My wife, asking me to taste a dish she's making: what do you think?

Me: needs more cowbell

#neurodivergent #neurodiversity #marriedlife #marriedliferocks #love #laughter

Weeks of no sleep. Tinnitus screaming. Binge eating. Overwhelm.

And yet, here I am. Barely, but here.
Anyone else?

How do you survive when everything hits at once?

Brain: ‘Sleep? What’s that?’
Stomach: ‘EAT. NOW.’
Tinnitus: ‘🔊🔊🔊’
Me: ‘… fine, but coffee first.’ ☕

#ADHD #SurvivalMode #Neurodiversity #MentalHealth

"The Telegraph is inciting hatred of disabled kids, again. The right-wing shit rag published a piece suggesting parents are forcing ADHD diagnoses for benefits. Coincidentally, this comes just as the Department of Health and Social Care has published an interim report into their review on whether the condition is overdiagnosed."

#Autism
#ADHD
#AuDHD
#neurodiversity
#neurodivergence

https://www.thecanary.co/uk/2026/04/02/adhd-hate-labour-government/

Autism Acceptance, Belonging, and Inclusion at Work Is Just Good Workplace Design

April is Autism Acceptance Month. Creating workspaces that are inclusive and welcoming for everyone, including neurodiverse staff, is an important part of workplace well-being.  

We tend to treat autism acceptance, and neurodiversity more broadly, as something separate from the rest of our work. It becomes a program, a training, or a hiring initiative. Something we add on rather than something we build into how work functions. But when you look at what meaningful acceptance requires, it starts to look a lot like good communication practice in general. It looks like clear expectations, thoughtful communication, flexibility, and environments that make it easier for people to do their jobs. Clear is kind.

When we talk about autism acceptance, we often focus on awareness or understanding. Those things matter, but they are only a starting point. Creating spaces that are inclusive and welcoming is the goal. Acceptance shows up in how we design and work on a daily basis. It shows up in job descriptions that are clear about expectations, in structured interviews that reduce guesswork, and in communication practices that don’t rely entirely on verbal exchanges or implicit norms. It shows up in giving people advance notice of changes whenever possible, and in creating workspaces that reduce unnecessary sensory strain. And knowing what things are most likely to cause sensory strain – lighting, noise, air quality, etc. It also shows up in flexibility, both in how work gets done and in recognizing that people may approach tasks differently and still be highly effective. All of that matches the research around what makes healthy workplaces, including the physical space and policies.

None of these changes are particularly radical, and they benefit everyone at work. The same practices that support autistic employees also make work more accessible, consistent, and sustainable for everyone. This is something we see again and again when we talk about workplace design more broadly: when we remove unnecessary barriers, more people are able to do their best work. (Universal design, anyone?)

But just like other aspects of workplace wellbeing, we tend to shift responsibility to the individual. We tell people to be more resilient, to communicate more clearly, to manage their time better, or to engage in more self-care. At the same time, we don’t address or change the underlying issues in place – unclear expectations, constantly shifting priorities, environments that are noisy or distracting, and workflows that depend on interruption and urgency.

If the environment requires people to navigate ambiguity, sensory overload, and inconsistent communication just to function, then the issue is not that some employees need accommodations. The issue is that the workplace has been designed in a way that creates unnecessary barriers.

For autistic employees, that kind of environment can be especially challenging. More broadly, it undermines psychological safety for everyone. Teams function better when expectations are clear, communication is direct, and people feel comfortable expressing concerns or asking for clarification. That is about being more intentional in how we support one another’s work.

It is also important to be clear about what we mean when we talk about supporting autistic employees. The goal is not to help individuals adapt to a system that was not designed with them in mind. The goal is to design systems that allow more people to succeed. When expectations are clear, people make fewer mistakes. When communication improves, collaboration improves for everyone. When environments reduce unnecessary strain, everyone has more capacity to focus and engage in their work. When flexibility is built into the system, retention and job satisfaction improve for everyone.

These are organizational outcomes, not individual accommodations.

If we hire neurodiverse employees without addressing culture, policies, and practices, we are not creating inclusion. We are asking people to navigate the same barriers that existed before, often with the expectation that they will find ways to manage them on their own. Hiring is only one step, and it is not the most difficult one. The more challenging work is examining how decisions are made, how communication happens, how physical and virtual spaces are structured, and what people are expected to manage as part of their day-to-day work.

Where to Start

If this feels like a lot, start with one thing.

• Write expectations down instead of relying on verbal instructions.
• Be explicit, do not rely on implication or assumed understanding.
• Build more predictability into schedules.
• Take a close look at how meetings are structured.
• Create a quiet space for staff, even if it’s small.
• Ask your team what actually helps them do their work.

Creating a work environment that goes beyond autism acceptance to belonging and inclusion at work is not separate from workplace well-being. It is one way of understanding whether our workplaces are functioning in ways that support the people in them. When we design workplaces that support autistic employees, we are also creating environments that are clearer, more flexible, and more sustainable for everyone.

P.S. If you’re an autistic or neurodiverse librarian consider submitting a presentation about creating a welcoming workplace for autistic and/or neurodiverse staff to ThriveLib, a virtual conference created for librarians, library managers, and library workers who are ready to reimagine what well-being looks like in their professional lives.

References and Suggested Readings

Alissa. (2021, February 20). Libraries are for everyone! Except if you’re autistic. Cataloguing the Universe. https://lissertations.net/post/1626

Anderson, A. (2018). Employment and Neurodiverse Librarians. STEMPS Faculty Publications, 82. https://digitalcommons.odu.edu/stemps_fac_pubs/82

Anderson, A. (2021). Job Seeking and Daily Workforce Experiences of Autistic Librarians. The International Journal of Information, Diversity, & Inclusion, 5(3), 38–63.

