It is entirely possible to create social gatherings, spaces, and opportunities for connection and communion that affirm and meet the needs of neurodivergent people and people of all neurotypes. Ritual gives us meaning and purpose and offers a space to be part of something larger than ourselves. It provides us with the opportunity to witness each other in all of our humanity, to ask for help, and to help each other.

I'm seeing a lot of social media content that frames AuDHD (being an Autistic ADHDer) as akin to having two parts of oneself at war within one person.

The creators I see running with this narrative describe living with AuDHD characteristics as an obstacle or hindrance to living a normal life.

This short blog post is for anyone who has ever wondered what Disability Pride was or wished they had language to share with someone who has questions. Questions include “What is Disability Pride?”, “How can Able-Bodied people show respect for Disability Pride?” and more. I am an Autistic, ADHD, and Dyscalculic educator, writer, coach, and workplace strategist. The responses reflect my personal beliefs and do not necessarily reflect the mainstream or most common perceptions of Disabled and Neurodivergent people.

Discovering I'm autistic wasn't just a diagnosis; it was a profoundly liberating experience reflecting Resmaa Menakem's concept of "clean pain." In this deeply personal post, I explore my journey of unmasking – shedding the exhausting "dirty pain" of conforming to neurodominant expectations that never truly included me. I delve into why masking largely fails for Autistic people, especially those holding marginalized identities, and how the constant pressure to assimilate is a rigged game offering little reward. Drawing parallels to James Baldwin's insights, I challenge the harmful myth that progress means becoming "less autistic." Instead, I advocate for radical authenticity: designing lives aligned with our neurodivergent needs, setting boundaries, and demanding space. As an intersectional neurodiversity coach, I share how embracing this "clean pain" empowers us to thrive, connect meaningfully, and build communities where we truly belong. Read the full reflection on my journey below.

In this episode of ADHD reWired, host Eric Tivers and I discuss communication challenges in neurodivergent teams and how traditional workplace structures often fail to accommodate neurodiverse employees. We discuss common workplace miscommunication issues, the pitfalls of platforms like Slack for neurodivergent individuals, and how managers can strengthen workplace psychological safety.

In this episode, host Dana Daugherty explores grief, healing, and neurodivergence with her guest, Chris Hooten. Chris is a neurodivergent, intersex, and gender-expansive Trainer, Coach, and Strategist who works on workplace neurodivergence. Chris discusses neurodivergence as a framework that is people-centered, opens up the dialogue that is more affirming, and explores how neurodivergence and intergenerational trauma have impacted their own grieving and healing process.

It shouldn’t be a surprise that there’s a lot going on outside. Have you been outside? Things are rough. Rough rough. And almost as if on cue, I’ve heard from so many people, mostly with the same question…Are you OK? I’m from the American Midwest, where that question comes up daily. It’s almost instinct at this point. My friends, family, and even neighbors seem spellbound to ask.

Unfortunately, outdated assumptions—like “Neurodivergent workers don’t socialize well” or “Accommodations are too costly”—still plague workplaces, costing businesses innovation and creativity. Creating neuro-inclusive workplaces isn’t just about awareness; it’s about action. To remove barriers, we’ve got to be strategic. That’s why I’ve organized this list of the top 10 myths holding neurodivergent employees back. Ready to bust some myths? Let’s dive in.

In recent years, there has been increasing exposure to what it means to be Autistic from the perspectives of Autistic people. These narratives and voices have helped to offset the shame and sterile effect that a mostly medicalized discourse about Autism has had in the minds of Allistic (non-autistic) people. This is a positive in my view.

In this episode of the 3Peak podcast, we spoke with host Minos (Gerasimos) to explore neurodivergence and gender expansiveness in the workplace. Research has shown time and time again that these in-group / out-group dynamics hurt productivity, morale, and financial performance. And, of course, they take a significant toll on the health, agency, and well-being of the excluded person. Throughout our conversation, we analyzed the obstacles and solutions that enable inclusive workplaces to become gender and neuroinclusive. Listen to the episode!

This resource is credited to Nathan Chung, a leading Neurodiversity advocate, and Top LinkedIn Voice. He shared this research to highlight that “Women of color with ADHD face complex, often compounded challenges at work. The intersection of race, gender, and neurodiversity creates unique barriers, making it harder to thrive in professional environments.”

With the increase in anti-Trans legislation and the negative visibility of trans students on the national stage, teachers and school administrators are increasingly fearful and confused about what to do to support gender-expansive young people.

Read how gender and race influence our travel experiences. We list hidden influences, and you give examples of how subtle expectations on the part of travel and hospitality workers create experiential gaps and weaken customer trust.

Autistic and Allistic (non-Autistic) people communicate differently, and understanding how Autistic people communicate helps reduce miscommunication, preempt social challenges, and resolve conflict in workplaces, schools, and other spaces. Access a simple infographic that articulates communication differences and read a blog demonstrating the importance of understanding differences.

A Gender Transition Plan (GTP) is an accessible document that outlines an organization’s protections, policies, and other supports designed to facilitate a smooth and respectful transition on the part of those who undergo a change in gender, name, or pronouns. Use the decision tree below to learn whether your organization needs a gender transition plan.

I had a great discussion about equity with career expert Brien Convery on his podcast, Coffee With Convery. In the conversation, wediscussed the pivotal moments that led to the creation of my equity firm. I shared my 4-D Model of Neuro-inclusive Communication and other ways to advocate for inclusivity in teams, organizations, and communities.

We live in an era of information and identity pressure. Social media, political fracturing, and economic upheaval tend to facilitate division. Despite the hypervisibility of identity and cultural clashes, It is important to acknowledge that individuals who may have non-apparent identities, such as People of Color who pass as white, LGBTQ+ individuals, and those who are Neurodivergent, may choose not to disclose their identities or may be hesitant to do so.

Multiple studies have highlighted the challenges and disparities faced by Neurodivergent women, People of Color, and LGBTQ+ individuals in accessing appropriate services and support, both in childhood and adulthood. Here is…

Tune in to this thought-provoking podcast episode featuring a conversation between myself and Jonathan Lee, founder of Bridging Legacies Across Campus (BLAC). We discuss the challenges faced by students of color in the U.S. education system, equity leadership, and the advocacy for Neuro-inclusion.

Discover the secrets to gaining the trust of your team and learn key strategies and tactics that successful leaders use to inspire, motivate, and engage their teams. Trust is a critical element in building strong teams and achieving organizational success. Don't miss out on this valuable information!