Five places your people systems drop neurodivergent staff.
An estimated 15 to 20% of people are neurodivergent. A PDF does not onboard them.
Source: Doyle (2020), British Medical Bulletin, 135(1).
- Hiring
- Onboarding
- Meetings
- Feedback
- Accommodation
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Here they are.
Hiring
Interviews that score eye contact and small talk screen out people who can do the job.
Ask: What does this interview measure that the job does not need?
Onboarding
The rules that matter most are the ones nobody wrote down.
Ask: Which rules here are never written anywhere?
Meetings
The fastest voice wins the room. The best idea may not be the fastest.
Ask: How does someone contribute without interrupting?
Feedback
Hints and tone carry the message. Not everyone receives hints.
Ask: Would this feedback make sense written down, word for word?
Accommodation
A form, a diagnosis and a wait. The burden of proof sits with the person who needs the help.
Ask: What could be the default, so nobody has to ask?
Your accessibility statement is not a system.
Ryan Perez is autistic, ADHD and dyslexic, and was diagnosed at 41. He spent twenty years building systems inside rooms that were never designed for his brain. Now he shows people teams how to build theirs around the staff they keep losing.
What people leaders said afterwards.
“A pattern-thinker who sees what the rest of us miss. His framing of “activation over accommodation” reframed our entire DEI approach.”
“Every time we have Ryan Perez speak with the community at Virtual Gurus we always walk away with so many gems. If you're looking for someone to speak to your community about how to embrace different ways of thinking, I cannot recommend Ryan enough.”