Jovi Roseanne Ridd’s Post

It’s taken years even to acknowledge my disability at work, let alone ask for minor adjustments instead trying to make little fuss. The notion that adjustments could and should be fluid makes sense to me, as well as the notion that open and regular communication is needed with your employer to ensure your safety and enable you to be your best self at work. With hindsight, this would have made a significant difference for me, and it could be for you. #accessibilitymatters #disabilityinclusion #workplacesafety #workculture

Accommodations are not Perks Picture this scenario: "Boss, it's not fair that [Autistic Employee] gets a special chair, gets to sit in a phone room all day, and can work from home whenever they want. Why isn't that an option for all of us?" You may understand that person's point of view, but let's put it another way. "Boss, it's not fair that all of us have to take the stairs during a fire drill and [employee who walks with a cane] gets to sit at their desk and opt out, or wait for an elevator ride. Why isn't that an option for all of us?" Sounds ridiculous, right? It is so incredibly important to understand that, to anyone with an invisible disability, those statements come off exactly the same. Accommodations for invisible disabilities like Autism often face critique or resistance from leadership for being "unfair" to other members of the team. Accommodations are not perks. They are legally mandated supports for people who are both fully qualified and disabled. Rather than withholding accommodations due to perceived un-fairness by non-disabled staff, leadership should ensure their team understands that accommodations are essential for equity in the workplace. #BWFAA #AutisticPride #Neurodiversity #Diversity #Inclusion #DisabilityAdvocacy If you're interested in our mission, please check out our website here: https://lnkd.in/eNXSu556 Our board members and staff (tagged for enhanced visibility and to allow interested parties to engage with us): David E Bartek CEO Beth Kimmel Autism Curriculum Director Lisa Richer Chair Ingrid Cooper Justice Vice Chair Jim Janetzke Treasurer Anne Carpenter Claire Fierro Michael Hoffarth John Tucker

Small adjustments to your behavior can be transformative to people impacted by disability.   This message was reinforced in the 10th Annual Disability Lecture at the University of Oxford, delivered last week by Beth Kume-Holland.   I’ll share a personal example. When we were trying to work out what was causing my son’s struggles (before we got his autism diagnosis), I needed to work very flexibly. I would not be available some afternoons but would work in the evening, for example. Sometimes I had to rearrange meetings last minute if an appointment became available, because the waiting lists were long.   Perhaps it doesn’t sound like a big deal now, post-covid when this is more typical, but it was a big deal to me. I felt guilty about it.   ·     “Don’t worry, I understand.” ·     “No problem at all to reschedule.” ·     “I sometimes prefer to work in the evening too.” ·     “Actually, your proposed time works better for everyone.” ·     “I haven’t noticed any difference in what you’re delivering.” ·     “We’ve got you covered. Take some more time if you need.” ·     “Thanks for doing this. Now the rest of us can work more flexibly too.”   Colleagues saying things like kept me sane, and gave me more energy to focus on our difficult home situation. It was one less thing to worry about.   These colleagues are always surprised when I share what a significant difference it made to me. But that’s the point. Small steps that each of us take can be transformative.   Imagine a working culture where these small things are not left to chance. Imagine how they will accumulate to improve your team’s ability to work and contribute value. Imagine what it will mean for your team and business results.   I know what it is like because this is a real example from a real working culture that we consciously designed and built to emphasize and recognize brilliant teamwork.   It is absolutely achievable, with a bit of effort and tenacity, and with someone owning and driving the transformation.   Let me know if you’d like to chat about what it could look like for your organization.   #DisabilityInclusion #Neurodiversity #InclusiveCulture #SmallChangesBigImpact #LeadershipInsights #EmployeeEngagement

Full disclosure Many years ago, when I was first exposed to my earliest Disability inclusive workplace conversations, despite having what I thought was a good intention...I used to say 🤔 “Yes, but…” a lot. Sometimes just in my head. Sometime out loud. 🤔❔ Yes, but what if something goes wrong? 🤔❔ Yes, but we'll never get executive support for that 🤔❔ Yes, but what if a certain individual acts offensively? 🤔❔ Yes, but our doors are too heavy 🤔❔ Yes, but the signage needs changing At that time, I thought if we could cover off all the negative maybes we could ensure better longer term success. In truth I was also outside my comfort zone, and that creates fear, sometimes even excuses. Definitely barriers.   💡🌟I wish I'd heard more of “OK, so what if…” That type of advice would have given me courage to get outside my comfort zone more quickly, make that mental switch from fear to optimism and innovation. So much is possible in relation to disability inclusion at work when we do that, and let ourselves be vulnerable with the learning process required. Where are you at with this mindset?

