blog posts

Wellness for Neurodivergent Minds

Living well as a neurodivergent person isn’t about “fixing” ourselves – it’s about finding strategies, spaces, and supports that work with our brains, not against them. From managing sensory overload

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Invisible Diversity: Support for Neurodivergent Persons

Supporting neurodivergent individuals involves fostering understanding, empathy, and inclusivity. Here are some ways society can better support them: Education and Awareness: Accommodations and Accessibility: Flexible Work Environments: Inclusive Hiring Practices:

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Shining the light on my invisible diversity

Is it just me or does this time of year also make you reflective? My professional life has done a 180 degrees turn in the past 12 months – I wanted to share my story and lessons learnt. I am a social entrepreneur…how did I get here? this time last year I was an accountant! I have been on a massive journey of self-discovery and this knowledge has transformation my life and fuel passion for rethinking the workplace. It led me to start Invisible Diversity: a social enterprise focused on neurodivergence and how we unlock the potential at work. In this article, I’ll share both my personal and professional journey in the hopes it might spark something in you too and help you on your journey to finding your purpose in life. —a path that led me to become a social entrepreneur, driven by a personal experience that reshaped how I understand myself and the world around me. It all began in 2019 when I faced a series of health scares. I found myself in the emergency room several times, struggling to breathe and experiencing palpitations. My oxygen levels dropped below 95%, leaving me anxious and doctors confused. At the time, the medical team could not provide a clear diagnosis, so they treated my symptoms and referred me to specialists. I was introduced to a pulmonologist, who conducted a series of tests and although my symptoms didn’t quite meet the threshold for an asthma diagnosis, I was placed on chronic asthma medication. I took it diligently for two years, often twice a day. The medication helped, but I still experienced recurring episodes of anxiety and breathlessness. Something still didn’t add up. Fast forward to 2020. The world changed dramatically with the onset of COVID-19. For me, the changes were compounded. My workplace transitioned to working from home rather than the open office space. We also had a new CEO, which meant a significant change in strategic priorities and responsibilities – everything became unfamiliar. I began to notice that even with the medication and breathing techniques, my symptoms persisted. My oxygen levels would still drop, and the familiar feelings of tightness in my chest would return. I started to ask myself: Is there something deeper going on here? I then reflected on the journey of someone I know that was diagnosed with autism early on in their life. We shall call them Robin. By 2021, Robin was also struggling with extreme anxiety. Seeing Robin’s challenges made me reflect on my own experiences. I wondered, Could I be autistic, too? Perhaps the anxiety and overwhelm I felt were tied to an underlying neurodivergence. That question marked the start of a life-changing journey. I reached out to a clinical psychologist and began a series of sessions to explore the possibility of autism. Over the course of 10–12 sessions, I gained a profound understanding of myself. His questions made me reflect on many aspects of my behaviour that had been present my entire life—interrupting people mid-conversation, struggling to manage significant changes, and feeling overwhelmed in high-pressure situations. I realized that I had challenges with Executive Functioning—the ability to organize, plan, and manage day to day tasks (Executive Functioning (EF) refers to a set of cognitive processes that help us manage and regulate our behaviour to achieve goals.) —especially during periods of rapid change. On top of that, I became more aware of my sequential processing, sensory sensitivities: an aversion to bright lights and loud, sudden noises. I had always dismissed as either being dumb at worst or personal quirks at best. In February 2022, my diagnosis confirmed what I had suspected: I am autistic! Coming to terms with my neurodivergence was both empowering and illuminating. I finally had a name for the struggles I had faced. This understanding empowered me to shift my focus from the challenges and embrace my strengths. It also ignited a passion to advocate for others like me, who are neurodivergent and need better support systems to thrive. In 2022, I shared my diagnosis with my colleagues within our company’s leadership team and then more broadly with our full staff complement and then eventually on LinkedIn. I was struck by how supportive people where and how it opened a door for my neurotypical colleagues to ask questions and explore their blind spots. I was most hearted by the private conversation this stimulated with colleagues who also identify as neurodivergent and had been ‘masking’ their diversity. I also realised how few resources and services are available for workplaces, so people are simply expected to ‘suck it up’. In our workplace we made small tweaks to meeting structure and other small accommodations. I had often wished for a right-hand partner who could act as my “external brain,” helping me stay organized and focused. Then in 2023, with the help of my executive coach, I took the bold leap from corporate life to social entrepreneurship. I founded Invisible Diversity alongside Dr. Nick Davies, the incredible clinical psychologist I’d worked with in my initial awakening. Our mission is to advocate for neurodivergent individuals, raise awareness, and ensure access to the critical support systems they need—especially in marginalized communities. I now look ahead to building partnerships with organizations and leveraging technology—particularly artificial intelligence—to make services for neurodivergent individuals more accessible and affordable. Robin’s future, and that of countless others like them, depends on creating workplaces and societies that embrace neurodiversity as part of human diversity. Summary This story reflects a journey of personal discovery, resilience, and purpose. After years of physical and mental health challenges, I was diagnosed with autism, which brought clarity to my lifelong struggles with executive functioning and sensory sensitivities and the need for a working environment that allows me to focus deeply. Inspired by my experiences, I transitioned from corporate life to social entrepreneurship, co-founding Invisible Diversity. My mission (which I have already accepted) is to raise awareness, reduce stigma, and ensure accessible support for neurodivergent individuals—especially in underserved communities. By leveraging technology and partnerships, I hope to create a

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The Effect of Executive Functioning Support

