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.

Neuro-inclusive Core competencies are demonstrated capacities rooted in knowledge, skills, and self-awareness that enable neuro-inclusive leaders and organizations to remove barriers and affirm the strengths of neurodivergent people, organizations, and communities. These practices emphasize neuro-inclusion, accessibility, and respect for the autonomy and dignity of neurodivergent people.

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Unfortunately, outdated assumptions—like “Neurodivergent workers don’t socialize well” or “Accommodations are too costly”—still plague workplaces, costing businesses innovation and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.

Last year, I discovered that I am Intersex. I choose to use the word discovery in place of diagnosis to underline that, for me, this is a profound experience not rooted in medicalization and science. The most impactful part of this discovery has been the shift in how I understand myself as a social being. But before I dive into that, I’ll first share how exactly I came to this self-discovery.

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!

We have to grapple with the reality that White women athletes who conform to and fit within our collective understandings of gender and femininity do have an unearned advantage when it comes to the treatment that they receive both in and outside of the field or the track or the swimming pool or the ring. Black women athletes face additional unearned disadvantages because of the legacy of eugenics and sexual dimorphism which are the foundation for misogynoir and shapes impacts how Black women atheletes are treated by sports reporters, fans, sponsors, and members of the general public.

Research shows that small changes in body language can significantly impact individual and social behavior, perception, and mood.

Recent surveys have shown that marginalized people —like neurodivergent, transgender, or people from non-European backgrounds—are feeling increased levels of stress as we approach the U.S. presidential election. This doesn’t have to happen and it’s a serious public health challenge. Ideally, there would be a widespread effort to curb this stress, but the lack of attention does not mean we can’t take action to mitigate the damage. In my coaching practice, I offer a simple technique to help clients who are dealing with stress or the effects of vicarious trauma in their daily lives. I call this technique “S.N.A.P.S.,” which I’ve adapted from Resmaa Menakem’s “Five Anchors.” It’s designed to empower and support individuals during these tense times.

October 26th is Intersex Awareness Day. Intersex people like myself often get left out of discussions about bodily autonomy and sexism, but we should not. There is a great deal of misunderstanding about the experiences of Intersex people, and no one person can speak for the Intersex community. But here are a few facts or things to keep in mind:

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.

In my experience, August and September are the months when people start to return to their routines. This makes October an ideal time to launch equity events such as leadership training, "Lunch and Learns," speaker series, and other initiatives. October is busy, and it can be challenging to determine which equity holidays or events to prioritize for your organization. To help with this, I've created a simple infographic.

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.

This Resource Guide includes concrete skills and resources to help Non-Black people interrupt misogynoir without causing further harm.

Eugenics and Transphobia Sully the Olympics