‘Masking’, also called ‘camouflaging’ is a common practice for autistic people in any setting where we feel we may be singled out, mistreated, bullied, or abused. And, since we live in a neurotypical world not designed for us, feeling at least a bit unsafe is a part of our daily experience–hence the masking.
Knowing which terms to use (and which ones to avoid) can help you avoid offending your new hires while also improving their feelings of psychological safety–an essential in neurodivergent employee retention.
Some corporate industries are highly structured, and all employees know exactly what’s expected of them at all times....
Recently, I encountered a couple of situations in which organizations – in the name of empathy and inclusion –...
Regardless of neurotype, every person has their good days and bad. Looming work deadlines, personal relationship...
Workplace politics is one of the most stressful aspects of employment for autistic and many other neurodivergent...
Being inclusive doesn’t mean just allowing autistic people to work for you, it means making policy changes, educating yourself and your staff, and providing support that comes from a place of true understanding–not only of the autistic person but the unique benefits and perspectives our minds can bring to the conference table.
Focus On and Believe Your Autistic Employee's Words, Not Non-Verbal Communication A common misunderstanding between...
The “tightrope” metaphor refers to the narrow range of behavior seen as acceptable for people from non-dominant and...
