The Blog
When Inclusion Is Just Another Word for Control
This article critiques how many so-called inclusion efforts are actually systems of control that require autistic people to conform to neurotypical norms in order to be accepted. It explores how schools, workplaces, and therapeutic settings often use the language of care while enforcing compliance and masking, rather than creating accessible environments. True inclusion, the article argues, must center autonomy, access, and systemic change, not performance or assimilation.
Inclusion Shouldn’t Hurt: When DEI Work Is Just More Labor for Marginalized People
This article explores how many DEI efforts rely on the unpaid or underpaid labor of neurodivergent and marginalized staff to drive inclusion, placing an unfair emotional and logistical burden on those already navigating inaccessible systems. It highlights how organizations often perform progressiveness without making structural changes, leaving neurodivergent individuals to educate, advocate, and repair harm without real power or support. The article calls for a shift toward shared responsibility, genuine equity, and systemic change that centers value, repair, and accountability over optics.
We’re Not All Tech Bros: Expanding the Public Imagination of Autistic Identity
This article critiques the narrow, stereotypical portrayal of autism as primarily white, male, and tech-oriented, which erases the vast diversity of autistic experiences. It explores how media, clinical frameworks, and workplace initiatives reinforce this limited image, excluding autistic people who do not fit the expected mold. The article calls for a broader, more inclusive understanding of autistic identity that reflects the full spectrum of neurodivergent lives across gender, race, ability, and expression.
Why Autistic People Hate ‘Small Talk’ (And Why That’s Okay)
Autistic people often struggle with small talk because it feels unnatural, lacks depth, and requires rapid social processing that can be overwhelming. While neurotypical society views small talk as an essential social skill, many autistic individuals find more fulfillment in deep, meaningful conversations that allow for genuine connection. Instead of forcing ourselves to engage in draining surface-level interactions, we should embrace our natural communication style and advocate for social spaces where autistic ways of engaging are respected and valued.
Creating a Neurodivergent-Friendly Workspace at Home or in the Office
Creating a neurodivergent-friendly workspace, whether at home or in an office, requires intentional adjustments to accommodate sensory sensitivities, executive functioning challenges, and diverse work styles. Strategies such as customizable lighting, noise control, flexible seating, structured task management, and inclusive communication practices can significantly improve productivity and well-being for autistic and ADHD individuals. By recognizing and valuing neurodivergent needs, workplaces can foster more accessible, supportive environments where all employees can thrive without compromising their comfort or authenticity.
Why We Need to Talk About Workplace Bullying Against Neurodivergent Adults
Neurodivergent adults face widespread workplace bullying due to rigid professional norms, lack of accommodations, and systemic biases that label them as difficult or incompetent rather than recognizing their differences. This mistreatment often takes subtle but damaging forms, including exclusion, micromanagement, and manufactured incompetence, leading to burnout, job loss, and long-term psychological harm. Addressing this issue requires systemic change, including stronger workplace protections, neurodiversity-affirming policies, and a cultural shift toward valuing diverse ways of thinking, working, and communicating.
Why “Just Ask for Accommodations” Doesn’t Work for Most of Us
The advice to "just ask for accommodations" oversimplifies the complex barriers neurodivergent employees face, including fear of discrimination, inaccessible policies, and workplace stigma. Even when accommodations are granted, they are often ignored, resisted by management, or create tension with colleagues, leading to burnout and job loss. Instead of placing the burden on individuals to constantly self-advocate, workplaces must take systemic responsibility by proactively designing neurodivergent-friendly environments that support all employees equitably.
The Rise of Autistic Mutual Aid: How We’re Supporting Each Other When No One Else Will
Autistic mutual aid networks have emerged as essential support systems in response to the failures of government and nonprofit organizations to adequately serve autistic individuals. These grassroots efforts provide financial assistance, employment support, housing aid, healthcare navigation, and emotional solidarity, ensuring that autistic people have access to resources that traditional systems often deny them. By prioritizing community-driven care and lived experience, autistic mutual aid is reshaping disability support, proving that when institutions fail, autistic people step up to support one another.
