Dana Galea’s Post

As a mother of a beautiful child with autism, I stand with pride as companies like EY champion neurodiversity in the workplace. Gone are the days when neurodivergence was a label for exclusion; today, it's a badge of cognitive diversity. EY's commitment to creating inclusive environments where differences aren't just tolerated, but celebrated and harnessed for collective growth, resonates deeply with me. My child's future shines brighter knowing that the workplace is evolving to embrace and empower individuals like them. With programs that support neurodivergent talent in every role, not just tech, and pathways for career development, EY is not just changing the narrative; they're rewriting the rulebook. EY understands something crucial—that neurodivergence is not a deficiency, it's a different approach to thinking. This change in perspective is essential for building a world where my child, and many others, can not only succeed but thrive. The shift towards neuro-acceptance gives me hope that when my child becomes part of the workforce, they will find a culture of understanding and support waiting for them. By recognizing the unique challenges and strengths of neurodivergent individuals and their families, EY is setting a powerful example. They are showing that with the right strategies and support, every person can contribute their unique strengths to create a more dynamic, innovative, and compassionate workplace. To all the companies following EY's lead, I extend my heartfelt gratitude. You are building a future that embraces all aspects of human diversity and, in doing so, you are empowering people like my child to reach for the stars. #Neurodiversity #Inclusion #EY #AutismAwareness #FutureOfWork #ProudMom

As a mother of a beautiful child with autism, I stand with pride as companies like EY champion neurodiversity in the workplace. Gone are the days when neurodivergence was a label for exclusion; today, it's a badge of cognitive diversity. EY's commitment to creating inclusive environments where differences aren't just tolerated, but celebrated and harnessed for collective growth, resonates deeply with me. My child's future shines brighter knowing that the workplace is evolving to embrace and empower individuals like them. With programs that support neurodivergent talent in every role, not just tech, and pathways for career development, EY is not just changing the narrative; they're rewriting the rulebook. EY understands something crucial—that neurodivergence is not a deficiency, it's a different approach to thinking. This change in perspective is essential for building a world where my child, and many others, can not only succeed but thrive. The shift towards neuro-acceptance gives me hope that when my child becomes part of the workforce, they will find a culture of understanding and support waiting for them. By recognizing the unique challenges and strengths of neurodivergent individuals and their families, EY is setting a powerful example. They are showing that with the right strategies and support, every person can contribute their unique strengths to create a more dynamic, innovative, and compassionate workplace. To all the companies following EY's lead, I extend my heartfelt gratitude. You are building a future that embraces all aspects of human diversity and, in doing so, you are empowering people like my child to reach for the stars. #Neurodiversity #Inclusion #EY #AutismAwareness #FutureOfWork #ProudMom

Including neurodiversity in your DEI strategy isn't just about compliance—it's about opening doors to creativity, innovation, and a culture where everyone can thrive. -Neurodiversity means recognising that brains work differently and that these differences are a strength. Autism, ADHD, dyslexia, and other neurological variations bring fresh perspectives, unique problem-solving abilities, and creativity that can set your organisation apart. By including neurodivergent voices in your DEI efforts, you're not just making space—you're building a foundation for a more dynamic, adaptable, and vibrant workplace. -Equity isn't about making everyone fit into the same mold. It's about celebrating what makes us different and creating environments where everyone has what they need to shine. For neurodivergent individuals, this could mean flexible working arrangements, tailored support, or improved communication. When you embrace neurodiversity, you create space for everyone to contribute their best selves—which makes your team stronger. -Neurodivergent thinkers bring a richness to your organisation that can't be replicated. Different perspectives lead to breakthroughs, and fresh approaches help solve problems in ways that conventional thinking often can't. Including neurodiversity in your DEI strategy is about tapping into that well of creativity and potential—it's about doing things differently, and doing them better. -True Inclusion isn't about checking boxes—it's about creating a culture where individuals feel they belong. Neurodivergent employees need to feel understood, valued, and supported—not just accommodated. By including neurodiversity in your DEI strategy, you're building an environment where respect, openness, and a sense of belonging are at the core. That's the kind of place where everyone can thrive. Neurodiversity isn't an obligation—it's an opportunity. It's a chance to create something new, that works for everyone. Want to learn how to build an inclusive, vibrant workplace? Follow us for more fresh perspectives. #Neurodiversity #DEI #Inclusion #Equity #Belonging #WorkplaceDiversity #CognitiveDiversity How does your organisation support neurodivergent employees? Feel free to share your thoughts below or reach out to learn more about fostering neurodiversity in the workplace.

