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Workplace NeuroDiversity Rising
Having a supportive environment can be the difference between employee success and failure. When we supoport the diverse minds within an organization, everyone on the team benefits (because much of what is necessary for NeuroDivergent success, will benefit everyone in a company). That's why I've written ths handy guide for you, to help empower other people and organizations to consider what they can do to support NeuroDivergent employees. This book is designed to be read front to back, but is also organized in sections, to allow you to skip to your organizaton's specific problem areas (since every organization is unique). I've also included a handy glossary of terms at the back of this book.
209 pages, Paperback
Published November 21, 2022
58 people are currently reading
388 people want to read
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Displaying 1 - 16 of 16 reviews
February 13, 2023
This ended up not being quite what I thought it was going to be. I'm neurodiverse and was looking for a guide on navigating the corporate world without masking and burning out. This is more of a guide for employers on how to create more inclusive spaces, which is also valuable, just not what I personally need at this moment. Also, although the author explained that they are prone to typos and written mistakes because they see the bigger picture I found the large number of errors distracting and wish the author had taken the time to have someone proofread before publication. However, the information is useful and if you can ignore typos I would recommend sharing this with decision makers in the HR world. As for me, I will have to keep searching for the guide I actually need.
December 26, 2022
Valuable information. Transition to print lacking.
This book has valuable information for creating and NeuroInclusive workplace. I was pleasantly surprised that it isn't only high-level information. The author includes actionable steps to create an inclusive workplace for neurodivergent people.
However, the transition from ebook to print is lacking. Sections the author refers to in the text are only in quotation marks( (""), so you aren't sure what section you need to go to. Hyperlinks in the ebook don't have references so that you can look up studies.
Finally, the author has a survey for your organization, but in the print book, it is only underlined where the hyperlink is in the ebook, with no instructions on how to find it in the print book. I would love to have this resource!
I would love to see a second edition released after editing the print book to have equal information and experience as the ebook.
This book has valuable information for creating and NeuroInclusive workplace. I was pleasantly surprised that it isn't only high-level information. The author includes actionable steps to create an inclusive workplace for neurodivergent people.
However, the transition from ebook to print is lacking. Sections the author refers to in the text are only in quotation marks( (""), so you aren't sure what section you need to go to. Hyperlinks in the ebook don't have references so that you can look up studies.
Finally, the author has a survey for your organization, but in the print book, it is only underlined where the hyperlink is in the ebook, with no instructions on how to find it in the print book. I would love to have this resource!
I would love to see a second edition released after editing the print book to have equal information and experience as the ebook.
December 7, 2024
This book isn't perfect but in a way, that's the point. Neurodivergent employees have a lot to offer, even when they may need accommodations or work in ways that others are not used to.
Typos and errors in editing and formatting are particularly distracting for me, although it provides an interesting opportunity to stretch a comfort zone or adjust expectations while we're talking about neurodiversity and we can acknowledge that the message still gets across without having perfect spelling, punctuation, or grammar 100% of the time.
Lyric acknowledges in the book that they struggle with proofreading, despite taking proofreading classes, due to hyperlexia which lets them process whole paragraphs at once while struggling to focus in on smaller details within the overall information. A past employer really harped on this area of weakness leading to extreme anxiety for Lyric trying to reread and proof emails dozens of times before sending, despite normally preferring written communication, and that anxiety continued for years even after moving on to a more neurodiversity affirming workplace that simply had a designated proofreader available to and encouraged for everyone working on client projects, and just letting small errors on internal communication pass without fuss.
Notes:
- Neuroinclusive organizations benefit everyone.
- An organizational culture driven by strong, clearly communicated values will be cohesive and successful.
- Beware that "culture fit" doesn't covertly or accidentally exclude minority groups or become discrimination.
- Always use Neurodivergent sources for training and work on Neurodiversity, whether someone on your team feels comfortable and equipped to provide this or you need to hire outside consultants.
- Consider differences in both communication output (nonspeakers, AAC, sign language, stronger communication in writing, etc.) and communication input (spoken vs written instruction, auditory processing difficulties, dyslexia, etc.) as well as processing time and direct vs indirect communication styles.
- Honesty, trust, emotional safety, vulnerability, allowed to be human and have weaknesses and emotions, reject toxic positivity, omnidirectional accountability, lead by example.