As I was ruminating on a message for the dyslexia awareness week* (last week), I got reminded of an exceptional television series called “Monk” which I used to watch a few years ago. The TV show Monk** was created by Andy Breckman and first aired in 2002, on the USA Network. The show ran for eight seasons, concluding in 2009. It stars Tony Shalhoub as Adrian Monk, a brilliant detective with OCD who solves crimes while dealing with his own personal challenges. Detective Adrian Monk, a brilliant investigator with Obsessive-Compulsive Disorder (OCD), is the embodiment of neurodivergent excellence in the detective world. His assistant, Natalie Teeger, complements his unique skill set, making their duo an exceptional example of how embracing neurodiversity can lead to success. Monk’s keen attention to detail, driven by his OCD, allows him to spot clues that others often miss. He meticulously analyzes every aspect of a crime scene, uncovering hidden connections and solving cases that baffle others. His neurodivergence becomes his superpower, transforming his perceived limitations into unparalleled strengths. Natalie, on the other hand, is Monk’s grounding force. She provides emotional support and practical assistance, helping Monk navigate social interactions and manage his anxieties. Her patience and understanding create a safe environment where Monk can thrive. She also steps in when Monk’s OCD becomes overwhelming, allowing him to focus on his detective work without distraction. Together, their compatibility highlights the power of embracing and supporting neurodivergent individuals. Here are some practical examples of how their dynamic can be applied to other neurodivergent people in real life: Applying the Chief of Staff Model The Chief of Staff model, typically applied to CEO and senior executive roles, can also be adapted to improve the effectiveness of neurodivergent talent in leveraging their unique abilities. 1. Executive Functioning Support: A Chief of Staff provides executive functioning support, managing tasks, prioritizing responsibilities, and facilitating decision-making processes. For neurodivergent individuals, this role can help them navigate their work environment more effectively, allowing them to focus on their strengths and contributions. 2. Strategic Collaboration: By acting as a strategic collaborator, the Chief of Staff ensures that neurodivergent individuals are integrated into team projects and initiatives. This model promotes inclusion and maximizes the unique perspectives and problem-solving skills that neurodivergent individuals bring to the table. 3. Personalized Assistance: Similar to Natalie’s role for Monk, a Chief of Staff can offer personalized assistance tailored to the specific needs of neurodivergent individuals. This support can range from organizational help to emotional backing, ensuring that neurodivergent talent thrives in their roles. 4. Empowering Neurodivergent Talent: The Chief of Staff model empowers neurodivergent individuals by providing a stable support system that enhances their productivity and innovation. This approach not only benefits the individuals but also enriches the organization’s overall performance. Enhancing Effectiveness with Technology and AI The use of technology and artificial intelligence (AI) can significantly enhance the effectiveness of both neurodivergent individuals and their right-hand partners, improving partnership outcomes. AI-driven tools can automate routine tasks, manage schedules, and provide reminders, reducing the cognitive load on neurodivergent individuals. Advanced analytics can help identify patterns and strengths in their work, enabling better task allocation and support. Additionally, AI can facilitate communication and collaboration by providing real-time language translation, sentiment analysis, and adaptive interfaces tailored to individual needs. By integrating technology and AI, the partnership between neurodivergent talent and their companions can become more efficient, productive, and harmonious. By embracing neurodiversity and adapting the Chief of Staff model, organizations can unlock the full potential of neurodivergent individuals, leading to richer, more innovative, and compassionate communities. Contact Invisible Diversity via email LetsTalkAbout@InvisibleDiversity.Life. * Dyslexia Awareness Week is observed annually during the first full week of October. This week aims to raise awareness about dyslexia, challenge common misconceptions, and highlight the unique experiences of individuals with dyslexia. ** Monk is an original creation by Andy Breckman, who also served as the head writer for the show. The character of Adrian Monk was inspired by various traits and characteristics, but he is entirely fictional.

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Showing Up Authentically: A Personal Reflection on Neurodiversity in the Workplace

I was in a meeting recently and as the discussion rapidly evolved, I wanted to contribute my perspective too. However, I could not find an entry point into the conversation as the participants kept flooding the room with ideas. I was still holding all the ideas in my working memory while trying to connect them to my own thoughts. Then the facilitator looked at me and asked: “What do you think?”. My mind suddenly went into overdrive as I tried to distill all the ideas and perspectives, trying to identify the larger more strategic issue(s) that would inform my recommendation. Suddenly, the room was filled with deafening silence, the lights seemed brighter than a surgical theater and all I could say was: “Aaaah!” … I froze. You see, I process information sequentially and I had not yet fully grasped the entirety of what had been discussed, so I was not yet ready to provide my own perspective.   Therefore, when I saw that this month’s BWell topic was focused on neurodiversity, it really struck a chord with me. It is a subject I’m passionate about and I was heartened that our organization is taking it on – it shows me that we are staying true to our strategic imperative of ‘putting diversity, equity and inclusion at the heart of everything we do’. Neurodiversity and how we handle it within the workplace is a core component of inclusivity. For a business to thrive we need a diversity of ideas, perspectives and experiences, and we need to set the stage for us all to flourish.   I have become an advocate for neurodiversity as I spent several years immersing myself in the research, data and its day-to-day realities. You see, a close family member of mine, is autistic – or more correctly put, is on the autism spectrum of disorders.    When the pandemic hit, the world – I once knew so well – shifted. My level of anxiety increased significantly, and I started to introspect and examine my own working habits and preferences to find causes. As I peeled back the layers – with the support of an experienced psychologist – it became apparent that I too am on the autism spectrum. In many ways the diagnosis was a relief as it helped me understand myself better, but it was also scary as it plunged me headlong into the world of stigma I have always tried to protect my loved ones from.   I want to share my personal learning with you, my fellow BroadReachers, because I want to help break down some of the stereotypes and stigmas around neurodiversity (specifically autism) so maybe we can start to understand each other better.   Firstly, there is no such thing as normal when it comes to mental or neurological function – the term ‘normal’ should be treated like a four-letter word! It is important to treat each person with dignity and respect. Autism, Attention Deficit Disorder (ADD), Attention Deficit/Hyperactivity Disorder (ADHD) and any other forms of neurodiversity are on a spectrum – some people with more profound presentations may very obviously struggle in day-to-day situations, while others, like me, with milder presentations have learnt to cope. We internalize our anxiety, we ‘mask’ it to present as neurotypical, aka normal. Honestly, masking can be exhausting – yes, this is why you may find me a little worn out at times at the office!   Would it not be wonderful if we did not have to mask? If we could show up to work each day as our fullest, truest selves? If our workplaces, colleagues, and supervisors had both the compassion and the tools to enable us to thrive? Wouldn’t it be wonderful if the responsibility to accommodate and adapt was not always on us the – the neurodiverse? There is no silver bullet- embracing diversity, equity and inclusion is a journey for all of us. But where do you start? Well, here are just a few tips based on what I have learned along my own personal journey:  Leaders of working sessions should therefore be mindful of everyone’s diverse contribution styles. They should ensure that all the airtime is not ceded to the loudest, most boisterous colleagues, rather they should also ask the quieter folks in the room what they think. You may be surprised and enlightened!   Never forget, if we were all the same then nothing would ever change, we’d all agree and go on with the status quo. Neurodiversity isn’t a problem to fix, it’s a perspective to unlock.   None of us are ‘normal’. We each have something unique about us, be it a perspective, experience, or opinion. All these are things we can learn from each other. Now is that not beautiful?