#NeurodiversityCelebrationWeek Day 5: Actions and words have a deep rooted impact on individuals like me who are neurodiverse. I thought it would be helpful to guide people on some of the ways in which behavior can affect us: 1️⃣ Emotional Well-being: Negative comments, stereotypes, or exclusionary behavior can deeply affect the emotional well-being of neurodiverse individuals. we may feel misunderstood, rejected, or isolated, leading to decreased self-esteem and confidence. 2️⃣ Anxiety and Stress: Neurodiverse individuals may experience heightened anxiety and stress due to the fear of being judged, misunderstood, or facing challenges in social interactions. Unkind words or actions can amplify these feelings, making it harder for us to navigate social situations. 3️⃣ Sense of Belonging: Our actions and words play a crucial role in shaping the sense of belonging for neurodiverse individuals. By being inclusive, accepting, and embracing our differences, an environment can be created where we feel valued, accepted, and a part of the community. 4️⃣ Opportunities and Advancement: Unfair treatment or biases based on neurodiverse traits can create barriers to opportunities and advancement in the workplace. By fostering an inclusive culture that recognizes and supports our unique strengths, can ensure equal opportunities for growth and success. 5️⃣ Overall Well-being: A positive and supportive environment can significantly contribute to the overall well-being of neurodiverse individuals. By fostering understanding, empathy, and respect, can help me thrive personally and professionally. Words and actions have the power to uplift and empower neurodiverse individuals or perpetuate stereotypes and barriers 🌍💙 #NeurodiversityMatters #Inclusion #Empathy

🧠Neurodiversity in the workplace: progress or mere tokenism? 💼 Jonathan Lord's recent article on supporting young neurodivergent employees paints a rosy picture of progress in workplace inclusivity. Yet, we must ask ourselves: Are we truly moving forward, or merely ticking boxes to appear inclusive? Despite legal protections, neurodivergent individuals still face significant hurdles. High rates of job loss and discrimination prove that laws alone aren't enough. We need a cultural shift! It's easy to tout success stories like EY's Neurodiverse Centers, but are these exceptions or the norm? Many companies still fail to provide genuine support, turning accommodations into a checklist rather than a commitment. Disclosure of neurodivergence is a double-edged sword. While transparency is crucial, the fear of stigmatization and retaliation looms large. Are we creating safe spaces or just expecting the vulnerable to take all the risks? Accommodating neurodivergent employees benefits everyone, but it's more than just adjustments. It's about transforming workplace culture to embrace flexibility and inclusion at its core. 🗣️ Are companies genuinely committed to neurodiversity, or are they just riding the wave of a trendy cause? Share your thoughts and experiences. #Neurodiversity #Inclusion #WorkplaceCulture

➡ DEAR TAMZIN ⬅ ❓ QUESTION ❓ I’m just know a member of my team is showing autistic signs - it’s the same as my son. What do I do? ▶ ANSWER ◀ Thank you for your question. It's great that you’re being proactive about supporting your team member. However, it's important to understand that directly asking someone if they are autistic can be problematic. In fact, Companies asking someone if they are autistic can lead to legal consequences under various anti-discrimination laws, primarily the Equality Act 2010. Here are five steps you can take to support your team member effectively: ➡️ Observe and understand; Take note of specific behaviours or challenges that seem to be impacting their work. This can help you provide examples when discussing support needs - in a empathetic and respectful way. ➡️ Create a supportive environment; Create an inclusive workplace where all employees feel valued, heard and understood. This can include awareness training for your entire team to promote understanding and inclusivity. Consider joining my event on neurodiversity awareness [link below ⬇️ ]. ➡️ Implement universal support; Make workplace adjustments that can benefit everyone, such as flexible working hours, quiet spaces, and clear communication channels. These adjustments can often support neurodiverse individuals without singling anyone out. ➡️ Develop neurodiversity policies; Establish clear policies that outline the support available for neurodiverse employees. This can help all staff understand the resources and accommodations available. If you need assistance writing these policies, I’d be happy to help. ➡️ Confidential support channels; Ensure there are confidential ways for employees to disclose any neurodiversity needs they might have. For example coaching with an expert (DM me to find out more). This can help them feel safe and supported without fear of judgment. Remember, due to past experiences and judgments, your employee may not feel comfortable sharing their neurodiversity. The key is to create an environment where everyone feels included and supported. If you need more specific advice or assistance, feel free to reach out. As an experienced and qualified neurodiversity consultant, trainer, and coach, I am here to help.