- Focus on people's strengths and pair people with complementary strengths and weaknesses to work together, instead of punishing people for their weak areas or emphasizing shortcomings.
- Some people may not even know they are neurodivergent, have a framework for understanding their experiences, or know how to advocate for their needs, so having an inclusive workplace allows everyone to thrive regardless. It also means that ND employees don't have to be separated into special programs and can have their work environment optimized without exposing themselves to stigma or even if they aren't aware of being ND. Inclusion, not segregation.
- Be open to flexibility instead of clinging to "this is how we've always done it."
- Provide communication (instructions, meeting agendas/summaries, etc.) in multiple formats, spoken and written. This allows for differences in communication, provides the opportunity to look back at info one may not remember, and can make it easier to clarify instructions and expectations.
- Every person, ND or NT, will have different sensory needs and preferences. Allow them to adjust their environment whenever possible. Consider the 5 senses plus proprioception and vestibular sense (regarding body position and movement) when designing spaces and activities.
- Let people know that they are welcome to speak up for their needs and that you will work with them to the fullest possible extent.
- ND people may have more variability in their work pace, either hyperfocusing for a long time and then needing a long break/crash afterward, or needing lots of small breaks throughout their work to continue being productive.
- “People need to be accepted as their whole person–both strengths and weaknesses. Hiding parts of who I am was preventing me from moving forward in life and getting help when I needed it.”
- Creating your work environment and policies to be neuroinclusive without requiring diagnosis and formal requests to access can benefit everyone, and also prevents NDs from being stigmatized or seen as getting special treatment when these changes can be applied to everyone and enjoyed by NTs as well.
- “NeuroDivergent people are the modern workplace version of canaries in the coal mines. We can be more sensitive to our environments, and may even become physically and/or mentally unwell in a toxic setting, before NeuroTypical people do.”
- The pandemic accelerated changes to today's workforce where workers expect more from employers and are not willing to be exploited or continue working in toxic environments. Mental health and work-life balance are more prioritized. More human-focused workplaces can reduce their employee burnout and turnover and increase retention.
- "Employee burnout isn't an employee problem, it's an employer problem." Employees who burn out are more likely to be the ones who care about their work and perform highly, but don't receive the support to rest and recover or aren't recognized for their efforts.
- "NeuroDivergent people cannot thrive in workplaces that treat them like machines and not people. Even NeuroTypical people, who may fare better for longer, will eventually become miserable, and therefore less productive, in exploitative environments."
- What offers, flexibilities, and allowances can you make with PTO? How are you ensuring that people feel safe and encouraged to use the time off they’re entitled to rather than feeling guilty or covering for others and then burning out?
- How can you be flexible with start times, hours, and work days?
- Reduce unpredictability and changes to routines. Give as much advance notice and adjustment time as possible when changes are necessary.
- Interview Processes
-- See how traditional interview processes usually reward the people who can best sell themselves rather than the people who will do the job best.
-- Provide written interview questions in advance. Consider allowing applicants to respond in writing or by recording rather than on the fly.
-- Be upfront about the timeline and expectations for the hiring process. Don’t play games getting applicants to chase you. Have a standardized hiring process.
-- Make sure your job descriptions are clear and updated often. Be transparent about tasks so employees can also decide if they’ll be a good fit. Ensure all essential functions are in the job description and remember you’re legally required to provide reasonable accommodations.
-- Examine how the applicant’s values and skills align with the organization’s values and needs; don’t get hung up on perceived culture/personality fit.
-- Be aware of potential for discrimination and don’t set yourself up for legal repercussions.
- Transparency!
-- Teamwork, not us vs them.
-- Be upfront about tasks and expectations so employee and role can be a good fit.
-- Written expectations/policies/handbooks, regularly updated
-- Explanations behind processes and tasks
- ND people may take more time to settle in to a new company/role/task.
-- What accommodations and adaptive technologies may help them learn new procedures
- Leadership should be about building trust across all levels of an organization and supporting people to do their best work, not about authority and blind obedience.
- In addition to improving your hiring processes for ND employees, don’t forget that there are likely multiple ND employees in your organization already, whether they’re comfortable sharing that with you or whether they’re even aware of it themselves.