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Digital assessment tools optimise workflow and reduce bottlenecks

As awareness of neurodivergence grows, the need for accessible and timely assessments of neuro-traits becomes increasingly important. Traditional diagnostic pathways for neurotraits associated with Autism, ADHD, and dyslexia, etc, can be expensive, time-consuming, and limited by the availability of specialists – especially in under-resourced regions like Africa. Simple digital screening tools offer an innovative solution, allowing for rapid assessment of neuro-traits and facilitating earlier intervention. Research highlights that digital solutions can streamline neurodevelopmental care, reducing wait times and improving accessibility. These tools not only help individuals understand their neurotype, but they also bypass barriers associated with formal diagnosis, such as financial constraints, long wait times, and geographical limitations. Furthermore, digital solutions enable the scalable deployment of personalised support strategies, mitigating the shortage of skilled healthcare workers. Lessons from industries such as finance and marketing—where rapid digital assessments have revolutionised decision-making – highlight the need to continue similar advancements in healthcare, specifically in neurodivergence. Embracing digital solutions can help communities foster inclusion, enhance self-awareness, and ensure that neurodivergent individuals receive timely support. Not surprisingly, in a recent survey by Lexxic, most organisations highlighted the need for the “ability to screen large numbers of staff and identify a range of neurodiverse traits and conditions simultaneously as particularly beneficial”. How Digital Screening Tools Differ from Traditional Assessment Methods Traditional neurodivergent assessments typically involve lengthy clinical evaluations, standardised screening tools, and structured interviews conducted by specialists. These assessments often require in-person visits, developmental history reviews, and behavioral observations, making them resource-intensive and inaccessible for many. In contrast, digital tools leverage AI-driven algorithms, self-report questionnaires, and interactive assessments to provide rapid insights into neuro-traits. These tools can be accessed remotely, reducing logistical barriers and ensuring that individuals receive timely evaluations as a precursor to clinical intervention, where necessary. Additionally, digital assessments can integrate real-time data analytics, allowing for adaptive and personalised recommendations based on user responses. As the world shifts towards digital-first approaches, neurodivergent individuals can bypass inevitable bottlenecks, access support faster, and benefit from scalable interventions that address healthcare worker shortages, particularly in Africa. This transformation underscores the importance of leveraging technology to create inclusive and efficient neurodevelopmental care systems. The Importance of Knowing One’s Neuro-traits Understanding one’s neuro-traits is foundational to self-awareness and empowerment. A neurodivergent individual who recognises their cognitive patterns can tailor their environment, habits, and professional aspirations to maximise strengths and navigate challenges. For example, autistic individuals may benefit from structured routines, while ADHD individuals may thrive in dynamic, high-stimulation environments. In educational settings and workplaces, knowing one’s neuro-traits fosters inclusivity and accommodations that improve productivity and well-being especially as inclusive design is becoming increasingly commonplace. Barriers to Formal Diagnosis & How Digital Tools Address Them Traditional neurodivergent diagnoses require extensive paper-based clinical evaluations, often imposing financial, geographical, and logistical barriers. Many individuals, particularly in Africa, struggle to access specialised professionals, leading to delayed or missed diagnoses. Digital tools circumvent these hurdles by providing accessible, low-cost, and non-invasive neuro-trait assessments, empowering users to self-identify and seek appropriate support without prolonged diagnostic processes. Where a clinical diagnosis is required, digital screening tools reduce the burden for the few available clinicians to focus where their services are needed most. Technology for Scalable & Repeatable Intervention One of the major obstacles in neurodivergent healthcare is the shortage of trained specialists. Digital solutions help bridge this gap by automating key assessment processes and providing standardised intervention strategies. AI-driven applications can adapt recommendations based on user responses, offering tailored guidance in a fraction of the time it would take a clinician. For Africa, where healthcare infrastructure is often stretched thin, leveraging technology ensures that individuals receive continuous, repeatable, and personalised support without dependency on limited or non-existent human resources. Lessons from Other Industries & Implications for Healthcare Rapid assessment technologies have transformed various industries: Applying these principles to healthcare, particularly neurodivergence, can similarly enhance efficiency, allowing individuals to access tailored support much sooner. Afterall, there are already a number of prominent use cases within the healthcare industry as per the Deloitte’s Global case studies of health care transformation (2019) .Given the growing awareness of neurodevelopmental conditions, integrating such technology into healthcare is vital to meet increasing demand and ensure inclusion. “Digital tools can speed up admin/workflow” – Dr. Nancy Doyle, Founder & Chief Science Officer of Genius Within (July 2025) Key Takeaways & Future Applications When organisations and communities embrace digital solutions, they foster neuro-inclusion, enhance self-awareness, and ensure that adult neurodivergent individuals receive timely tailored support. Furthermore, expanding this rapid screening/assessment model beyond neurodivergence could revolutionise access to mental health support, cognitive training, and neuro-developmental assessments across various adult populations.