As we celebrate Neurodiversity Celebration Week, it's crucial to recognize the value that neurodiverse individuals bring to the workplace, particularly in the realm of data-informed decision-making. Embracing neurodiversity in the workplace is not just an act of inclusion, it's a strategic advantage. Valuing the unique perspectives and strengths of neurodiverse individuals allows organizations to unlock innovative solutions and insights. In turn, this transforms data-informed decision-making into a powerful engine for success and innovation. Let's commit to valuing diverse thinking styles in our organizations. How will you champion neurodiversity in your workplace? #Neurodiversity #InclusiveLeadership #DiverseThinking #DataInformedDecisionMaking #NeurodiversityCelebrationWeek https://lnkd.in/eXn-sHYh

Does your team know how to address unconscious bias in the workplace? Check out this resource on the impact of bias on people with disabilities and historically underserved communities, and explore action steps to address its root causes. https://lnkd.in/e3KSpNCH #DisabilityInclusion #UnconsciousBias #WorkplaceSafety #Accessibility

In the workplace, even subtle gestures can significantly shape our collective experience. In this post, we want to introduce you to two critical concepts that every leader should be aware of: Microaggressions and Microaffirmations. Understanding these can fundamentally transform how we interact within our teams and influence the overall workplace culture. Microaggressions 😒 These are the indirect, often unintentional, actions or comments that can alienate or marginalise individuals based on different attributes including their race, citizenship, class, mental health status, disability, gender, sexuality, or parental status. Examples include making assumptions about someone's ability to speak English based on their appearance, or jokes that might seem harmless but are rooted in stereotypes. Such gestures, though might be subtle, reflect deeper societal inequalities and can significantly impact the morale and productivity of affected employees. ”You can't work AND take care of your child.” You are downplaying the individual's professional achievements and their caregiving duties. You're not aware of their situation or the kind of support they may or may not have at home. Microaffirmations 👂 Microaffirmations are small acknowledgments of others' presence, contributions, and humanity that foster an inclusive and supportive work environment. This could be as simple as giving credit for good ideas in meetings, actively listening to colleagues without interruption, or ensuring everyone's opinions are considered. These positive signals of respect and value can enhance team dynamics and employee well-being. “How can I help you to have your best day at work?” Fosters an inclusive and encouraging environment, enabling individuals to express their needs without presuming restrictions due to their disability. This question's structure is designed for universal application among all employees, ensuring that colleagues are regarded as individuals. By recognising and addressing Microaggressions, and actively promoting Microaffirmations, leaders can nurture the development of a workplace that truly values diversity and inclusion. #WorkplaceDynamics #InclusionMatters #Microaggressions #Microaffirmations #TeamBuilding #LeadershipInsights

Being autistic sometimes feels like a blessing and a curse. There are things I *love* about it and things I would give almost anything to change. I thrive in environments where I can happily be my autistic and don't have to expend all my energy on masking. This is when I'm most comfortable, most productive, and feel in the flow. But here’s the reality: masking for the sake of fitting into environments that aren’t built for neurodivergent minds is exhausting. It hinders not only my creativity and problem-solving but my potential to deliver my best work. When companies create inclusive spaces that allow neurodivergent employees to thrive, it’s not just good for individuals - it’s good for business. Let’s create more spaces where neurodivergent folks can bring their authentic selves to the table - because we do our best work when we get to be our selves!