- Lyric’s top 3 tips: The most important thing is to start somewhere; take it one step at a time. Rewriting policies can be great, but don’t forget about organizational culture. If you don’t know where to start, speak with your team and allow anonymous feedback.
Typos and errors in editing and formatting are particularly distracting for me, although it provides an interesting opportunity to stretch a comfort zone or adjust expectations while we're talking about neurodiversity and we can acknowledge that the message still gets across without having perfect spelling, punctuation, or grammar 100% of the time.
Lyric acknowledges in the book that they struggle with proofreading, despite taking proofreading classes, due to hyperlexia which lets them process whole paragraphs at once while struggling to focus in on smaller details within the overall information. A past employer really harped on this area of weakness leading to extreme anxiety for Lyric trying to reread and proof emails dozens of times before sending, despite normally preferring written communication, and that anxiety continued for years even after moving on to a more neurodiversity affirming workplace that simply had a designated proofreader available to and encouraged for everyone working on client projects, and just letting small errors on internal communication pass without fuss.
Notes:
- Neuroinclusive organizations benefit everyone.
- An organizational culture driven by strong, clearly communicated values will be cohesive and successful.
- Beware that "culture fit" doesn't covertly or accidentally exclude minority groups or become discrimination.
- Always use Neurodivergent sources for training and work on Neurodiversity, whether someone on your team feels comfortable and equipped to provide this or you need to hire outside consultants.
- Consider differences in both communication output (nonspeakers, AAC, sign language, stronger communication in writing, etc.) and communication input (spoken vs written instruction, auditory processing difficulties, dyslexia, etc.) as well as processing time and direct vs indirect communication styles.
- Honesty, trust, emotional safety, vulnerability, allowed to be human and have weaknesses and emotions, reject toxic positivity, omnidirectional accountability, lead by example.
- Focus on people's strengths and pair people with complementary strengths and weaknesses to work together, instead of punishing people for their weak areas or emphasizing shortcomings.
- Some people may not even know they are neurodivergent, have a framework for understanding their experiences, or know how to advocate for their needs, so having an inclusive workplace allows everyone to thrive regardless. It also means that ND employees don't have to be separated into special programs and can have their work environment optimized without exposing themselves to stigma or even if they aren't aware of being ND. Inclusion, not segregation.
- Be open to flexibility instead of clinging to "this is how we've always done it."
- Provide communication (instructions, meeting agendas/summaries, etc.) in multiple formats, spoken and written. This allows for differences in communication, provides the opportunity to look back at info one may not remember, and can make it easier to clarify instructions and expectations.
- Every person, ND or NT, will have different sensory needs and preferences. Allow them to adjust their environment whenever possible. Consider the 5 senses plus proprioception and vestibular sense (regarding body position and movement) when designing spaces and activities.
- Let people know that they are welcome to speak up for their needs and that you will work with them to the fullest possible extent.
- ND people may have more variability in their work pace, either hyperfocusing for a long time and then needing a long break/crash afterward, or needing lots of small breaks throughout their work to continue being productive.
- “People need to be accepted as their whole person–both strengths and weaknesses. Hiding parts of who I am was preventing me from moving forward in life and getting help when I needed it.”
- Creating your work environment and policies to be neuroinclusive without requiring diagnosis and formal requests to access can benefit everyone, and also prevents NDs from being stigmatized or seen as getting special treatment when these changes can be applied to everyone and enjoyed by NTs as well.
- “NeuroDivergent people are the modern workplace version of canaries in the coal mines. We can be more sensitive to our environments, and may even become physically and/or mentally unwell in a toxic setting, before NeuroTypical people do.”
- The pandemic accelerated changes to today's workforce where workers expect more from employers and are not willing to be exploited or continue working in toxic environments. Mental health and work-life balance are more prioritized. More human-focused workplaces can reduce their employee burnout and turnover and increase retention.
- "Employee burnout isn't an employee problem, it's an employer problem." Employees who burn out are more likely to be the ones who care about their work and perform highly, but don't receive the support to rest and recover or aren't recognized for their efforts.
- "NeuroDivergent people cannot thrive in workplaces that treat them like machines and not people. Even NeuroTypical people, who may fare better for longer, will eventually become miserable, and therefore less productive, in exploitative environments."