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Unlocking Hidden Potential: The Case of Susan Boyle and Neurodivergent Talent

One of the thrills of watching the “X-factor” and “America Got Talent” type of programmes is the unexpected brilliance that jumps out when it’s least expected. What’s also interesting is how our unconscious and hidden biases play into either our disappointment or thrill of the performers. Way back in 2009  there was one of those moments of unconscious bias and stereotyping that temporarily obscured the extraordinary potential of one of the contestants. Susan Boyle, a then-unknown autistic Scottish woman, stepped onto the stage of Britain’s Got Talent. From the moment she introduced herself, her unconventional demeanour, offbeat humour, and social awkwardness caused the audience and judges to dismiss her. As the camera panned across audience members and then the judges, eye brows were raised, brows furrowed, and irreverent titters were heard. Looks of scepticism and ridicule were captured on camera. But then Ms Boyle broke into song – I dreamed a Dream from Les Miserables. As the beauty and power of her pitch perfect and sublime voice captivated the room, turning mockery into awe within seconds, eye brows rose again, jaws dropped and the audience burst into spontaneous applause with a standing ovation within 20 seconds of her starting. The judges revelled in the exquisiteness of her performance. Ms Boyle went onto a music career that was unparalleled success in both the UK and the USA. How does one capture what happened that day at the BGT auditions in Glasgow? What a transformative lesson on the dangers of underestimating people based on surface impressions.  One can’t but reflect how Susan Boyle’s story exemplifies the frequently overlooked or unrecognized  potential in neurodivergent individuals, and how societal prejudices and society’s “Tyranny of Shoulds” – she should look like this; she should dress like this; she should interact like this – can prevent us from providing the opportunity for neurodivergent persons to have an opportunity to use their talents, to contribute, to be their best self. Just for a moment, imagine if that BGT audition of Ms Boyle’s had been an interview for a formal job – Would she have got the job? Of course, it depends on the job and so on, but the point is, if for a moment we think of all the Susan Boyle’s out there, with talents, skills and valuable contributions to make, who present in idiosyncratic, non-normative ways, who’s answers to questions don’t fit the template for what we expect, what’s the outcome of their job interviews?   Think of Ms Boyle’s answer to the question of her age,  so unexpected and perhaps even bemusing; think of her lack of polished social skills, on the day…. Both totally irrelevant in terms of her singing prowess. Do our interview processes frequently disqualify the ‘operatic virtuoso’,  because their answer to a question unrelated to the job description is out of our realm of comprehension, because their social engagement is not what we expect? Should there be a disqualification?  Of course not, certainly not on those grounds. Fortunately, the winds of change are beginning to blow. Some might say it’s still only a light breeze and there is much still to be done in altering “normative” interview processes to not discriminate against difference. Nevertheless, there are many websites offering very practical guidance in changing interview processes to accommodate neurodivergence. Could we strengthen the breeze of change by not only including these practical suggestions in the interview process, but perhaps ensure there is a neurodivergent person as part of the interview process? This might not always be possible, but educating (rather than ‘training’) managers and HR persons about neurodivergence, helping them develop a deep understanding of the neurodivergent brain and how it impacts one’s way of being and presenting in the world – why some neurodivergent people don’t make eye-contact, prefer not to shake hands, why some neurodivergent persons struggle to spontaneously answer questions, needing time to process, why some neurodivergent persons might not laugh at the joke, or engage in the small talk at the start of the interview – could ensure that opportunities to contribute, self-actualise and be one’s best self are not denied those who appear different. Susan Boyle’s story resonates, I think,  because it defied expectations and exposed how societal biases can obscure the brilliance of neurodivergent individuals. If Susan Boyle’s journey teaches us anything, it’s that the world loses out when it fails to see beyond the surface. By fostering inclusivity and supporting neurodivergence, we can uncover the hidden potential that lies within those who think and present differently. Let’s dream a dream of a world where every individual, regardless of how they present, has the experience of feeling safe, accepted and competent.

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Wellness for Neurodivergent Minds

