Over time, more people will identify as neurodivergent and disabled (apparent and non-apparent) because society is becoming more disabling and feels less aligned with our innateness. In fact, ½ of Gen Z and ⅓ of Millennials identify as neurodivergent and disabled and are actively seeking neurodiversity-affirming experiences. Organizations and institutions that prioritize neuroinclusion and rise to meet the needs of the people they serve, will most certainly have a competitive advantage. 

Neurodiversity is the diversity of all minds, so every team and community is neurodiverse! Neuroinclusion is about collaborating and communicating across differences. Learning how to effectively engage, support, and empower a diversity of minds and bodies is a leadership core competency.

The key to creating cultures of neuroinclusion is to be proactive, implementing inclusive design for accessibility and using inclusive language for belonging. You do not have to wait for a problem before you create a solution. Be proactive in anticipating the access and support needs of your workforce, rather than putting people in a position where they have to disclose, explain their disability, or request accommodations. Use destigmatizing and depathologizing language, recognizing that language evolves and people should have the agency and autonomy to decide how they identify and how they define their unique strengths and challenges.

In this impactful and interactive presentation, Pasha offers the business and future case for creating cultures of neuroinclusion. She clearly defines key terms and the important paradigm shifts of the neurodiversity movement. She offers an actionable R.E.S.P.E.C.T. framework for leaders and educators to use in order to meet the access, support, and sensory needs of their students, teams, and communities.