NEURO-DIVERSE ACCOMMODATIONS --- ACCOMMODATING NON-TYPICAL COMBINATIONS of STRENGTHS and WEAKNESSES.

CONJECTURE

This is really about MINORITY RIGHTS and PEOPLE with COMPLICATED COMBINATIONS of STRENGTHS and WEAKNESSES that can be on opposite ends of various SPECTRUMS ----

• ​For Example, Frank Sinatra or Einstein or Sylvia Plath
• Often we think of Ethnic and Racial Minorities, Gender and LGBTQ+ Rights when we think of MINORITY RIGHTS 

 

• Neuro-Diversity cuts across​ these CATEGORIES.

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• Because Neuro-Diversity directly implicates COGNITION and EMOTIONAL REGULATION it is important to UNDERSTAND.
  • ​It also often comes with some BIG STRENGTHS in one or more areas. 

 

• There generally are challenges in EXECUTIVE FUNCTIONING and EMOTIONAL REGULATION
  • ​The Ramped Up Sensory Processing that is fueling the perception of some of these STRENGTHS is also fueling the perception of these CHALLENGES.

 

• The STRENGTHS and WEAKNESSES are TOO INTEGRATED to address UNCONCIOUSLY or INDIRECTLY.
  • ​Trying to RAM that Round Peg in a Square Hole can create more problems than it solves.  ​​

The idea of "FLOW" is based on a BALANCE of STRENGTHS and WEAKNESSES.

When you or someone else is coming in a more UNUSUAL COMBINATION of STRENGTHS and WEAKNESSES --- that BALANCE has to be achieved MORE CONSCIOUSLY.  

We do know ourselves in part by our observation of OTHERS --- BUT if we have significant differences --- we may have a hard time understanding what we need and standing up for ourselves------ and others may have a hard time understanding what we need.

Mihaly Csikszentmihalyi --- "FLOW"

FLOW:  A BALANCE OF "CHALLENGES & SKILLS"

You Won't Have To Worry About Lazy Adults if you go with the flow

Platypus --- An Animal So Strange ---- It Almost Doesn't Look REAL.

• We do need EXPERTS that can address these issues from an ACCOMMODATION STANDPOINT
  • Working just on the TRADITIONAL EMPLOYMENT end --- may not always work.
  • Neuro-Diverse people are quite frankly often needing a lot of things REASONABLY ACCOMMODATED and INDIVIDUALLY TAILORED.
    • ​The LAW provides for it so long as it is "REASONABLE"--- but asking the INDIVIDUAL to fight that BATTLE is sometimes not realistic and it can result in a PYRRHIC VICTORY ---- you won the battle but you lost the war --- you're still in a HOSTILE WORK ENVIRONMENT.
      • ​AND for people SENSITIVE to their ENVIRONMENTS & STRESS --- that is not going to be a good thing.

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• ​Incentivizing Entrepreneurs to Incorporate Neuro-Diverse people in the work force is a possible option.

 

• Some technically minded Neuro-Diverse are IN DEMAND in HIGH TECH --- BUT not all Neuro-Diverse people are technically minded.

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• We are talking about how to INCENTIVIZE people to broach the LEARNING CURVE of NEURO-DIVERSE ACCOMODATIONS.

 

• A lot of Neuro-Diverse people  assumed the UNBALANCED VIEWS of THEMSELVES reflected in others.

 

• Once Neuro-Diverse people get that HARD WON more BALANCED VIEW of themselves with COMPLICATED STRENGTHS and WEAKNESSES --- that can drive a lot of improvement, too.

 

• Supported Entrepreneurship is  important.

 

• ​The WORKFORCE SHORTAGE is an INCENTIVE to get on that LEARNING CURVE to TAP into the STRENGTHS of Neuro-Diverse people without BURNING THEM OUT.   ​​

When I refer to "Neuro-Diverse" --- I am generally referring to people who fall within current categories of ADHD, Autism, Gifted and Dyslexia or other Neuro-Developmental Conditions often:

• Sharing Some Genes
• ​Often subject to Maternal Immune Activation during Pregnancy
• Possibly Ramped Up Epigenetic Positive Feedback Loops, 
• Increased Sensitivity to the Environment --- that is probably once again related to this Ramped Up Sensory Processing.
• HYPER-CONNECTED BRAINS

They tend to be more VULNERABLE to PSYCHIATRIC DISORDERS.