Difficult conversations at work are inevitable. Most people prefer to avoid conflict. In the workplace, this type of avoidance can look like; failing to address someone’s inappropriate behaviour; refusing to discuss poor performance; or not drawing necessary boundaries with colleagues, for example. The longer a difficult conversation is avoided, the worse the matter often becomes.
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The term ‘neurodiversity’ describes brain differences in areas such as manner of learning, attention and social skills. Examples of neurodivergence include Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD), Dyslexia, Dyspraxia and other learning differences. The UK’s Office for National Statistics (ONS) reports that 64% of Employers admit to having little or no understanding
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A new report by the charity, Just Like Us, which surveyed 3695 people aged 18 to 25, found that a quarter of LGBT+ young adults went back into the closet when they started work. Reasons cited included feeling psychologically unsafe and the fear of mistreatment, with 19% of LGBT+ young adults stating they had experienced
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Neurodiversity refers to the concept that what is traditionally seen as developmental disorders, such as ADHD, Autism, Dyslexia and Dyspraxia, are in fact normal variations of brain function, and that neurodiverse people often have certain strengths. For example, people with ADHD may struggle with time management and organisation, but may excel in creativity and drive.
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