Living well as a neurodivergent person isn’t about “fixing” ourselves – it’s about finding strategies, spaces, and supports that work with our brains, not against them. From managing sensory overload and executive dysfunction, to protecting mental health in a world that’s not built for our wiring – wellness looks a little different for each of us. To support this, we’ve compiled a list of ND friendly tools, apps, resources and more. Apps & digital tools (neurodivergent-friendly) Cogs an app created with and for neurodivergent people to track burnout signs, build regulation habits and manage overwhelm. Validated use in NHS contexts; designed for ND needs. Goblin Tools  collection of small single-task tools and ADHD planners (also an app) that break tasks into tiny steps, formalise text and help convert braindumps into actions. Useful for executive function support. Focus Friend — gamified Pomodoro/focus timer app (Hank Green) that uses live sessions and rewards to support focus. Popular with ADHD communities Woebot — conversational mental health chatbot (CBT-based) that some ND users find useful for structured check-ins. Speech-to-text & reading tools — Speechify, NaturalReader and Microsoft Immersive Reader (or Read&Write) can make reading easier for dyslexic and ND learners; check local availability and licensing. (Many are globally accessible or have web versions.) Assistive tech & learning supports Text-to-speech & screen readers — Microsoft Immersive Reader built into many MS tools; Speechify and NaturalReader for mobile/desktop reading. Useful for dyslexia and reading fatigue. Colored overlays and dyslexic fonts — low-tech supports that help many dyslexic readers; sold by local suppliers and specialist retailers (see Autism Resources SA marketplace below).  Peer support groups, communities & networks (South Africa) ADHASA (ADHD Support Association) — longstanding ADHD support network in SA with awareness and practical support. Facebook presence and local events. ADHD Support SA (Facebook groups) — several private peer groups for adults, parents and partners providing lived experience, tips and signposting. (Search for ADHDSupportSA and related groups.) Facebook Autism Resources South Africa (marketplace + community links) — useful marketplace for sensory tools and links to local services and groups. Good for families seeking equipment and community leads. NeuroKindness, The Neuroverse and local Facebook Pages — community hubs offering training, events and peer meetups. Verify current meeting details locally. Sensory goods & stim toys (SA retailers) Autism Resources South Africa (marketplace + community links) – stock sensory toys, fidgets, weighted products and classroom aids; very useful for families and schools looking for stim tools.  My little sensory shop – tools & equipment that little people, with big potential, need to cope with the demands of their every day life. SA Toy Trade – they have a great range of sensory and weighted products Hotlines & crisis support (South Africa) SADAG (South African Depression and Anxiety Group) — national mental health NGO, helplines and referral services. They run various hotlines including suicide/crisis lines and specialised services. Essential for urgent mental health help. Lifeline Southern Africa — 24/7 crisis counselling (phone and online) across SA. Good for immediate emotional support. 24-HOUR TOLL-FREE EMERGENCY HELPLINES Suicide Crisis Helpline 0800 567 567 Department of Social Development Substance Abuse Helpline 0800 12 13 14 SMS 32312 Cipla Mental Health Helpline 0800 456 789 SMS 31393 NPOwer SA Helpline 0800 515 515 SMS 43010 Healthcare Workers Care Network Helpline 0800 21 21 21 SMS 43001 8AM-8PM TOLL-FREE HELPLINES Dr Reddy’s Mental Health Helpline 0800 21 22 23 Adcock Ingram Depression & Anxiety Helpline 0800 70 80 90 ADHD Helpline 0800 55 44 33 Pharma Dynamics Police & Trauma Helpline 0800 20 50 26

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Language & Identity in Neurodiversity

Language is never just words It’s a mirror of how we see one another, how we see ourselves, and how society decides whose voices matter. For neurodivergent people, language is deeply tied to identity, and often, to whether our experiences are respected or dismissed. Why words matter Sometimes, the labels attached to us can feel like they were written about us rather than with us. Terms like “disorder,” “deficit,” or “abnormal” are not neutral. They frame neurodivergence as something broken that needs fixing, rather than something valuable that needs understanding. Research from the British Psychological Society highlights that deficit-based language reinforces stigma and can negatively affect self-esteem, while identity-affirming language (“autistic person” or “dyslexic thinker”) is linked to stronger self-advocacy and positive community identity. Simply put: the words we use can either diminish someone’s identity or help them expand into it. Pronouns and personal identity Just as pronouns affirm gender identity, the words we use around neurodivergence affirms neuro-identity. Saying “person with autism” versus “autistic person” might seem like just semantics, but for lots of us, it cuts to the heart of whether neurodivergence is seen as an inseparable part of who we are, or an unwanted attachment. There isn’t a one-size-fits-all answer. Some prefer identity-first language, others person-first. The key is to respect self-identification. The simplest act of inclusion is to ask: “What language feels right for you?” Dialogue and communication differences Neurodivergent communication styles are often pathologised rather than accepted. ADHD communication might be fast-paced or sometimes seem like we’re running on a tangent, autistic communication might be more direct or literal, and dyslexic expression might lean towards storytelling or visual thinking. When these differences are respected instead of judged, we create workplaces and communities that benefit from a diversity of voices. Harvard Business Review notes that teams with diverse communication styles are more innovative and resilient, but only if those differences are embraced rather than suppressed. Intersectionality of identity None of us exists in a vacuum. Neurodivergence intersects with gender, race, culture, class, and sexuality in ways that shape our lived experience. For example: In South Africa, where October is also Mental Health Awareness Month, stigma surrounding both mental health and neurodivergence is layered with our unique historical inequities, making language even more critical. These examples remind us: identity is never singular. Respecting neurodivergent identity means holding space for its intersections with all the other identities a person carries. Moving from awareness to action At INVISIBLE DIVERSITY, we believe identity isn’t something to fix – it’s something to honour. The challenge isn’t in neurodivergent people existing, it’s in systems that fail to embrace our differences. So what does action look like? As we celebrate ADHD Awareness Month, Dyslexia Awareness Month, and Mental Health Awareness Month this October, we invite you to reflect: Because awareness without reflection changes nothing. But when we reflect on language, we open the door to inclusion.

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Vector art of women representing neurodivergent strength, resilience, and individuality.

