These Great Minds August 2024
What does neuro-inclusive language mean to you?
There was a moment during this year’s Neurodiversity Celebration Week webinar that had everyone chuckling.
As the panellists were discussing neuro-inclusive language, one of the panellists, Anne D. Ferguson, used the idiom “throwing yourself under the bus.” She quickly caught herself and explained what she meant. This lighthearted moment was a great reminder of how idioms and acronyms can weave their way into our conversations and the importance of practising clear and mindful communication.
👋 Welcome back to These Great Minds! We hope you’re enjoying the summer and finding some time to relax. In this edition, you’ll have the chance to reflect on your own preferences as a neurodivergent professional and gain actionable insights for bringing neuro-inclusive language practices into your workplace.
People-first language or not?
Which of these do you prefer?
🧠 a person with neurodivergence or,
🧠 a neurodivergent person?
Recently, I came across a survey where 75% of people preferred person-first language. For many, terms like “people with dyslexia” are preferred over labels like “dyslexics” because they emphasise the person before the condition. This is an example of “person-first” language, which emphasises the person before the condition. It is widely used in many contexts to avoid defining individuals solely by their condition.
However, I also read a powerful perspective from someone who feels differently:
“Personally, my issue with person-first language is only that it sounds euphemistic, which I think is patronising. The exception would be ADHD as there isn’t really an adjective for this disorder like there is with autism.”
This struck a chord with me because it underscores an important point: navigating neurodivergence is deeply personal. Just as we highlighted in our previous newsletter, there isn’t a one-size-fits-all approach here. The experiences of neurodivergent individuals are varied, and so are the ways people prefer to identify.
Neurodivergent, neurodivergence, or neurospicy? 🌶️
Some people have mixed feelings about the term “neurodivergent” and prefer alternatives like “neurodiversity” or even the newer, more playful term “neurospicy.” But what do these terms really mean, and how do they differ? Check out our new YouTube series, Neurodiversity Explained, to find out!
“FYI, the project is in the pipeline.”
How often do you find yourself lost in a conversation at work because of these phrases? I know I do—A LOT.
⛔ FYI, the project is in the pipeline.
✅ For your information, the project is being planned.
⛔ Let’s circle back to this
✅ Let’s revisit this later.
⛔ Are we on the same page?
✅ Does everyone understand/agree on the topic?
Idioms, acronyms, and jargon can be really confusing for neurodivergent individuals. So next time we’re in a conversation with a colleague, let this be a friendly reminder to ensure our words are easy to understand for everyone.
What do you think of the term “disorder”?
While reflecting on the impact language has on us, I keep thinking about a comment from a recent study:
“I use ADHD because people understand what that is. But I really hate the word disorder.”
I totally get where they’re coming from. The term “disorder” does have a negative connotation and can make neurodivergent individuals feel like there’s something ‘wrong’ with them—but you and I both know that’s not the case.
The survey data shows that many people resonate more with terms like “neurodivergence” rather than with “condition,” “difference,” or “disorder.” To me, neurodivergence is such a powerful word — it recognises the uniqueness in all of us without limiting us to a label.
Whatever words feel right to you, they should uplift you and reflect your true self. That’s what truly matters.
Let your story be heard
✨ Share your story with the community ✨
Next month, we’ll delve deeper into our lived experiences and connect the dots between mental health and neurodiversity. Our community of neurodivergent professionals would love to hear your lived experience on this topic, and we can help your story to be heard by featuring it in our next issue (anonymously if you prefer).
Does your workplace embrace neuro-inclusive language practices?
🪞 Let’s take a moment to reflect
This month, I invite you to consider how neuro-inclusive practices are being integrated into your workplace. Are there accommodations in place that make your daily routine easier? Is there open dialogue about neurodivergence, or perhaps resources and training on neuro-inclusive language that promote understanding and respect among your colleagues?
👁️🗨️ Have an open conversation with your employer
Ideally, your manager or HR representative should have already initiated a discussion about how to best support your neurodivergence. If that conversation hasn’t happened yet, don’t hesitate to start it yourself—if you feel comfortable. Remember, in the UK, employers are legally obliged to make reasonable adjustments to support neurodivergent employees. If you’re unsure where to begin, you might find it helpful to explore the Access to Work (ATW) scheme, which offers funding and support for workplace accommodations. Our free comprehensive guide is here to help you navigate the process step by step!
💗 Remember, you’re not in this alone
Every month, we release a new edition of our free resource, Inclusive Workplaces, on LinkedIn. It’s tailored to help HR, DEI, and inclusion professionals build more supportive environments for neurodivergent individuals like you. Over 1000+ professionals are already using this resource to drive positive change in their organisations.
✨ We would love to hear your thoughts about our newsletter. ✨
This month’s edition focused on neuro-inclusive language practices, which ties directly into what we’re discussing here today.
Why not drop a friendly message to your HR team and share this resource? It’s a simple step towards ensuring your workplace is as inclusive and supportive as it can be.
Thanks for joining These Great Minds!
Whether you’re already a big fan of our work or stumbled upon our newsletter on social media, I’m really excited that you’ve joined us from the beginning of this initiative! That said, our community is just starting to bloom. Feel free to recommend our newsletter to your peers if you think they’d find it valuable.
Looking forward to speaking you again next month! Subscribe now to receive the next edition. 📩
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Have you had a conversation with your employer about your preferences yet? Let’s reflect on the impact of inclusive language in your workplace and explore practical tips to ensure your environment is truly supportive and understanding.