- What offers, flexibilities, and allowances can you make with PTO? How are you ensuring that people feel safe and encouraged to use the time off they’re entitled to rather than feeling guilty or covering for others and then burning out?
- How can you be flexible with start times, hours, and work days?
- Reduce unpredictability and changes to routines. Give as much advance notice and adjustment time as possible when changes are necessary.
- Interview Processes
-- See how traditional interview processes usually reward the people who can best sell themselves rather than the people who will do the job best.
-- Provide written interview questions in advance. Consider allowing applicants to respond in writing or by recording rather than on the fly.
-- Be upfront about the timeline and expectations for the hiring process. Don’t play games getting applicants to chase you. Have a standardized hiring process.
-- Make sure your job descriptions are clear and updated often. Be transparent about tasks so employees can also decide if they’ll be a good fit. Ensure all essential functions are in the job description and remember you’re legally required to provide reasonable accommodations.
-- Examine how the applicant’s values and skills align with the organization’s values and needs; don’t get hung up on perceived culture/personality fit.
-- Be aware of potential for discrimination and don’t set yourself up for legal repercussions.
- Transparency!
-- Teamwork, not us vs them.
-- Be upfront about tasks and expectations so employee and role can be a good fit.
-- Written expectations/policies/handbooks, regularly updated
-- Explanations behind processes and tasks
- ND people may take more time to settle in to a new company/role/task.
-- What accommodations and adaptive technologies may help them learn new procedures
- Leadership should be about building trust across all levels of an organization and supporting people to do their best work, not about authority and blind obedience.
- In addition to improving your hiring processes for ND employees, don’t forget that there are likely multiple ND employees in your organization already, whether they’re comfortable sharing that with you or whether they’re even aware of it themselves.
- Lyric’s top 3 tips: The most important thing is to start somewhere; take it one step at a time. Rewriting policies can be great, but don’t forget about organizational culture. If you don’t know where to start, speak with your team and allow anonymous feedback.
January 23, 2025
This book is...strange. Out the gate, it wasn't what I expected. That issue is more on me than Lyric, but when I picked up the book I anticipated a guide for neurodivergent folks to find success in the workplace. The book actually seems to be directed at leaders within companies and provides a guide for how to encourage neurodiversity within an existing organization. I think having a resource for employers to turn to when looking to encourage neurodiversity within their workplaces is a great idea, however I do think the book could do a better job at presenting itself as the resource that fills that role. Within the book, I was distracted by numerous typos and grammatical errors. As many other reviews here have pointed out, Lyric addresses this as an area of struggle, but I do think cleaner presentation could help the book feel easier to digest. I also noticed a habit of explaining an issue, but not providing many examples. Throughout the early chapters, we're told that neurodivergent people are treated differently than their neurotypical peers and that things that are easy to neurotypicals can come with difficulty for those who are neurodivergent. I believe these statements and have experienced them firsthand myself, but I found the text to be lacking sufficient examples of these instances to convince someone who disagreed with them of their validity.
There is value to be found in the book. Near the end, Lyric provides a list of common diagnoses a neurodivergent individual might receive; and then provides technological and other resources that would be beneficial to an individual who had received such diagnosis. I found this section to be the most actionable. This book could be very beneficial to an employer who is open minded about neurodiversity, however, I don't think it would convince someone to change the way they ran their organization if they weren't open to the idea of making changes initially. I don't think it would change someone's mind if they weren't already ready to make a change, and I think that is the book's biggest flaw. Lyric is right, everyone, neurotypical and neurodivergent alike, would benefit from a restructuring of how we view work culture in America. I just don't think this book is the one that will change the minds of stubborn work mules.
There is value to be found in the book. Near the end, Lyric provides a list of common diagnoses a neurodivergent individual might receive; and then provides technological and other resources that would be beneficial to an individual who had received such diagnosis. I found this section to be the most actionable. This book could be very beneficial to an employer who is open minded about neurodiversity, however, I don't think it would convince someone to change the way they ran their organization if they weren't open to the idea of making changes initially. I don't think it would change someone's mind if they weren't already ready to make a change, and I think that is the book's biggest flaw. Lyric is right, everyone, neurotypical and neurodivergent alike, would benefit from a restructuring of how we view work culture in America. I just don't think this book is the one that will change the minds of stubborn work mules.
