FIC Human Resource Partners

As someone diagnosed with ADHD back when I was still in middle school, I know firsthand the challenges that neurodiverse individuals can face in traditional learning and work environments.

School was a struggle, as the typical classroom setting didn't align well with how my brain functioned. I was fortunate that I had parents who advocated for me and worked with my teachers to get me support. However, the tools and tricks that were offered were ones developed by neurotypical people who despite their best efforts never really understood my neurodiversity, my needs, or my abilities. Later, in the military, I found that the structure and routines were helpful in some ways, but the rigid hierarchies and rules that clashed with my thinking style could quickly derail me.

Like many neurodiverse Gen X folks, I grew up hearing things like, “you need to figure out how to fit in,” and “you’ll never get ahead if you can’t figure out how to overcome your ADHD.” So, I didn't seek formal accommodations for my ADHD. Instead, I tried to power through and mold myself to fit others' expectations.

These experiences have shaped my approach to leadership and HR. I have always strived to create a work environment that makes things easier for neurodiverse team members. I know from my own experiences with ADHD that neurodiversity can be a superpower when given space and support.

By applying the 9 Principles of Employee Care organizations can build neuroinclusive workplace cultures where neurodiverse employees can thrive.

https://www.fichrpartners.com/post/cultivating-neuroinclusive-workplaces-through-employee-care

Cultivating Neuroinclusive Workplaces through Employee Care By creating neuroinclusive workplaces, companies can tap into a wealth of unique perspectives, skills, and talents.