We’re Not Difficult, You’re Unprepared: Neurodivergent Women in Focus

When people talk about women’s month, the conversation tends to circle around leadership, empowerment, or breaking glass ceilings. But for many of us who are neurodivergent, the ceiling wasn’t glass to begin with, it was opaque, and sometimes we weren’t even invited into the room where the ceiling exists. Being a neurodivergent woman is a bit like being tuned to a frequency that most people can’t hear, aka you spend a lot of time politely nodding along, smiling at the right places, but secretly wondering if you’re listening to the same frequency as everyone else. Take masking, for example. It’s a word that comes up often in autism research, but if you’ve got ADHD or dyslexia, you’ll know it too. Masking isn’t just “pretending to be normal”, it’s an Olympic sport of making sure no one notices the little things, like the fidgeting in meetings, the spelling mistakes that autocorrect didn’t catch, or the panic when your brain loses an entire sentence halfway through saying it. Studies have shown that this kind of constant impression management is linked to anxiety, depression, and burnout in women who are neurodivergent. But of course, in everyday life, we don’t call it “masking.” We call it “being professional”, “keeping it together” or my favourite “faking it ‘til we make it!” Then there’s the gender piece. Most diagnostic criteria for conditions like ADHD and autism were developed around boys and men, which means women tend to fall through the cracks. Research on ADHD shows that girls are more likely to present as inattentive rather than hyperactive, which often gets missed until adulthood. Dyslexia in girls can look like anxiety or low confidence rather than the stereotypical “struggling reader” image. And let’s not forget dyspraxia – the women who trip, drop things, or struggle with spatial tasks often get labelled as “clumsy” rather than considered neurodivergent. What’s scary is how much energy we spend just to be seen as competent. Neurotypical men can forget their wallet in the office and it’s just an oversight; whereas a neurodivergent woman might do the same thing and silently panic that it confirms every unspoken suspicion about her being “scatterbrained.” The research backs this double standard up: women report higher rates of self-criticism and perfectionism when navigating neurodivergence in professional spaces – the almighty imposter syndrome. And then, of course, you throw in hormones and things just get wilder. Puberty, pregnancy, and menopause don’t just affect mood, they change how neurodivergence shows up. A 2024 study found that neurodiverse women reported worsening symptoms during menopause, particularly in focus, sensory regulation, and workplace functioning. That intersection of biology, neurology, and gendered expectation creates a perfect storm for being misunderstood or dismissed. So what does all of this mean in the spirit of Women’s Month? It means that celebrating women without talking about neurodivergent women is telling only half the story. It means asking whether the structures we’ve built (our workplaces, our schools, our social expectations) are actually designed for the range of brains women have. It means reframing “coping” not as a sign of resilience but as a tax we’ve been paying for a system that wasn’t built with us in mind. And maybe the most radical question is this: what would happen if neurodivergent women stopped trying to be palatable and simply showed up as we are? Would we finally be seen as messy, brilliant, creative, chaotic, deeply human women? Or would the world panic at the sight of women who don’t just crack the glass ceiling but throw the whole pane of glass out the window because, frankly, it was never the right architecture to begin with References:

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Digital assessment tools optimise workflow and reduce bottlenecks

As awareness of neurodivergence grows, the need for accessible and timely assessments of neuro-traits becomes increasingly important. Traditional diagnostic pathways for neurotraits associated with Autism, ADHD, and dyslexia, etc, can be expensive, time-consuming, and limited by the availability of specialists – especially in under-resourced regions like Africa. Simple digital screening tools offer an innovative solution, allowing for rapid assessment of neuro-traits and facilitating earlier intervention. Research highlights that digital solutions can streamline neurodevelopmental care, reducing wait times and improving accessibility. These tools not only help individuals understand their neurotype, but they also bypass barriers associated with formal diagnosis, such as financial constraints, long wait times, and geographical limitations. Furthermore, digital solutions enable the scalable deployment of personalised support strategies, mitigating the shortage of skilled healthcare workers. Lessons from industries such as finance and marketing—where rapid digital assessments have revolutionised decision-making – highlight the need to continue similar advancements in healthcare, specifically in neurodivergence. Embracing digital solutions can help communities foster inclusion, enhance self-awareness, and ensure that neurodivergent individuals receive timely support. Not surprisingly, in a recent survey by Lexxic, most organisations highlighted the need for the “ability to screen large numbers of staff and identify a range of neurodiverse traits and conditions simultaneously as particularly beneficial”. How Digital Screening Tools Differ from Traditional Assessment Methods Traditional neurodivergent assessments typically involve lengthy clinical evaluations, standardised screening tools, and structured interviews conducted by specialists. These assessments often require in-person visits, developmental history reviews, and behavioral observations, making them resource-intensive and inaccessible for many. In contrast, digital tools leverage AI-driven algorithms, self-report questionnaires, and interactive assessments to provide rapid insights into neuro-traits. These tools can be accessed remotely, reducing logistical barriers and ensuring that individuals receive timely evaluations as a precursor to clinical intervention, where necessary. Additionally, digital assessments can integrate real-time data analytics, allowing for adaptive and personalised recommendations based on user responses. As the world shifts towards digital-first approaches, neurodivergent individuals can bypass inevitable bottlenecks, access support faster, and benefit from scalable interventions that address healthcare worker shortages, particularly in Africa. This transformation underscores the importance of leveraging technology to create inclusive and efficient neurodevelopmental care systems. The Importance of Knowing One’s Neuro-traits Understanding one’s neuro-traits is foundational to self-awareness and empowerment. A neurodivergent individual who recognises their cognitive patterns can tailor their environment, habits, and professional aspirations to maximise strengths and navigate challenges. For example, autistic individuals may benefit from structured routines, while ADHD individuals may thrive in dynamic, high-stimulation environments. In educational settings and workplaces, knowing one’s neuro-traits fosters inclusivity and accommodations that improve productivity and well-being especially as inclusive design is becoming increasingly commonplace. Barriers to Formal Diagnosis & How Digital Tools Address Them Traditional neurodivergent diagnoses require extensive paper-based clinical evaluations, often imposing financial, geographical, and logistical barriers. Many individuals, particularly in Africa, struggle to access specialised professionals, leading to delayed or missed diagnoses. Digital tools circumvent these hurdles by providing accessible, low-cost, and non-invasive neuro-trait assessments, empowering users to self-identify and seek appropriate support without prolonged diagnostic processes. Where a clinical diagnosis is required, digital screening tools reduce the burden for the few available clinicians to focus where their services are needed most. Technology for Scalable & Repeatable Intervention One of the major obstacles in neurodivergent healthcare is the shortage of trained specialists. Digital solutions help bridge this gap by automating key assessment processes and providing standardised intervention strategies. AI-driven applications can adapt recommendations based on user responses, offering tailored guidance in a fraction of the time it would take a clinician. For Africa, where healthcare infrastructure is often stretched thin, leveraging technology ensures that individuals receive continuous, repeatable, and personalised support without dependency on limited or non-existent human resources. Lessons from Other Industries & Implications for Healthcare Rapid assessment technologies have transformed various industries: Applying these principles to healthcare, particularly neurodivergence, can similarly enhance efficiency, allowing individuals to access tailored support much sooner. Afterall, there are already a number of prominent use cases within the healthcare industry as per the Deloitte’s Global case studies of health care transformation (2019) .Given the growing awareness of neurodevelopmental conditions, integrating such technology into healthcare is vital to meet increasing demand and ensure inclusion. “Digital tools can speed up admin/workflow” – Dr. Nancy Doyle, Founder & Chief Science Officer of Genius Within (July 2025) Key Takeaways & Future Applications When organisations and communities embrace digital solutions, they foster neuro-inclusion, enhance self-awareness, and ensure that adult neurodivergent individuals receive timely tailored support. Furthermore, expanding this rapid screening/assessment model beyond neurodivergence could revolutionise access to mental health support, cognitive training, and neuro-developmental assessments across various adult populations.