March 27, 2025
The author eventually explains why, and I respect their self-knowledge and transparency, but this book needs an editor or at least a copyeditor (something another Disabled person like me with different strengths would be good at). There is solid content here, but it is obscured by the many parenthetical statements, repeated phrases like "all brains--neurotypical and neurodivergent," and inconsistent formatting. I do not like giving it three stars, but this is not minor--this is a book and books need editors. The author knows it is not their strength, so please find an editor for the next edition. It could get four or even five stars.
April 30, 2024
this was helpful! i saw this book mentioned in a comment on ask a manager, and while a lot of it isn't applicable for my job (i work in schools and it talks often about flexible schedules, work from home, etc in a way that isn't really possible for teachers), there were a lot of useful parts to this even for me as someone who has both thought and trained on neurodiversity often.
August 17, 2024
I don't own a business but I work at one. I may want or need to change jobs in the future. As an AuDHDer myself, I found this book super helpful for identifying what kinds of work environments will be beneficial to my needs.
I also liked how Lyric reiterated that sensory profiles and needs are different even for folks with the same neurotype.
The world needs more books like this one.
I also liked how Lyric reiterated that sensory profiles and needs are different even for folks with the same neurotype.
The world needs more books like this one.
August 28, 2024
This is a great read to better understand how workplaces can be more open and supportive of those who are neurodivergent, and by doing so, can also support neurotypical folks. Overall, this had some fantastic concrete actions a workplace can take, as well as tips for training and education. Definitely a good add for any organization's library.
November 30, 2022
I'm going to admit, I wrote this one, so I am totally biased.
However, if you give it a read, I think you will agree that the information is useful and can be used to make many types of environments more inclusive for all human minds.
With love,
- Lyric
However, if you give it a read, I think you will agree that the information is useful and can be used to make many types of environments more inclusive for all human minds.
With love,
- Lyric
January 15, 2023
A clear and comprehensive overview of effective strategies to support neurodivergent individuals in the workplace. I would recommend for anyone looking make their workplace more ND friendly.
February 20, 2023
A must read
A must read for HR, organizational leaders and everyone in charge of defining the culture and policies in the workplace.
A must read for HR, organizational leaders and everyone in charge of defining the culture and policies in the workplace.
August 17, 2023
This book is a great aide not only to managers and HR staff, but also for NDs because it really helps you get an idea about what kind accommodations you might need.
November 5, 2023
So much great info.
April 27, 2024
(I'm autistic) Highly recommend. Got this at the library but might have to go buy my own copy to reference later, because there was so much good info packed into the book that it was impossible to condense it much more into notes.
October 20, 2025
I did not read this on Kindle but this seems to be the only version that exists on here, so I'm using it.
Rivera gives a clear and well-presented overview of what neurodiversity can look like in the workplace and the existing systems that can make life more difficult for neurodivergent workers. Rivera's tone is very approachable and overall it's a pretty fast read. There are some good tips here, and it's pretty impressive how much ground they were able to cover in such a slim book.
As a guide though, it feels like it's better suited for someone who is already an ally than an absolute beginner. It feels like there's a lot of time and energy spent on discussing remote work as the primary option, and while I know that was a pretty crucial accommodation Rivera was able to work out with their employer, and it can be really helpful, it's just not a practical possibility for every workplace. There are some things that are just not transferrable. Same with moving toward a shorter work week or having unlimited PTO. It does sound amazing, and I absolutely believe all employees would benefit, but it's just not within the realm of possibility for a lot of spaces, and I'd like to see more emphasis (and more tips) focused on everyday accommodations that can be applied across a wider range of workplaces.
As a neurodivergent person who feels passionately about increasing accessibility and understanding in the workplace for us neurodivergent folk (and feels that a lot of places are behind where they need to be) I'd really love it if this felt like it was more within reach and that the bars weren't so high. I feel that there's a lot that can be done even without completely overturning all of your structures and I'd like more workplaces to realize that.
I also would have liked to see a lot more about the benefits neurodivergent workers can bring to a team. Yes, we know it's legally important to have accessible spaces, but neurodivergent workers are bringing a lot more to the table than just a list of demands.
