnerability. 🩷 #neurodiversity #neuroinclusion #neurodivergent #accommodations
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Bipolar-Autistic Keynote Speaker, Author, & Neurodiversity-Affirming Writing Coach
In my latest Substack essay, "Inside a Neurodivergent Meltdown" I give a peek inside what it's like when I need to let out emotions when they get too full inside. I define a neurodivergent meltdown like this: A strong emotional response to sensory or emotional overload, caused by either the build-up of small events or one large event, that releases the emotional overload and allows the person to regulate their emotions. The problem is, meltdowns are rarely acceptable under neurotypical social norms. As I write in the essay, " We can’t just sit down on a park bench and have a cry when we get overwhelmed without freaking out the neighbors." At the end, I ask a few questions that might help you reflect on your own emotions and reactions to difficult events. I'd love to hear what you think. My Substack: krgpryal.substack.com Direct link to essay: https://bit.ly/3KViSNE #neurodiversity #meltdowns #adhd #autism #autistic #audhd
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Heart-Centered Divorce Strategist | Conscious Relationship Coach | Mediator Helping you navigate every stage of divorce without regret. DECIDING, HEALING, and REBUILDING.
The power of a strong graphic... This allows me to see each characteristic as a possible strength. This creates a shift in perspective that will be incredibly valuable working with my clients in relationship coaching. 🦄 What stood out to you from this? #consciousrelationshipcoach #workingtoourstrengths
Neurodivergent (AuDHD + Dyscalculia) and Gender-expansive (Intersex + Nonbinary) strategist who helps organizations be gender and neuroinclusive.
One of the best parts about discovering one’s Neurodivergence (in my view) is that we are better positioned to be the authors of our own stories. We can engage in discourse around our experiences and identify which terms and framings feel authentic to our lived reality. We can say, “Eh, that framing doesn’t feel right,” or “I’m not sure about other people, but this is how my Autism shows up in my life.” As an Autistic person, I don't particularly appreciate framing people as low or high-functioning because it places a premium on appearing Neurotypical and favors hyperindividualism. Imagine if we introduced ourselves or others as high—or low-functioning in any other identity. Hi, I’m a low-functioning ______. This is Jamie; they’re a high-functioning _______. Studies show that Autistic people and Neurodivergent people, more broadly, are increasing in number, and this brings with it challenges about language and social power. This is not good or bad; it just is. If we are to navigate changes smoothly, we need to be able to talk more respectfully about neurodiversity. If you’re looking for a speaker, trainer, or coach, reach out via DM or email. What are your thoughts on the image? Is anything missing or that stood out? Alt text and visual description are embedded in the image. Image Credit to Autism_Sketches #Neurodiversity #AutismSpectrum #Neuroinclusion
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Professional Keynote Speaker | Neurodivergent | Autistic | ADHD | PTSD | HR Analyst >20 years
Great post! Number 4 is an interesting one to delve into further, and I often talk about this in my speeches too. While 'designing for neurodiversity' may be too vague to be helpful, like 'fully inclusive' can be (I recall talking about this on Richard Peachey's podcast), Universal Design is worth considering. Universal design principles help some people and do not disadvantage anybody. The dropped kerb is an example of this; it is for wheelchairs and pushchairs etc, but helps many different people and disadvantages nobody. We can aim for universal accessibility, and it is not a magic wand to fix everything for everybody, but it can result in fewer accommodations being needed by individuals. This could include: - Sending interview questions in advance to all job applicants can be universally helpful. How can anybody effectively prepare when they do not know what questions will be asked? - Providing earplugs to anybody who needs them, if the site is noisy. - Spacing out written communication with plenty of line breaks and section headings, so it is not one huge block of text. - Adding Alt Text to images, this helps visually impaired and blind people and can explain what is going on in the picture to people who may not understand it visually. These are all neuro-inclusive adjustments that can potentially help everybody... which is so important given how many of us go through much of our working lives without knowing we are neurodivergent let alone having the psychological safety to disclose at work.
