Embracing Neuroinclusivity: A Recap of Strategies for a Thriving Workplace
As we head into the summer holidays, I’m slowing the pace a bit to allow for more ice cream, day trips, and family time. But if you're looking for neuroinclusive expertise, my calendar remains open - you can book a call here.
Now, let’s get to the good stuff! Here are the highlights from the Be Neuroinclusive series.
🎧 Note: If you’d prefer to listen rather than read, you can find audio versions on:
What is Neurodiversity?
“[This article is] educating and informing… in a very clear way, that managers need to understand to meet the needs of their employees!”
If you pop “neurodiversity” into a Google search, you’ll get pages and pages of results. Yet many people I've spoken with about the topic find the terminology confusing. Some people haven't heard of it at all, and they certainly don't know anyone it affects.
Despite our best intentions, society likes to wag its finger and tell us off if we use a word in the “wrong” context. I wrote this article to address that. So please, let's open up a wider conversation rather than tear one another down for trying to understand a topic that still feels new to many. And let's explore: Neurodiversity? What is it?
🎧 Listen: Apple Podcasts | Spotify | Google Podcasts.
Ways to be Neuroinclusive during the Economic Permacrisis
“Very good article Victoria thank you for your insight. A lot of this is also valid to neurotypical workers and therefore great advice to everyone. Superb anecdote btw on the importance of plain language.” - reader
Collins Dictionary’s word of 2022 was “permacrisis,” which describes “an extended period of instability and insecurity.”
And those unknowns just keep coming, don’t they? The Guardian newspaper described this “permacrisis” as “Brexit, Covid, war, climate disasters, a tanking economy, political instability, global insecurity, a sense of impending doom.” So if you're in a leadership or HR role, have a read of this article to explore how to support your neurodiverse teams through turbulent times.
🎧 Listen: Apple Podcasts | Spotify | Google Podcasts.
Creating Psychological Safety Within Neurodiverse Teams
“In most workplaces today, people are holding back far too often - reluctant to say or ask something that might somehow make them look bad.” Dr Amy Edmondson, The Fearless Organization
Anything about “psychological safety” can feel like a big academic statement. In its simplest form, it means that those around you feel comfortable being their true selves without the fear of judgement.
In this article, I dig deeper into what psychological safety means in the world of work, what a neuroinclusive environment looks like, and why it’s essential for trust, collaboration, and innovation within teams.
🎧 Listen: Apple Podcasts | Spotify | Google Podcasts.
Neurodiversity in Leadership and Why it Matters
“Excellent post. With an estimated 80-85% (I think that's the stat!) of ADHDers undiagnosed or totally unaware - the chances are every company has at least some neurodiverse staff. It makes total sense to support neurodiversity!” - reader
TL:DR: Neurodiversity in leadership improves critical thinking and decision-making. It’s that simple.
Culture helps, but it isn’t the only answer. You also need to find the right ways to support individuals so they can feel like they’re doing good work and using their talents.
Read this article to discover how embracing neurodiversity can empower leaders to sharpen their critical thinking skills, make better decisions, and ultimately create a more vibrant company culture.
🎧 Listen: Apple Podcasts | Spotify | Google Podcasts.
Neuroscience Strategies to Help Busy Brains Thrive and Get Stuff Done
“I love that bit about aiming to give yourself a dopamine hit through hitting your mini target rather than looking at LinkedIn. Gonna switch on my pomodoro timer right now. Bye.” - reader
🧠 Do you have a busy brain and find yourself oscillating between hyperfocus and burnout? Or maybe you just need some practical strategies to bloomin' well get started so you don't pull another all-nighter before a deadline. 👀
This article provides practical strategies for productivity, meeting deadlines, and finding balance - all supported by neuroscience.
🎧 Listen: Apple Podcasts | Spotify | Google Podcasts.
A Neuroinclusive Approach to Virtual Meetings
“I don't understand how people can just turn up to an online meeting, do the meeting and then either join another online meeting or get on with something else. And then there's having spent hours (if not days) considering how the meeting will go, what I will say, what the other person/people will say, and what else I've got on that day/the next day that might be affected by that one meeting.”- reader
Equity and fairness are two of my highest values. ⚖️ So I was chuffed to bits when this post with my "top 10 tips on neuroinclusivity for virtual meetings" received an overwhelmingly positive response here on LinkedIn.
It quickly became my most engaging post to date! And I felt like I'd made a difference in making online meetings accessible and inclusive. #DoGoodFeelGood
But one comment on that original post caught my attention. It was from someone who couldn't see how attending a meeting could be an accomplishment. And it made me realise that not everyone understands the challenges that virtual meetings present for some people.
I considered my response and worded it with kindness and compassion. It felt important to share my perspective, especially given my experience with anxiety attacks in meetings during my corporate career.
It's essential that we create a culture of empathy and understanding in virtual meetings, and that's why I expanded upon my original list of neuroinclusivity tips to create this article. In it, you’ll find suggestions on how to build an inclusive virtual meeting environment where everyone feels valued and heard. Because that just feels equitable and fair, doesn't it?
🎧 Listen: Apple Podcasts | Spotify | Google Podcasts.
Removing the Mask: Tips for Reducing Stress and Promoting Self-Care
“I often don't realise how much the effort of masking has taken out of me (or even that I was doing it) until I'm back home alone on the couch... in silence. Then I can feel the tension gradually draining out again!”- reader
Do you feel anxious and stressed about networking events and social gatherings? (Yup, that's me!) Perhaps you resist emotional regulation behaviours such as the need to fidget or stim to avoid being judged or perceived as socially awkward. Does self-care go out of the window when stress creeps in? (That's me too!) You're not alone - and you might be masking.
Masking is a coping mechanism often linked to neurodivergence, where people hide or minimise their natural actions to avoid stigmatisation or discrimination.
This article shares tips on identifying masking, reducing stress and overwhelm, and improving emotional granularity. And trust me, as someone who struggled with identifying emotions for years, I know firsthand how life-changing the tools mentioned here can be!
🎧 Listen: Apple Podcasts | Spotify | Google Podcasts.
It’s Time to Put the Feedback Sandwich in the Bin
“Thank you for this! I also so appreciate you discussing RSD. Ooph. How many times my career was derailed due to RSD. It can be so debilitating.” - reader
Ever heard of a Feedback Sandwich? It looks like this:
Slice of bread = praise in the form of positive feedback
Feedback = the development point, aka negative feedback
Slice of bread = more praise and positive feedback
If the feedback sandwich is your preferred way of delivering constructive criticism, this article is for you.
We dive into why some people are more sensitive to negative feedback. Plus, there are practical tips for delivering feedback that is both constructive and considerate of different learning styles and communication preferences.
🎧 Listen: Apple Podcasts | Spotify | Google Podcasts.
Smiling woman with brown hair and a purple jumper, beside a microphone. The background is neutral.
About
I'm Victoria Tretis, and I coach neurodivergent adults who feel stuck and overwhelmed in the chaos of daily life. They want to design and achieve their version of success. (I don't believe there is one right way to accomplish this.)
I also work with line managers who want to strengthen the support they provide within neurodiverse teams.
My work is not about rich people getting richer. Instead, sessions are centred around clients wanting to better understand themselves and those around them.