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The Hidden Link: Neurodivergence and Mental Health Part 2

In the previous blog we looked at neurodivergence and anxiety.  What about depression? People with autism are four times more likely to develop depression, than the general population (Hudson CC, Hall l, Harkness KL Prevalence of Depressive Disorders in Individuals with Autism Spectrum Disorder: a MetaAnalysis J Abnormal Child Psychology 2019; 47(1):165-175.) . It is suggested that it is the most common mental health condition in autistic people. The reasons for this are many and varied ranging from the managing other physical health challenges through to negotiating the neurotypical world unsupported.  Significant psychosocial sequelae are associated with being autistic, including social isolation and difficulties developing and maintaining relationships, challenges succeeding academically and vocationally. The psychological impact of trying to survive, manage and navigating a predominantly neurotypical world, all increase the risk for mood symptoms in autistic individuals and other neurodivergent conditions. Said differently, autistic individuals often face systemic barriers and a lack of support, which can lead to feelings of exclusion, overwhelm, incompetence, limited reward for significant input, and criticism, all  leading to low mood. Negotiating everyday life with autism or ADHD often requires a cognitive rather than intuitive approach. Social interactions, in particular, can feel like solving a complex puzzle in real time (remember the Rubic’s Cube from part 1?). While neurotypical individuals rely heavily on intuition in social settings, autistic individuals often have to consciously analyze and cognitively respond to social cues. This effort can leave them feeling drained and exhausted.  The burden of masking and the attaching cognitive exhaustion must be considered too. Many autistic and ADHD individuals learn early on to mask their differences in order to fit in, to survive. Masking involves suppressing one’s natural way of being in the world to conform to social expectations. While this strategy can help ease the stress and risks in social situations, it’s mentally and emotionally exhausting.  Imagine trying to speak a foreign language fluently all day while managing everything else in your life. It’s suggested that’s what masking can feel like for many neurodivergent people. Over time, this chronic effort can lead to burnout—a state of physical, emotional, and mental exhaustion On the psychological front, masking has the potential to alienate the person from their true self. Societal pressures and expectations create a relentless demand for neurodivergent individuals to conform, leading to a disconnect from their authentic selves. “The Tyranny of the Shoulds” is a phrase psychoanalyst Karen Horney coined in the 1950s. She believed we split ourselves between our ‘idealised self’ and our real self. We bounce between who we actually are and what we believe we “should be”. For the neurodivergent person the tyranny of shoulds is relentless – you should speak more; you should make eye contact; you should shake hands; you should be able to read facial expressions,  you should be able to meet deadlines, you should be able to sit still, ….. This constant abandonment of one’s real self can lead to feelings of isolation, identity confusion, and profound sadness. It’s not uncommon for neurodivergent adults to reach a point where they realize they have spent years suppressing their true, authentic selves, resulting in regret and depression. The words of one of DH Laurence’s poems comes to mind –  something along the lines of “I am worn out with the effort of trying to love people and not succeeding…..” With all the challenges that the neurodivergent person has to face, so often unaware of their neurodivergence, and even more often misunderstood and unsupported by those around them,  it is not hard to imagine their own words “I am worn out with the effort of trying to live, to fit in, be accepted, get it right,  and not succeeding….”  This is just another way of saying “I’m depressed”.  So often, because of inappropriate environmental demands, expectations and barriers, the neurodivergent person is left feeling they have failed. In the face of the social challenges of the neurodivergent person, be it their distress related to modulating and moderating their behaviour to meet environmental expectations, the backlash they face because of their frank and direct comment, the inordinate sting of rejection, or the distressing hours spent trying to understand what went wrong in a social encounter earlier in the day,  it’s easy to understand how  the sense of “this is not working” may well be ever present, ultimately leading to the feeling of “I can’t”; “why bother?”…. and depression. For adults with ADHD, impulsivity and emotional dysregulation can lead to frequent conflicts and misunderstandings, further compounding stress. When these challenges pile up over time, they can erode self-esteem and contribute to the development of mood disorders.  Back to Laurence’s poem; it continues  “Now I’ve made up my mind I love nobody, I’m going to love nobody ….” In the context of this article, it may well explain the neurodivergent person’s mind set after years of trying as they withdraw into depression, and stop loving themselves. For many neurodivergent individuals, anxiety and mood disorders are not separate challenges but intertwined aspects of their lived experience. By understanding the links between autism, ADHD, and mental health, hopefully we can begin to offer better support and create environments that allow all people, but specifically neurodivergent people to thrive—authentically and without fear of judgment – and become their best selves, relatively free of the burden of anxiety and depression.  Appealing to Laurence one final time, he concludes his poem thus:  “And if by a miracle a woman had happened to come along who warmed the cockles of my heart I’d rejoice over the woman and the warmed cockles of my heart so long as it didn’t all fizzle out in talk”. Whether you’re neurodivergent or neurotypical is irrelevant; can you be the person in that autistic or ADHD colleague’s life who warms the cockles of their hearts by doing no more than just understanding their brain, and valuing its difference ….?  And ensuring that your support is practical  and enduring and doesn’t “fizzle out in talk”!

