Workplaces are full of assumptions about what “good” looks like in behavior, communication, and performance. But not everyone navigates the world in the same way, and that’s especially true for neurodivergent and disabled people.
In our recent webinar, Beyond What Meets the Eye: Understanding Neurodiversity and Non-Apparent Disabilities at Work, we unpacked how to create environments that don’t just include but actually work for people with non-apparent disabilities and cognitive differences. Here’s what stood out:
Key Takeaways:
- “Fix systems, not people.” Neurodivergence isn’t a deficit — it’s a form of diversity. Felicia reminded us: “We’re not asking for special treatment. We’re asking to be treated as human beings with different needs.”
- Many disabilities aren’t visible. This includes chronic illnesses, sensory sensitivities, PTSD, dyslexia, and more. “You can’t always tell what someone’s navigating — so make flexibility the default.”
- Universal design helps everyone. Closed captions, clear agendas, breaks in long meetings — they’re not just for disabled employees. They make work better for all of us.
- One size does not fit all. Some people might need quiet space. Others might prefer Slack over Zoom. “Don’t assume what works for you works for everyone.”
- Ask with curiosity. The best question a leader can ask? “What does support look like for you right now?”
What You Can Do:
- Rethink performance expectations — are they inclusive?
- Revisit your accommodation process — is it accessible, shame-free, and human-centered?
- Normalize different communication styles (yes to text, yes to voice notes, yes to silence when needed).
- Include neurodivergent voices in feedback loops and decision-making.
💡 One of our favorite reminders from the session: “Inclusion doesn’t happen by accident — it happens by design.”
📩 Ready to go deeper with your team? Let’s talk!