Photo by Tara Winstead on Pexels I am aware that we need to tackle the systemic issues to increase accessibility for neurodivergent individuals in the workplace and foster neuroinclusion. These are a vital aspect of ensuring that workplaces are welcoming rather than hostile to neurodivergent people. However, to effectively tackle workplace inequities requires individuals who have what Hannah Breslin refers to as a neuroaffirming philosophy and mindset.   Leaders, in particular, have a...

Image by Anna Shvets on Pexels For the past two years, I have been studying what it is like to be neurodivergent in a world where difference is unwelcome in many places. This was prompted by an uncomfortable experience for me when I realised that despite my best intentions, my behaviours did not always lead to others feeling safe to be themselves in my presence. I thought I was being compassionate and caring towards a neurodivergent individual who had asked for accommodations on a coaching...

by Hannah Breslin and Joan van den Brink Image by lil artsy on pexels The majority of coaching training programmes are informed by the Western world and, by default, tend to be developed with neurotypical coaches and clients in mind. Whilst there are a myriad ways of coaching, they are underpinned by some core tenets of coaching presence, deep listening and supporting the client to reach new levels of understanding about themselves in relation to the topic they bring to the session. All...