Differing Minds

Are you passionate about creating a neuroinclusive environment at work but feel overwhelmed by the complexities and challenges? You’re not alone. Many diversity champions and ERG leaders share your enthusiasm, yet struggle to find the time, resources, and knowledge to make meaningful progress. So Jess Meredith (our founder) will be running this free 60-minute masterclass to show you how to lead lasting and sustainable change without burning out. In this interactive session, you will: - Learn how to champion neuroinclusion and create a safe and inclusive environment for neurodivergent people - Explore key strategies from the Differing Minds 5Cs framework for neuroinclusion that you can implement immediately - Get actionable tips on supporting neurodivergent colleagues, managers, and HR teams with confidence - Gain insight into practical tools and resources that simplify complex issues, helping you champion neuroinclusion with ease and impact This masterclass is designed to help you take the first step towards becoming an internal expert, ready to lead your organisation toward a truly neuroinclusive culture. Whether you’re leading an ERG, an EDI team or driving diversity initiatives across your company, come and join us! Reserve your slot now 👇 Comment MASTERCLASS and Jess will DM you the link. --- ♻️ Repost to raise awareness and share the love 👉 And follow Differing Minds for more on neuroinclusion Image description: Visual invite for the free masterclass. Text reads "Neurodiversity champions - How to lead lasting and scalable change. Wed 30th October 12-1pm UK time. FREE masterclass." It includes a picture of Jess. #Neurodiversity #Masterclass #ADHDAwarenessMonth #Training

Neurodivergent people DON’T really need: 🏓 Table football or ping pong tables 🎉 Team-building events 🌈 Quirky office decor 🎧 Office playlist 🍕 Pizza fridays Many neurodivergent people DO need: 🎧 Quiet spaces 🤝 Inclusive feedback 🔁 Consistent routines ⚙️ Assistive technology ⏳ Flexible working options ✔️ Clear expectations and roles 🧠 Neurodiversity training for managers What each neurodivergent person needs it different as everyone is unique. However, one thing we can all agree on is that… Neurodivergent people need truly inclusive workplaces. Not surface level perks. What do you think? #Neurodiversity #Neuroinclusion #NeurodiversityAtWork #Inclusion

For parent carers, the school holidays can be tough. So here are 5 ways to support the parent carers in your workplace. ✅ Educate your team It's vital that all employees, especially managers, understand the unique challenges faced by parent carers. Sometimes, a little empathy and awareness can make a big difference. ✅ Foster peer connections Create opportunities for parent carers to connect with one another, whether through a network, storytelling workshops, or a buddy system. These connections can be incredibly empowering and supportive. ✅ Prioritise mental health and wellbeing Ensure parent carers have access to mental health resources and any available support programs. ✅ Embrace flexibility Offering flexible work arrangements is essential for parent carers. This could include remote work, compressed hours, part-time roles, or flexible scheduling. ✅ Offer education and resources Make sure parent carers have access to the resources and information they need. This could include advice, educational materials, or even access to private healthcare benefits for the whole family, including support for private diagnoses. Now is the perfect time to check in with your team and ask the parent carers what support they need. Listen to them, implement what you can, and ensure they know their contributions are valued. #Parenting #SENParenting #Inclusion

If you hear people getting into a debate about what is, and isn't included under the neurodivergent umbrella, it's worth reminding them of this. No one owns the rules. And there's no definitive list. Here's an idea... Rather than worry about what is, and isn't included, let's focus on building workplaces, spaces, an education system, and a world that works for us all. Regardless of how we identify. Then we wouldn't need to worry about the categorisation at all. --- Image description: Text reads 'Being neurodivergent isn't a medical diagnosis. It's an identity. It's a social construct.' The text is set against a purple background. #Neurodiversity #Neuroinclusion #Diversity

“Everyone with Tourette’s swears.” True or False? False ! 🚫 Only 10% of people with Tourette’s syndrome swear involuntarily.* People with Tourette’s can also experience: → Motor tics (sudden, uncontrollable movements) → Vocal tics (repetitive and involuntary sounds) → Heightened sensory sensitivity → Poor mental health → Chronic fatigue. People have many preconceptions about Tourette’s so it's important we educate ourselves. If you’re unsure of the best way to support a colleague with Tourette's, our advice is to listen to them. Start by asking these 5 questions: 💬 "How can we support you?" 💬 “How would you prefer us to respond to your tics?" 💬 “Are you comfortable with physical touch?” 💬 “Can we provide any sensory accommodations?” 💬 “Is there anything in the workplace that triggers your tics?” In short: focus on each individual's needs. Then, you'll understand how to support your team. *Source: Tourettes Action Image description: Text includes the questions to ask your colleagues with Tourette's that are included in the main body of the post. The text is set against a purple background. #Tourettes #NeurodiversityAtWork #Neurodiversity