Any employer that is serious about DEI, especially when it comes to disability inclusion of neurodiverse people, should immediately cease using personality profile assessments that include questions like the following: - Do you procrastinate? - Do you have good time management? - Are you lazy? - Are you organized? - Do you daydream a lot? - Are you easily frustrated? These may seem like common sense questions to an HR department, they actually automatically eliminate most neurodiverse people when answered honestly. Our procrastination is paralysis. We wait till the last minute, but our heroics are nothing short of superhuman. To you, we may appear lazy, again we have paralysis. I daydream constantly, it also helps me be more creative and think outside the box, but employers may see it as inattentive. And yes, we are easily frustrated. We are being asked to mask for the comfort of neurotypicals, despite the severe distress it causes us. #dei #deib #neurodiversity

Interesting…   Although many businesses have already hired, or are in the process of hiring, employees with disabilities, there is something many don’t know.   That most common disabilities are invisible.   Statistics also show that many employees, including senior leaders, don’t fully disclose a disability. Why?   For fear of teasing or harassment.   However, this can lead to more stress and burnout. You worry you’ll be found out and you work more hours to hide the fact.   What can you do once you’ve tested the company’s culture of inclusivity?   Here are a few steps a 2019 Harvard Business Review recommends you can take towards disclosure.   Look for signals of support.    Get to know your manager.    Identify an ally.   Join (or start) an Employee Resource Group.    https://lnkd.in/eRfhQ_g   #ThursdayThought #NDEAM

Although this article focuses primarily on the case of neurodivergent individuals, it does encapsulate the repercussions other persons with disabilities experience upon requesting for reasonable accommodation in the workplace. With the ongoing interest in disability inclusion and development, some cross-sectoral actors go as far as to dictate which disability categories are worth considering for reasonable accommodation despite the individual with a disability disclosing their own need for support. The compulsion of cross-sectoral actors to dictate their preferences in disability inclusion and development compromises the principle of leave no one behind and article 2 of the CRPD. https://lnkd.in/dAeae4rm #DisabilityAwareness #DisabilityInclusion #DisabilitySupport

At a networking event, someone asked me whether I felt employers understood how to support their employees with a hidden disability. My answer was very simple: “No, they don’t.” I then shared my own personal experience where I had disclosed a neurodivergent condition to a line manager, during a conversation where they were going over mistakes I had made in the performance of my job role. How did they choose to react to my disclosure of a hidden disability? 🤔 Did they: A) Ask me more about the condition? B) Ask me what they could do to help me? C) Ask me whether I would like to speak to occupational health? D) Ask me if I needed any reasonable adjustments so I could do my job better? Any of the above would have been perfectly acceptable reactions... 👍 …but no, they didn’t do any of those. No, instead, they decided to tell me that they thought I was making it up as an excuse to justify my poor work performance. 🤦♂️ (I suspect anyone working in HR who’s reading this is banging their heads against their keyboard) However, this post isn’t intended to be a rant about poor treatment by a line manager. Here’s what I’d like you to take away from this post: If you’re a MANAGER who hasn’t been trained: - Be curious and ask about their disability - Don’t make assumptions about what they can/cannot do - Ask them what the business could do to support them - If they aren’t sure what support they need, could you refer them to occupational health? - If you’re really stuck, ask your HR team (or consider getting advice from a third-party HR expert). If you’re an EMPLOYER: - Are your managers equipped with the right training? - Do you have a policy for handling disclosures of disability? And, does it cover existing employees as well as recruitment? - Is this policy actually worth the paper it’s written on? #Disability #Neurodivergent #Inclusion #Diversity ————————— I am available to deliver a short talk on the common challenges neurodivergent people experience at work, using my own experience to help add context. If you’re an employer and would like to find out more, please drop me a DM.

When you see or hear the word "disability," the first things that come to your mind would probably be visible aids such as wheelchairs or hearing devices. However, not all disabilities are visibly apparent, which is a challenge for some employers to grasp. It is not uncommon for those with invisible illnesses to be accused of being lazy or lethargic by co-workers. As diversity and inclusion become increasingly emphasised in the workplace, this needs to change. Aside from allowing employees with invisible disabilities to advocate for their rights, employers should acknowledge them and make suitable accommodations. For example, employers can be transparent about accommodation requests on their career site, to reduce social stigma right from the start. #invisibledisability #disabilitiesintheworkplace #diversityatwork

💡 Should we talk more openly about invisible disabilities at work? The reality is that many people with invisible disabilities, such as ADHD, autism, or chronic conditions, hesitate to disclose their challenges at work. Fear of stigma, discrimination, or being seen as less competent stops many from opening up. But imagine the potential if workplaces created environments where disclosing a disability felt like a step towards better support, not a risk to your career. Supporting disclosure in the workplace isn’t just about compliance or policy—it’s about fostering trust and understanding. To create an inclusive culture, leaders and organizations need to embrace empathy, provide education, and offer clear processes for accommodations. A safe, welcoming space allows employees to thrive, not just survive, in their roles. One way to start? Implement non-discriminatory policies and lead by example. When leaders show genuine support, the entire team benefits. 📝 Tip of the Day: If you’re considering disclosing an invisible disability, start by gauging the culture of your workplace. Look for signs that your organization supports diversity and inclusion. When ready, focus on how accommodations could help enhance your productivity, not just your condition itself. For managers, your role is to listen, protect confidentiality, and work with the employee to ensure they have the tools to succeed. 👥 Ready to create a more inclusive workplace? It starts with small steps: empathy, support, and education. Let’s work together to remove the stigma around invisible disabilities. If you need help improving your leadership skills in this area, reach out to see how my coaching can help. #ADHDAwarenessMonth #DisabilityAwarenessMonth #InvisibleDisabilities #InclusiveWorkplace #Leadership #Neurodiversity #Empathy #Inclusion #Support