March 2025 : We are positive, but must fight toxic positivity
Since NDIM's October launch, we've been keen to maintain positive action, approach and tone. But we not only know there is a long road ahead, but sadly some think there's no road / it's behind them!
March, the month where clocks go forward, and the green shoots of nature and optimism bloom. For us, we are coming up to 5 months since we launched this initiative, and in some ways, given our relative lack of time and resource, we’ve come a long way. To all subscribers, supporters, advocates, employers, ERGs and general supporters, we can’t thank you enough for your advocacy and support (not to mention our many new subscribers since our last update). Only by all of our collective input can we elevate and champion the importance of Neuroinclusion.
This month, I want to share the reality of good, bad and ugly challenging for our businesses and colleagues, before we all get lost in the doldrums of new FY focus.
The Context : Crazy Times, but maintaining optimism
We have seen a lot of negativity, and justifiably anger-fuelled initiatives. Targets. Groundswell and fighting. We appreciate all efforts that are so understandable, especially given the headwinds of our macro-climate, including (some of the biggest players in our industry) companies wanting to cripple DEI in all corners. But we always said we come in peace, and with optimism, a positive tone of voice to celebrate Neurodiversity, to celebrate the mosaic of thousands of brilliant minds doing the work in our wonderful sector. Our biggest ‘ask’ has always been the consideration and adoption of our 4S Manifesto and User Guide, which as forthright as it may sound, is merely a checklist of inspiration from neurodivergent talent for their employers, to suggest small changes in their workplace. Not regulation, not a b*llocking, more ideas to help us all (ND or not) thrive and bring the best out of us all.
The (non toxic) positives
Quick reflection : so far so good. Nearly 30 media companies, from agencies to media owners and ad-tech players, have been engaged and are proactively implementing/reviewing the 4S User Guide. Countless more of you have downloaded, 100+ subscribe here and 300+ more on LinkedIn. The conversations, support, engagement, DMs and advocacy have been great. We have been in the press, on a podcast and on stage. Not bad for a little side thing, a PDF and a blog who don’t have time or money. As big as we know this thing is and could be, we are also realistic about our runway, but happy with the small progresses we have made.
The challenges (to be transparent)
However, there have been without doubt potholes we have hit on our road so far, and ones that tbh (un)pleasantly surprised us, including some dangerous (self) positivity :
THE RACE HAS ALREADY BEEN WON (FOR SOME) - There has been a strange dynamic from some corners. Although the majority of businesses have been open, understanding and supportive, there has been defensiveness. A view through the eye of suspicion, a ‘we do this already’ vibe or ‘we will see how it fits into our strategy’. It feels zero-sum. We are not selling in a solution or overturning / auditing your business, but simply offering a checklist of little things to make things better for your ND colleagues. Be open, be curious, be keen to help your staff. It has surprised me, but we have tried to be empathetic as to why. Mini rant over, but it’s an insight!
EMPLOYER vs EMPLOYEE - as a result of above, it is (sadly) unsurprising that we have been in receipt of some anonymous, anecdotal feedback that at times, employees feel disconnected by employers who give themselves top marks on their own homework. Honestly, it is better to own the problem, say you can do better and work with your talent to come up with the best accommodating solutions. Otherwise that disparity can serve to make your ND colleagues feel worse, and feel even further astray!
LACK OF EDUCATION - one thing that has opened our eyes is the myriad of starting points of chats. It’s worrying how perceptions are either aged or tired. Aged as in laggard e.g. the ‘another label’/‘everyone has it these days’ brigade. Or given the uprise in the conversations, which we are all still navigating, there’s those who think they have nailed it in their pithy way, or as above, have boxed it and moved on.
PREDISPOSED TO BOX TICKS - to that point, it is easy to get a PNG logo on your footer, attend a course, do a quick certificate on the other tab and say you are certified for something. That has been the BAU for the last few years. But the unintended consequence is a potential self deception, an assumed positivity that absolutely does not run through the organisation. From day 1 we said we are not a box tick exercise, we just want to know that ND people are being considered, and acknowledgment and using the 4S gives us a sense of positive trajectory, implementation or not.
WIDER CHALLENGES - again we wonder if the reticence companies have is perhaps because it feels like yet another thing on their already burgeoning to do lists. However this really could be an initial hour’s meeting with stakeholders and ND colleagues as a starting point, to task out and go and change/adjust, it doesn’t have to be arduous. It is more a philosophy of consideration of talent, which is basically what differentiates some of the best media companies. Also sympathetic to the fact that these are crazy times; DE&I cuts. Return to works, Redundancies. M&As. There are a lot of headwinds and people are going through a lot. This does offer a natural stymie of progress. Rest assured it doesn’t have to be a big thing, and with the changes as they are, there’s probably never been a better time to think about how your colleagues feel.
The toxicity to overcome
We need to accept it; there’s a lot of challenges for industry businesses right now, but that doesn’t mean that what we are talking about or doing needs relegating or deserves less focus. It is a small input for a big output. A consideration of ND inclusion which ultimately helps all. Our mantra is ‘what’s good for the hive is good for all the bees’, as it should be most companies’ too, as small adjustments are generally appreciated by everyone, and if not, there is education to consider. We realise some aren’t quite ready for the 4S’ yet, and as jarring as it is to say, there are some who need to sort culture and attitude first. A big win for us is also knowing companies are considering their people, whether it be a talk, or mere acknowledgment of the issue.
Positivity is progress - How you can help
If you are a supporter of Neurodiversity in Media, just knowing you are reading this far and are indeed aware of the issue is a win. The more of us who want positive change but equally understand the challenge, and go on to speak and socialise this, the better! 3 (or 4) quick things you can do to spread the word :
Create a working group of ND folk in your company and learn their thoughts.
Download the 4S User Guide, or forward link to who should.
Share the Substack, and indeed this post with your CEO/Boss/HR/ERG.
THIS MONTH - Check out the best of the rest below, links at the bottom of this email too, submit your answers to a survey, plan for ND week, read about AI and what the leading companies are doing.
Thought we would give an open report. Progress has been made, but with societal attitudes combined with obvious restrictions, we know it is a long, but not insurmountable, journey.
A few of us, a little bit, over time. Have a great month!
Simon
Co Founder - NDIM
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Best of the rest
Coming soon : ND Week
Neurodiversity Celebration week, coming on 17th March to celebrate and champion positive perception for ND individuals in workplaces and schools. More…
The data confirms - Cognitive Inclusion matters - The business case is clear for inclusion and acceptance, as per the data and great writeup by Ozoda Muminova of The Good Insight in our February Guest Spotlight, which has been a very popular post. Read it here…
Microsoft - Doing the work, (over time) - Chief Diversity Officer Lindsay-Rae McIntyre talks about long term change and intention and action. Great to see an example out there. Read the original LinkedIn Publication here
AI & Neurodiversity - Striking the balance - As Robert Beevers, Chief Analytics Officer at MGOMD has written for the IPA. There’s great benefits of AI ,and its tools but also considerations, so an ethical balance is needed. See this original post.
Survey Responses Needed : THRIVE : Neurodivergence at work - for the UKYoung Academy who are interested in how being neurodivergent affects people at work. Please, if neurodivergent and UK based and currently or recently employed, please support this study if you can; thanks! Survey Link
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