CEMA Newsletter: June 2024

Mental Health and Neurodivergence: Inclusivity Planning for Invisible Needs

I am so lucky to finally live in a time and place where those of us that exist with different mental health and neurodiversity situations are not only no longer misunderstood but are actually accommodated for. However, I do recognize that this privilege isn’t universal. Not every community, company, or event organizer is aware of this subset of diversity planning, but we should be. I won’t pretend to be the arbiter of all MH or ND needs, and what follows isn’t exhaustive, but please use it to jump start your own personal and professional decision making.

Company

I have had the honor of being on two inaugural leadership teams for two different companies’ mental health and neurodiversity employee resource groups. While the names of both focused on ND, which typically represents things like Autism Spectrum Disorder (ASD) and ADHD, for example, we also created spaces and education around mental health conditions such as Generalized Anxiety Disorder, PTSD, chronic depression, etc. The ND ERG’s mission is to foster a culture of inclusivity, understanding, and empowerment for neurodiverse individuals within our organization. We strive to create an environment where all employees, regardless of their neurological differences, can thrive, contribute, and reach their full potential. Through education, advocacy, and support, we aim to raise awareness about neurodiversity, challenge stereotypes, and promote the value of diverse perspectives in the workplace. Together, we embrace and celebrate the unique strengths and talents of neurodiverse individuals, creating a more diverse, equitable, and compassionate workplace for all. To accomplish this, we host education for leadership to give them tools for hiring and communicating with the neurodivergent. We offer lecture series to hear from those with ND and mental health issues to both break stigma and teach our colleagues how to engage with us and not be surprised when we behave slightly differently that they might.

Event Production

In the USA, anyone in event or conference planning is keenly aware of the American’s with Disabilities Act of 1990 that provides protections for people with physical limitations from discriminations and assures they have the same opportunities as those that are “able” bodied. While ASD was added to the 2008 Amendment, there is no true mental health requirement for public facilities such as wheelchair ramps or ASL interpreters. Instead, we must be thoughtful, inquire with the consultancy companies that have sprung up in the last few years, and consider the following when we are planning our space and agendas:

Along with your multi-faith room, hold space for a “quiet” room. One with lower lights, comfortable furniture, and no music. Strictly enforce no calls should be made in there as well as no chit chat among attendees

Assure your content, where feasible, is accessible in a few different ways. Allow for reading along with a second screen or captions, for example.

Assure your agenda has sufficient breaks. I know we want to cram every ounce of content into your proprietary and internal events that you can, but there will be a percentage of your attendees that won’t be able to keep up with a certain pace mentally as well as those that can’t physically.

Educate your event staff, even the temporary brand ambassadors, that your inclusive environment includes those that interact with the space a little differently even if you can’t see those differences.

Yourself

Finally, early in my career we’d joke about taking “mental health days”. Today, it’s no longer a joke. Today we recognize that our mental health is as important as our physical health and that if you don’t nourish it, rest it, and be mindful of your status, it’s as likely to fail as your body. Take stock of your stress levels, how you feel walking into a specific type of meeting, and if you have psychological safety in your workplace. Consider honestly if you have the kind of leadership, or if you ARE the kind of leadership, that will take a call out for GAD as seriously as you would for a broken leg. I have in the last 5-6 years, after decades in corporate America, found myself in environments where I can be honest about where my brain is. January 6, 2021 I had a PTSD triggered panic attack that came quite out of the blue. My traumatic experience had nothing to do with government or a mob, so I did not see my reaction coming, but I was able to tell my manager the minute I realized what was happening and she, without hesitation, gave me the permission and space I needed to disconnect and “heal”. Again, just as if I told her I fell and need to go to an emergency room.

Create mentally safe spaces at work, at your events, and for yourself, just as you do with physical safety.