Rivera gives a clear and well-presented overview of what neurodiversity can look like in the workplace and the existing systems that can make life more difficult for neurodivergent workers. Rivera's tone is very approachable and overall it's a pretty fast read. There are some good tips here, and it's pretty impressive how much ground they were able to cover in such a slim book.
As a guide though, it feels like it's better suited for someone who is already an ally than an absolute beginner. It feels like there's a lot of time and energy spent on discussing remote work as the primary option, and while I know that was a pretty crucial accommodation Rivera was able to work out with their employer, and it can be really helpful, it's just not a practical possibility for every workplace. There are some things that are just not transferrable. Same with moving toward a shorter work week or having unlimited PTO. It does sound amazing, and I absolutely believe all employees would benefit, but it's just not within the realm of possibility for a lot of spaces, and I'd like to see more emphasis (and more tips) focused on everyday accommodations that can be applied across a wider range of workplaces.
As a neurodivergent person who feels passionately about increasing accessibility and understanding in the workplace for us neurodivergent folk (and feels that a lot of places are behind where they need to be) I'd really love it if this felt like it was more within reach and that the bars weren't so high. I feel that there's a lot that can be done even without completely overturning all of your structures and I'd like more workplaces to realize that.
I also would have liked to see a lot more about the benefits neurodivergent workers can bring to a team. Yes, we know it's legally important to have accessible spaces, but neurodivergent workers are bringing a lot more to the table than just a list of demands.
November 17, 2024
Workplace Neurodiversity Rising by Lyric Rivera aka Neurodivergent Rebel
I have been waiting for this book to be available on audible. Although it is available on other audio platforms such as spotify premium.
But as I manage a small team, in a company I love and am committed to learning, I couldn't wait any longer and bought it on Kindle.
I am so pleased that I did! I will be reccomending the book to the companies leadership team next week.
Not only do I think this book will help me to advocate for my needs better. I think it will also help my on a professional level to be more conscious and think differently. There are many quick hints and tips I can incorporate into my day to day role to benefit the many.
Some of what is in the book I already do, but there are some things that in a fast moving and busy environment you may not always consider. But by being more conscious and knowing better you, can do better.
Personally I feel this book will help any HR professional or anyone that manages people in their role. In fact it will most likely help you when having conversations about inclusion in business.
It has giving me some really simple and FREE, even cost saving ideas that can make an office space more inclusive.
Which shows that a little bit of flexibility and thinking differently really does benefit everyone.
There is also a glossary at the end of the book which explains many of the terms people may be unfamiliar with.
Some of the info is specific only yo America. But that is only a small portion of the book. The majority of the book can be translated for use anywhere in the world. I am in the UK and found it extremely valuable.
It's another book I found easy to read and at just under 200 pages I read it in less than 24 hours. It is also well indexed so you can easily jump in and out to the subjects that particularly interest you.
If like me you may be in a management position I highly recommend it. I just wish I had read it sooner.
I have been waiting for this book to be available on audible. Although it is available on other audio platforms such as spotify premium.
But as I manage a small team, in a company I love and am committed to learning, I couldn't wait any longer and bought it on Kindle.
I am so pleased that I did! I will be reccomending the book to the companies leadership team next week.
Not only do I think this book will help me to advocate for my needs better. I think it will also help my on a professional level to be more conscious and think differently. There are many quick hints and tips I can incorporate into my day to day role to benefit the many.
Some of what is in the book I already do, but there are some things that in a fast moving and busy environment you may not always consider. But by being more conscious and knowing better you, can do better.
Personally I feel this book will help any HR professional or anyone that manages people in their role. In fact it will most likely help you when having conversations about inclusion in business.
It has giving me some really simple and FREE, even cost saving ideas that can make an office space more inclusive.
Which shows that a little bit of flexibility and thinking differently really does benefit everyone.
There is also a glossary at the end of the book which explains many of the terms people may be unfamiliar with.
Some of the info is specific only yo America. But that is only a small portion of the book. The majority of the book can be translated for use anywhere in the world. I am in the UK and found it extremely valuable.
It's another book I found easy to read and at just under 200 pages I read it in less than 24 hours. It is also well indexed so you can easily jump in and out to the subjects that particularly interest you.
If like me you may be in a management position I highly recommend it. I just wish I had read it sooner.
Displaying 1 - 16 of 16 reviews