'Embracing Neurodiversity' with Samantha Hiew
In this episode of the Connected Leadership Podcast, Andy Lopata engages in a riveting dialogue with Samantha Hiew, an award-winning social entrepreneur, founder of ADHD Girls, and a reputed scientist. As a person diagnosed with ADHD, Tourette's, dyspraxia, and autism, Samantha shares her thought-provoking insights on the subject of neurodiversity. Neurodiversity covers a spectrum of neurodevelopmental conditions, including ADHD, autism, dyspraxia, and dyslexia. Participants' perception, learning, and information processing are all affected by these variances in brain function, which manifest uniquely in different individuals. However, Samantha emphasises that prevalent misconceptions and stereotypes, largely amplified by media and cultural portrayals, still tend to distort the narrative of neurodiversity. Assessing media representations of neurodiversity, Samantha notes that while they have garnered visibility, they often perpetuate inaccurate stereotypes. The conversation shifts to addressing portrayals of varied neurodivergent experiences in newer Asian productions such as The Extraordinary Attorney Woo, which authentically reflect the struggles neurodivergent individuals face. Samantha underscores the significance of an inclusive work environment that accommodates neurodiversity. From a workplace perspective, she underscores the significance of creating an inclusive environment that accommodates neurodiversity. An essential part of this involves offering reasonable adjustments tailored to individual needs, particularly those relating to executive functioning. These adaptations can help individuals manage their emotional regulation, organisation, and other interactions with their teams. Moreover, fostering a sense of belonging, psychological safety, and valuing an individual’s contribution are all quintessential to supporting neurodivergent people and enabling them to thrive in the workplace. The discussion then turns to terminologies related to neurodiversity, particularly whether it should be considered a 'disability.' Samantha sees this term as failing to encapsulate the essence of the neurodiversity experience and believes that the issue arises from society's inaccessible systems disadvantaging neurodivergent individuals. With reference to the increased recognition of neurodivergence, Andy inquires if individuals may be overly self-labelling due to heightened awareness. Samantha responds by highlighting the challenges faced by many neurodivergent individuals in correctly labelling their conditions and receiving adequate support. She asserts that while individuals may seek labels to understand their experiences, implementing them in daily interactions and advocating for themselves on their own can be daunting. Effective communication of neurodiversity in the workplace becomes a critical discussion point. The tools for self-identification are important, but often the language to express the experiences and needs associated with neurodivergence is elusive. Samantha suggests establishing safe spaces and incorporating neurodiversity education into workplace training to support neurodivergent individuals and eliminate associated shame. Overall, this episode explores the landscape of neurodiversity, championing the need to understand, embrace, and celebrate it rather than seeing it as a challenge to be handled. Samantha’s thoughtful insights underline the need for education, understanding, and acceptance for neurodivergent individuals to successfully navigate and thrive within their professional environment. BONUS CONTENT Psychology Today 'How to Build Strong Relationships with Neurodivergent People' by Andy Lopata https://www.psychologytoday.com/us/blog/connected-leadership/202307/how-to-build-strong-relationships-with-neurodivergent-people-1