In honor of National Disability Employment Awareness Month, we interviewed Mindr Stakeholder Success Manager, Annie Scott, about her experience as a neurodivergent learner and how organizations can help employees thrive across neurodiversity.
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In honor of National Disability Employment Awareness Month, we interviewed Mindr Stakeholder Success Manager, Annie Scott, about her experience as a neurodivergent learner and how organizations can help employees thrive across neurodiversity.
Neurodiversity: the vast array of ways that people's brains function differently from one another, and the understanding that these differences aren’t wrong or bad
Neurodivergent: a word to describe the ways in which someone’s neurological or mental functions might be different from what is considered “typical”
Neurotypical: brain behaviors, functions, and ways of processing that are considered “typical” and therefore normalized
Some examples of neurodivergence include:
When did you first understand that you were neurodivergent, or that you learned differently from your peers?
My kindergarten teacher told my parents that she had a feeling that I learned differently. Reading and writing was not easy for me and I could not remember the letters in the alphabet. With some expert teachers, early intervention, and the help from my parents I was diagnosed with dyslexia at the age of five. From there I began to understand that I learned differently but have always seen it as a positive. I had two ways of approaching my dyslexia: I could either lean into my strengths or lean into my weaknesses. I decided to lean into my strengths as a dyslexic learner and share my story with as many people as I can. It can be incredibly difficult to share that you are a neurodivergent learner with your company, your manager, or team members, but I’ve found that often that disclosure has helped me feel supported, accepted, or allied with neurotypical colleagues.
What advice do you have for neurodivergent employees?
Don’t feel pressured to share your neurodivergence with your colleagues if you aren’t comfortable, but also don’t feel ashamed to! The way that I learn is central to who I am as a person, and when I can tell my teammates how I process things it can help our working relationship and communication. However, I know that’s not the case for everyone, and that doesn’t feel like a safe or comfortable option in all environments or with all colleagues. If there are specific resources or supports that you think would be helpful — or you just want to know what’s available — reach out to an HR representative to learn more about what your organization has in place. There may be benefits and accommodations that you didn’t even know you could leverage!
What do you wish people knew about neurodiversity?
Depending on the way your brain functions, tasks can take different amounts of time or require different processes and steps to accomplish. None of these differences in how our brains work are “right” or “wrong” and we all deserve to have the tools we need to thrive. It can be immensely helpful if we are open with one another about how we work and learn best, which contributes to the broader success of us all.
What advice do you have for colleagues or organizations that want to be allies to neurodivergent employees?
First and foremost, give your team members grace. Recognize your colleagues’ strengths and trust that they are following processes that work for them. If you get the sense that they may be struggling, offer your support but don’t ask probing or insensitive questions. Always be respectful and accepting by following their lead. If you feel like you need to learn more about neurodivergence, seek external resources before asking a colleague to educate you. If your organization has a disability or mental health employee community, engage with their events and content to learn more and show your support.
Find more resources on building belonging at work here, and check out the first enterprise SaaS ecosystem for building belonging at work, Minder Connect.