Two things can be present at the same time. You can be proud of your disability. But also find being disabled challenging. You can want people to understand what it's like to be disabled. But not want to be the person who has to educate them. You can feel that being disabled is a core part of your identity. But also not want it to be the only thing people think about you. All your experiences and feelings about your disability are valid. We can feel many things at the same time. How do you feel about your disability? Image description: Text reads "You can be proud to be disabled. But also find being disabled challenging." The text is written against the background of the Disability Pride flag. The Differing Minds logo is in the bottom left hand corner. #DisabilityPride #DisabilityPrideMonth #Disability #Inclusion

Non-Binary People's Day is on the 14 July - half way between International Women's Day (8th March) and International Men's Day (19th November). "Non-binary is a term that describes people whose gender identity doesn't sit comfortably with 'man' or 'woman'. Non-binary identities are varied and can include people who identify with some aspects of binary identities, while others reject them entirely. Non-binary people can feel that their gender identity and gender experience involves being both a man and a woman, or that it is fluid, in between, or completely outside of that binary.” (Source: Stonewall) Non-binary inclusion is a vital part of your equity, diversity and inclusion strategy. Here are a few things we can all do to be allies to the non-binary community. 🔸 State your pronouns when you introduce yourself, and put them in your email signature and social profiles 🔸 Respect people's pronouns and use them correctly 🔸 Use inclusive language in your policies - 'they' rather than 'he/she' 🔸 Don't make assumptions about people's pronouns 🔸 Replace binary language such as 'ladies and gentleman' with inclusive terms like 'everyone' or 'folks' --- Image description: Text reads "Non-binary is an umbrella term for people whose gender identity doesn't sit comfortably with 'man' or 'woman'. Source: Stonewall. The text is set against a purple background with an animated brown hand flying the non-binary flag. The flag is yellow, white, purple and black stripes. --- #Inclusion #Gender #DiversityAndInclusion #NonBinaryPeoplesDay

Is your view of disability too narrow? People often have a perception of disability that doesn't account for all the types of disabilities and experiences that are included. The disability flag highlights all of the different types of disabilities, represented by the colours. Green - Sensory disabilities such as deafness, blindness, auditory processing disorder and others. Blue - Emotional and psychiatric disabilities including mental health conditions. White - Invisible disabilities and those that are not diagnosed. Gold - Neurodiversity. Red - Physical Disabilities. Has this broadened your thinking around disability? Image description: Text states what the colours in the disability flag represent. The text is set against the background of the disability flag. #DisabilityPrideMonth #DisabilityPride #Disability

Disabled isn't a bad word. Disability isn't a bad thing. But because we view so much through the lens of the medical model of disability, people often don't want to identify with the term disabled. It implies they are disabled by something that is 'wrong' with them; an impairment. Whereas the social model of disability views things differently; it says that you are disabled by your environment. Let's look at some examples. Through the lens of the social model of disability... A wheelchair user is disabled by a lack of lifts, ramps etc. A blind person is disabled by inaccessible content or an absence of audio signals at pedestrian crossings. A deaf person is disabled by a lack of subtitles on videos, a lack of sign language interpreters and a general lack of sign language knowledge by the general population. An autistic person is disabled by overwhelming sensory environments without quiet spaces for decompression and inflexible work schedules. A person with a language disorder is disabled by complex language used in important documents and signage with no visual cues, and a lack of assistive communication devices. The social model isn't always the right lens. It doesn't apply all the time. And there are other valid models too. However it's a great starting point for us to dismantle some of the outdated views of disability many people hold. Image description: Text reads "The medical model of disability says someone is disabled as a result of their impairment. The social model of disability says someone is disabled as a result of their environment." The text is set against a purple background with the Differing Minds logo in the bottom left corner. #Disability #DisabilityPride #DisabilityPrideMonth #Neurodiversity

11% of children are disabled. 23% of working adults are disabled. 45% of pension age adults are disabled. What do these stats tell you? Disability is pretty common! Especially as we age. Have you ever considered that you can acquire a disability? Almost 1 in 2 of us that reach pension age will! Let that sink in for a minute. Even if inaccessibility doesn't affect you now, there's a high chance it will in the future. So if you don't care, you should. Even if just for selfish reasons! Accessibility should be a focus for us all. As individuals. As workplaces. And as societies generally. What are you doing this Disability Pride Month to support disabled people and improve access? Image description: Text reads "11% of children are disabled. 23% of working age adults are disabled. 45% of pension age adults are disabled." Text is in front of the disability flag. Stats are from Scope. #DisabilityPride #Accessibility #Diversity #DiversityAndInclusion