Mira’s Post

https://lnkd.in/eKJpYTBa "We are not the health service. It’s not our job, as employers, to step in where diagnosis should be part of our health infrastructure. Our job is to simply ask ‘how can I support you to work at your best?’" Great article in People Management magazine from our CRO Nancy Doyle, implementing reasonable adjustments is often seen as a minefield, by making changes to our HR processes and focusing on universal design it doesn't need to be! #HumanResources #Neurodiversity #DiversityAndInclusion

Neurodiversity awareness is increasing, and many businesses are embracing the benefits of employing neurodivergent staff. However, there's still a long way to go. Our latest guide considers how you can support neurodiversity in your business. https://lnkd.in/etunJVYE #neurodiversity #diversityandinclusion #workplaceinclusion #mentalhealthsupport #inclusiveworkplace #neurodivergenttalent #flexibleworking #cognitivediversity #neurodiverseworkforce #inclusivehiring #mentalhealthawareness #neurodiversityatwork #diversitymatters #supportingneurodiversity #accessibleworkplace #neuroinclusion #assistivetechnology #healthinsurance #workplaceadjustments #employeesupport #globacare

Did you know that 15-20% of the population is neurodivergent? Read our latest Pathfinder article to learn more about neurodiversity and how breaking down stigmas can benefit your organization: https://ow.ly/kUoq50SU3T6 #Neurodiversity #DiversityandInclusion #WorkplaceInclusion

Great thoughts and reminders for real #DisabilityInclusion for the workplace. Remember it's not about the diagnosis, it's about the need so everyone can be at their best and reach their full success potential! 👇👇👇 #DEIA #DEIB #DEI #InclusionMatters #AccessMatters #DisabilityAwareness

On this #iwd2024 I'm thinking about how women are at higher risk for burnout and psychological, emotional, and physical stress in the workplace than their male counterparts. This excellent article outlines how many factors at work lead to heart problems for women, and some excellent approaches workplaces can take to lower that risk. Flexible work is high up there. So is investing in psychological safety at work - taking real steps to ensure that no one is at risk of judgment, stonewalling, bullying, etc. https://lnkd.in/eFtpKTjp

Breaking the pressure to be perfect! 💪 The pressure to excel both at home and in the workplace is a challenge many women in medicine face. This dual burden can take a toll, leading to burnout if not addressed. It’s time to recognise the weight we carry and start conversations about realistic expectations and self-care. Let’s support each other in acknowledging these pressures and finding ways to navigate them without compromising our well-being. #WomenInMedicine #BurnoutAwareness #SelfCare #Empowerment #WorkLifeBalance

Here's why you shouldn't insist on a diagnosis before offering workplace adjustments: 👉🏻 the diagnosis process is inaccessible with huge waiting lists 👉🏻 very few people have access to a private diagnosis 👉🏻 the diagnostic criteria are biased and don't fit everyone 👉🏻 a lot of people don't what to have to go through the trauma of reliving experiences in order to get diagnosed So if you're waiting for a diagnosis to support your neurodivergent employees, don't. Your employees deserve to be supported, included and enabled to thrive regardless. #Neurodiversity #DisabilityInclusion #Inclusion #ReasonableAdjustments

All of this!! I have too many clients who are asked invasive questions about their protected health information, questions a workplace has no business asking, demanding documentation before even considering accommodations. And when they finally do, they counter offer with a much less helpful set of solutions. Companies: when someone comes to you with accommodations to implement, they are not trying to trick you or game the system or get out of doing their job - quite the opposite, they want the support needed to do their job and well! If they didn't care about the work, they wouldn't be invested in creating accessibility for themselves. So please stop policing accommodations requests & process and start practicing neuroinclusion accessibility.

You don't need a diagnosis to access reasonable adjustments at work and the government's access to work scheme... 🌟 But it can help and sometimes workplaces do still ask... ⚡ Before you disclose do a little bit of research. Check if your workplace has a policy / procedure for disability / reasonable adjustments and have a read of the advice offered by the charity Scope. Also, Jess has some great tips about this too so do read her post and follow! ☺️ 💬 What has been your experience of disclosing and asking for reasonable adjustments? #Disability #Disclosure #ReasonableAdjustments

Adding to this list one that's been so maddening I've been harassing legislators about it: childhood diagnoses may not have paper trails. If you're taken for something like this when you're younger, all of the consent paperwork about privacy and your rights to documentation and so forth are actually getting handled by your parents. (And they're assumed to be responsible when that's happening, but given the entire nature of referring children for mental health services, maybe that's a faulty presumption to start with?) And just as critically, there are no requirements that any of the facilities doing this work bother to even keep your contact info, let alone actually inform you when you come of age that you have the right to these records. Or that they only retain them up to a certain point. Or that there might be reasons you would want them even if you never want to microdose an amphetamine again. Like the absence of these documents, from when you were *10,* leading some HR "professional" to accuse you of calling it a "self diagnosis," while also needing to make specific note of your "mannerisms" multiple times. 😒