Our colleagues from Specialisterne Italy and Spain, Fabrizio Acanfora and Montse Bizarro, share some personal reflections on the importance of Autistic Pride Day.

Both mental health support and making work more accessible for neurodivergent employees can be achieved by doing less.

Your autistic employee (or co-worker) may come across as a “know-it-all”, but that’s likely not their intention.

Has this ever happened in your office? You’re sitting in the meeting room, going over the projects to be completed for the month, and that one employee who always raises a question, an objection, or points out how something could go wrong–is at it again?

Explore the neurodivergent experience across the cultural dimension of masculinity and femininity.

Have you ever had an autistic employee go from being articulate and verbose in their speech to barely being able to form a sentence in certain situations? This is known as situational mutism.

National cultures, along with many other levels of culture, such as ethnic, industry, or organizational, can shape the experience of neurodivergence and impact important occupational and life opportunities.

Someone who processes information differently isn’t “purposefully obtuse” or trying to be difficult. They simply process information differently, and that’s all there is to it.

Autistic or ADHD employees need to be understood, supported, and accommodated. They need their supervisors and co-workers to assume positive intent and to communicate their needs, wants, and expectations clearly and openly.

Developing a habit of providing context in communication can prevent anxiety that stems from ambiguous messages and the resulting impact on well-being and productivity.