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The Hidden Link: Neurodivergence and Mental Health (Part 1)

When we talk about neurodivergence—the natural variation in how human brains are wired—autism and ADHD often take centre stage. Autistic and ADHD individuals bring unique strengths to teams, such as creative problem-solving, deep focus, and innovative thinking. They offer fresh perspectives that can enhance collaboration and foster new ideas. However, these differences can sometimes lead to challenges, particularly when it comes to navigating mental health. Anxiety and mood disorders, for instance, are common companions for many neurodivergent individuals. Studies consistently show that neurodivergent people have a higher likelihood of developing mood or anxiety disorders with the disabling barriers of neurotypical society a significant factor. Regarding prevalence, one study found that the lifetime prevalence of anxiety disorders among adults with autism spectrum disorder (ASD) is 42%, while 37% will experience a depressive disorder. By contrast, the prevalence of anxiety disorders in the general U.S. adult population is around 18%. Autism and Anxiety: A Complex Relationship While anxiety, depression, and mood disorders frequently co-occur with autism, the reasons behind this connection aren’t always obvious. It’s easy to trivialize or normalize these struggles with statements like, “We all feel anxious sometimes.” But this isn’t about everyday anxiety or occasional low mood. For many autistic individuals, anxiety is deeply rooted in their neurology and context-specific experiences. Research highlights that autistic people often experience anxiety in unique ways. Unlike “everyday anxiety,” autism-specific anxiety can stem from uncommon phobias—such as fears of facial hair or toilet seats—or from social confusion, obsessive worries about losing access to a special interest, or irrational fears that a partner might abandon them. This anxiety arises from uniquely autistic contexts and experiences, reflecting valid responses to specific situations that may not be immediately understood by others. The Neurological Roots of Anxiety in Autism A deeper explanation lies in the brain’s structure and function. The amygdala, often called the brain’s “threat detector,” plays a key role in processing fear and emotional responses. In many autistic individuals, the amygdala is significantly more active than in non-autistic people, making them more sensitive to perceived threats. Imagine your brain’s alarm system being on high alert all the time—it’s exhausting and leaves you constantly on edge. A long-term study by the UC Davis MIND Institute found that alterations in the amygdala are associated with anxiety development in autistic children. This research supports the existence of autism-specific types of anxiety. Additionally, research funded by the National Institutes of Health suggests that difficulty processing sensory information during infancy can stress the amygdala, leading to its overgrowth. This overgrowth is implicated in autism-related symptoms. Another important factor is the hypothalamic-pituitary-adrenal (HPA) axis, which regulates the body’s stress response. When functioning properly, the HPA axis helps manage everyday challenges by releasing cortisol, the stress hormone. However, for many neurodivergent people, the HPA axis is overactive, flooding the body with cortisol and keeping it in a state of chronic hyperarousal. This heightened stress response makes it difficult to cope with sensory or social demands and can quickly escalate into overwhelming anxiety or panic-like symptoms. Brain Connectivity and Anxiety Communication between different brain regions also plays a crucial role in anxiety. Neurodivergent brains often exhibit either hyperconnectivity or hypoconnectivity. One study suggests that hyperconnectivity in the salience network—a system that detects and prioritizes relevant stimuli—may be a distinguishing feature in children with autism. The salience network’s association with the amygdala helps regulate the autonomic nervous system and physiological arousal. This hyperconnectivity may explain why autistic individuals perceive their environment as more threatening, leading to heightened arousal and anxiety. That said, many autistic individuals develop effective strategies to manage these responses, such as using structured routines, sensory tools, or mindfulness practices to reduce stress and improve emotional regulation. Information Processing Differences Autism is also associated with unique information processing styles. One model suggests that autistic brains process information sequentially—one piece at a time—while neurotypical brains process information in parallel, taking in multiple pieces simultaneously. A helpful analogy is assembling a puzzle (take a Rubic’s cube, for example, where each block represents a discrete piece of data): when entering a new environment, a neurotypical person receives the ordered Rubic Cube with all sides matching (all sensory data ordered and connected), and can immediately grasp the full context. In contrast, an autistic person receives a ‘jumbled’ Rubic’s Cube, and must engage in significant cognitive effort and time to order and re-order the discrete data until it all correctly lines up and an ‘un-jumbled’ Rubic’s cube (the whole picture) is accessed. This prolonged period of uncertainty can naturally lead to anxiety and stress. Autistic individuals often seek structure, familiarity, and predictability because these elements reduce the need to process new information spontaneously. Uncertainty is a significant driver of anxiety, and autistic people may experience it far more frequently than neurotypical individuals. ADHD and Anxiety While this blog focuses primarily on autism, ADHD also contributes significantly to heightened anxiety. Executive function difficulties, for example planning, organizing, regulating emotions can make everyday tasks feel chaotic and overwhelming. Worrying about how much—or how little—you’ve accomplished, missing deadlines, forgetting important details, or struggling to maintain focus can all fuel anxiety over time. Other Neurodivergent Conditions and Anxiety The connection between neurodivergence and anxiety extends beyond autism and ADHD. For example, individuals with dyslexia, dyscalculia, or dysgraphia may experience anxiety due to the expectations and pressures of the social environment. These individuals often carefully avoid situations that might expose their differences, further reinforcing feelings of anxiety. Looking Ahead In our next blog, we’ll explore the link between neurodivergence and depression, shedding light on another important aspect of mental health for neurodivergent individuals.

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