The Cost of Being Autistic and ADHD in 2025: Inflation, Disability, and Economic Survival
Autistic and ADHD adults in 2025 face significant financial struggles due to employment discrimination, inadequate disability benefits, rising healthcare costs, and housing insecurity, all exacerbated by inflation. Many neurodivergent individuals experience job instability, barriers to accessing necessary support services, and economic precarity, often relying on mutual aid and community networks for survival. Without systemic policy changes to improve workplace protections, increase disability benefits, and expand affordable healthcare and housing options, neurodivergent individuals will continue to face disproportionate economic hardship.
Why Neurodivergent People Are More Susceptible to Workplace Bullying
Neurodivergent individuals are disproportionately targeted for workplace bullying due to power dynamics, ableism, and a lack of understanding about neurodivergent communication and work styles. Many workplaces prioritize neurotypical norms, forcing neurodivergent employees to mask, struggle with unclear expectations, and endure mistreatment that is often dismissed or justified. Protecting oneself involves recognizing the signs of bullying, setting boundaries, documenting incidents, and seeking support, while also pushing for systemic change that values neurodivergent workers for their strengths rather than forcing them to conform.
How to Design a Neurodivergent-Friendly Work Schedule
Traditional 9-to-5 work schedules often fail to accommodate the natural rhythms and cognitive strengths of neurodivergent individuals. The article explores strategies like flexible scheduling, energy mapping, and alternative work structures to align work tasks with your natural energy cycles and reduce stress. It also emphasizes the importance of self-advocacy and tailoring your work environment to support your unique sensory and cognitive needs.
5 Steps to Make Virtual Meetings More Inclusive
Virtual meetings can be overwhelming for neurodivergent individuals, but intentional adjustments can create more inclusive and accessible spaces. Providing clear communication ahead of time, embracing "come as you are" policies, and prioritizing sensory and cognitive accessibility help participants feel safe and supported. By balancing structure with flexibility and actively seeking feedback, meeting organizers can foster virtual environments where all participants can engage in ways that work best for them.
Is “Professionalism” Just Another Word for Neurotypical Compliance?
Professionalism is often framed as a neutral standard, but in reality, it enforces neurotypical norms that exclude neurodivergent professionals from fully participating in the workplace. Expectations around eye contact, small talk, rigid schedules, and networking reward those who naturally conform while penalizing those who communicate or work differently, leading to masking, burnout, and limited career advancement. To create a truly inclusive workforce, professionalism must be redefined to prioritize competence, ethical behavior, and flexibility over arbitrary social expectations that reinforce exclusion.
The Problem with “Fit”: How Hiring Bias Excludes Neurodivergent Professionals
Many hiring decisions are based on the subjective idea of "cultural fit," which often excludes neurodivergent professionals who do not conform to traditional workplace social norms. Unspoken biases in hiring processes favor neurotypical communication styles, leading to the rejection of highly skilled autistic and ADHD candidates simply because they do not present in expected ways during interviews. To create truly inclusive workplaces, companies must move beyond the vague notion of fit and instead focus on structured, accessible hiring practices that recognize and value neurodivergent strengths.
The Economic Cost of Ignoring Neurodivergent People in the Workforce
The exclusion of neurodivergent individuals from the workforce results in significant economic losses, as businesses miss out on their unique talents while governments bear the financial burden of unemployment and underemployment. Traditional workplace structures and hiring processes fail to accommodate neurodivergent workers, leading to high turnover rates, lost innovation, and decreased overall productivity. Creating inclusive work environments through accessible hiring, workplace accommodations, and systemic change would not only support neurodivergent individuals but also drive economic growth and business success.
Should You Disclose Your Diagnosis at Work? Weighing the Risks and Benefits
Deciding whether to disclose a neurodivergent diagnosis at work involves weighing the benefits of accessing accommodations and reducing masking against the risks of workplace stigma and discrimination. The decision should consider company culture, timing, and alternative ways to seek support without full disclosure. Ultimately, each neurodivergent individual must prioritize their well-being and professional needs while navigating disclosure in their work environment.