Design Psychologist | Keynote Speaker | AuDHD | Designing spaces for neurodiversity and mental health
Five things I've gotten wrong since I started speaking about neurodiversity (so you can learn from my mistakes!) #1 WRONG: The term "neurodiversity" is attributed to Judy Singer or Harvey Blume. REALITY: Neurodiversity was developed collectively by neurodivergent folks in online communities. #2 WRONG: "Neurospicy" is a light-hearted term embraced by folks in the ND community. REALITY: "Neurospicy" stemmed from an online joke and can be interpreted as a racist or misogynistic micro-aggression. #3 WRONG: 20% of people are neurodivergent. REALITY: We don't know how many people are neurodivergent. This (often-miscited) statistic is only loosely based on autism and ADHD diagnoses. #4 WRONG: "Design for neurodiversity." REALITY: Every single person in the entire world is neurodiverse. Just like we all have different fingerprints, we all have different brains. So "design for neurodiversity" is just saying "design for everyone." That's not super helpful. Design for neurodivergence, or design for autism, or design for schizophrenia, or design for [insert more-specific thing here] is a much more effective lens. #5 WRONG: Neurodivergent people need to be taught about their needs. REALITY: Neurodivergent folks are the experts on their own experiences and needs. It’s neurotypical people who need to do the learning - how to listen, adapt, and create more inclusive environments. Post inspired by Rachel Updegrove, WELL AP, Assoc. AIA's continued learning and vulnerability. 🩷 #neurodiversity #neuroinclusion #neurodivergent #accommodations
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Business Coach & Mentor (ICF) | Partnering with Solopreneurs to Build Thriving Businesses |ADHD/ND Informed | Access to Work Support | Co-Founder @Activily - Connecting Children with their Passions | Community builder
This is such a crucial point. As an ADHD business coach, I’ve seen time and time again that neurodivergent individuals already know their needs they’re the experts on their own experiences. The real gap lies in educating neurotypical people: how to listen, adapt, and create environments where neurodivergent prople can thrive. Too often, the burden of education falls unfairly on neurodivergent people, which can be exhausting. Instead, allies and leaders need to step up and take responsibility for learning how to foster inclusion and understanding. This shift doesn’t just benefit neurodivergent individuals, it creates stronger, more innovative, and empathetic teams and communities overall. Thank you for this post Kati Peditto, PhD it’s such an important reminder.
Design Psychologist | Keynote Speaker | AuDHD | Designing spaces for neurodiversity and mental health
Five things I've gotten wrong since I started speaking about neurodiversity (so you can learn from my mistakes!) #1 WRONG: The term "neurodiversity" is attributed to Judy Singer or Harvey Blume. REALITY: Neurodiversity was developed collectively by neurodivergent folks in online communities. #2 WRONG: "Neurospicy" is a light-hearted term embraced by folks in the ND community. REALITY: "Neurospicy" stemmed from an online joke and can be interpreted as a racist or misogynistic micro-aggression. #3 WRONG: 20% of people are neurodivergent. REALITY: We don't know how many people are neurodivergent. This (often-miscited) statistic is only loosely based on autism and ADHD diagnoses. #4 WRONG: "Design for neurodiversity." REALITY: Every single person in the entire world is neurodiverse. Just like we all have different fingerprints, we all have different brains. So "design for neurodiversity" is just saying "design for everyone." That's not super helpful. Design for neurodivergence, or design for autism, or design for schizophrenia, or design for [insert more-specific thing here] is a much more effective lens. #5 WRONG: Neurodivergent people need to be taught about their needs. REALITY: Neurodivergent folks are the experts on their own experiences and needs. It’s neurotypical people who need to do the learning - how to listen, adapt, and create more inclusive environments. Post inspired by Rachel Updegrove, WELL AP, Assoc. AIA's continued learning and vulnerability. 🩷 #neurodiversity #neuroinclusion #neurodivergent #accommodations
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Great points. Personally, I prefer "neurodiverse" and not "neurodivergent" because: - "Divergent" has a negative connotation as though you are straying from the acceptable standard, whether intentionally or unintentionally, and that should be corrected. -"Diverse" recognizes that neurophysiology and neurochemistry are, like almost every other biological trait, a spectrum and not simply "yes" or "no", "present" or "not present".
Design Psychologist | Keynote Speaker | AuDHD | Designing spaces for neurodiversity and mental health
Five things I've gotten wrong since I started speaking about neurodiversity (so you can learn from my mistakes!) #1 WRONG: The term "neurodiversity" is attributed to Judy Singer or Harvey Blume. REALITY: Neurodiversity was developed collectively by neurodivergent folks in online communities. #2 WRONG: "Neurospicy" is a light-hearted term embraced by folks in the ND community. REALITY: "Neurospicy" stemmed from an online joke and can be interpreted as a racist or misogynistic micro-aggression. #3 WRONG: 20% of people are neurodivergent. REALITY: We don't know how many people are neurodivergent. This (often-miscited) statistic is only loosely based on autism and ADHD diagnoses. #4 WRONG: "Design for neurodiversity." REALITY: Every single person in the entire world is neurodiverse. Just like we all have different fingerprints, we all have different brains. So "design for neurodiversity" is just saying "design for everyone." That's not super helpful. Design for neurodivergence, or design for autism, or design for schizophrenia, or design for [insert more-specific thing here] is a much more effective lens. #5 WRONG: Neurodivergent people need to be taught about their needs. REALITY: Neurodivergent folks are the experts on their own experiences and needs. It’s neurotypical people who need to do the learning - how to listen, adapt, and create more inclusive environments. Post inspired by Rachel Updegrove, WELL AP, Assoc. AIA's continued learning and vulnerability. 🩷 #neurodiversity #neuroinclusion #neurodivergent #accommodations
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There is a relatively new term in the neurodiversity space called spiky profile. This term describes a phenomenon whereby the disparity between strengths and weaknesses is more pronounced in gifted / multi-exceptional people than for the average person. This article dives into the concept of spiky profiles and why understanding and embracing them is essential for appreciating the beauty of one's individuality. #people #psychology #science #humans #SpikyProfile
