In this expert session, Jodie Greer sheds light on the concept of invisible disabilities and neurodiversity in the workplace. Jodie clarifies that while some conditions, such as mental health conditions or epilepsy, might not be immediately visible, they can significantly impact a person's daily life. Conditions like diabetes, asthma, chronic pain, fibromyalgia, inflammatory bowel disease, multiple sclerosis, and Parkinson's disease are examples of primarily invisible disabilities.
Jodie then shifts the focus to neurodiversity, explaining that it refers to the natural variation in the human population in learning, processing information, and thinking. Neurodivergent conditions include ADHD, autism, dyslexia, dyscalculia, and many others. The prevalence of neurodivergence is significant, with estimates suggesting one in seven individuals exhibiting some degree of neurodivergence.
Jodie then discusses Sky, a fictional character, who is dyslexic and dyscalculic, highlighting how these conditions affect her reading and working with numbers. However, Jodie emphasizes that Sky's disabilities are only two aspects of her identity and should not define her entirely.
The expert session then explores the business benefits of neurodiversity inclusion. Neurodivergent individuals bring unique skills and perspectives to the workplace. For instance, people with ADHD can be highly productive in focused environments, while those with autism often display exceptional analytical abilities. Dyslexic thinking is also valued for its creativity and innovation.
Jodie emphasizes that businesses must create a safe space where employees feel comfortable discussing their needs and accommodations. She recommends providing training for managers to effectively support individuals with disabilities, offering specific accommodations, and using open communication strategies. The Disability Inclusion Maturity Model is introduced as a resource for identifying areas of improvement and achieving inclusion goals.
Throughout the session, Jodie encourages open conversations between colleagues and empathy towards individuals with hidden disabilities or neurodivergent conditions. Effective communication strategies are provided when working with individuals with Asperger syndrome. The importance of avoiding assumptions about people's abilities or disabilities is also emphasized.
Key takeaways from this session include the prevalence of invisible disabilities (70-80%), creating a safe space for discussing accommodations, providing good accessibility for all, and never making assumptions about individuals. Jodie Greer concludes by advocating for empathy, patience, and open communication as essential components of an inclusive workplace environment.