Anderson, A. (2022, September 26). Researcher’s Corner: At the intersection of autism and libraries. Hiring Librarians. https://hiringlibrarians.com/2022/09/26/researchers-corner-at-the-intersection-of-autism-and-libraries/

Anderson, A. M. (2021a). Exploring the workforce experiences of autistic librarians through accessible and participatory approaches. Library & Information Science Research, 43(2), 101088. https://doi.org/10.1016/j.lisr.2021.101088

Autism Career Pathways 501c3 (Director). (2020, February 10). Lauren the Autistic Librarian [Video recording]. https://www.youtube.com/watch?v=1zglfZn5bak

Bastian, R. (2023, October 23). Tips For Supporting Neurodiversity In The Workplace. Forbes. https://www.forbes.com/sites/rebekahbastian/2019/10/23/tips-for-supporting-neurodiversity-in-the-workplace/

Camp, C., & Finlay, D. J. (2025). The experiences of neurodivergent Library and Information Science [LIS] professionals working in academic libraries – a case study. The Journal of Academic Librarianship, 51(5), 103115. https://doi.org/10.1016/j.acalib.2025.103115

Cohen, R. A., Cooke, P., Holt, M., Lounsberry, M., Roga, E., Farrell, K. S., & Squires, J. (2025). Autistic librarians in the academic library hiring process. College & Research Libraries, 86(5), 705.

Commissioner, O. of the. (2023). Be Aware of Potentially Dangerous Products and Therapies that Claim to Treat Autism. FDA. https://www.fda.gov/consumers/consumer-updates/be-aware-potentially-dangerous-products-and-therapies-claim-treat-autism

Contributor, G. (2017b, April 16). Perspectives of an Autistic Children’s Librarian. ALSC Blog. https://www.alsc.ala.org/blog/2017/04/perspective-autistic-childrens-librarian/

Doyle, N. (2019, November 24). Ableism In The Workplace: When Trying Harder Doesn’t Work. Forbes. https://www.forbes.com/sites/drnancydoyle/2019/11/24/ableism-in-the-workplace-when-trying-harder-doesnt-work/

Emily. (2012, June 29). Further Questions: Would You Hire a Person Who Has an Autistic Spectrum Disorder For a Reference Librarian Position? Hiring Librarians. https://hiringlibrarians.com/2012/06/29/further-questions-would-you-hire-a-person-who-has-an-autistic-spectrum-disorder-for-a-reference-librarian-position/

Eng, A. (2017). Neurodiversity in the Library: One Librarian’s Experience. In the Library with the Lead Pipe. https://www.inthelibrarywiththeleadpipe.org/2017/neurodiversity-in-the-library/

Finn, J. (2023, September 16). Two Librarians Fired Over Autism-Awareness Display, Because Rainbow. Prism & Pen. https://medium.com/prismnpen/two-librarians-fired-over-autism-awareness-display-because-rainbow-c8b3fbd2c916

Furr, P. (2023, March 7). Why It’s Important To Embrace Neurodiversity In The Workplace (And How To Do It Effectively). Forbes. Retrieved April 25, 2024, from https://www.forbes.com/sites/forbesbusinesscouncil/2023/03/07/why-its-important-to-embrace-neurodiversity-in-the-workplace-and-how-to-do-it-effectively/

Gainey, K. (2023, September 20). What Is Social Skills Training & How Is It Used? Choosing Therapy. https://www.choosingtherapy.com/social-skills-training/

Geraghty, T. (2024, July 26). Psychological safety and neurodiversity. Psych Safety. https://psychsafety.com/psychological-safety-and-neurodiversity/

Giles-Smith, L., & Popowich, E. (2023). Autistic employees in Canadian academic libraries: Barriers, opportunities, and ways forward. Canadian Journal of Academic Librarianship, 9, 1–22.

Haire, A. (2025). What Does It Mean to Be Information Literate for an Autistic Librarian in the Academic Library Workplace?. Journal of Information Literacy, 19(1), 27–47.

Howard, J. (2022, December 14). It’s Important to Create Psychological Safety for Autistic Professionals. https://www.inclusionhub.com/articles/create-psychological-safety-for-autistic-professionals

Inc, G. (2025, April 25). Neurodiverse Workers: Hidden Challenges, Untapped Potential. Gallup.Com. https://www.gallup.com/workplace/659618/neurodiverse-workers-hidden-challenges-untapped-potential.aspx

Is Your Workplace Neurodivergent Competent? (2022, September 20). Psych Central. https://psychcentral.com/health/neurodiversity-in-the-workplace

jrose. (2022, October 31). Neurodiversity and Libraries. Liblime. https://liblime.com/2022/10/31/neurodiversity-and-libraries/

Juarez, A. H. (Host). (2025, May 30). Cultivating an Inclusive Workplace for Neurodivergent Staff with Renee Grassi (No. 174) [Broadcast]. https://libraryleadershippodcast.com/174-cultivating-an-inclusive-workplace-for-neurodivergent-staff-with-renee-grassi/

Louise Taylor. (2022, January 11). Communication Styles, Counseling, and Neurodiversity. Psychology Today. https://www.psychologytoday.com/us/blog/the-neurodivergent-therapist/202201/communication-styles-counseling-and-neurodiversity

Ludmila Praslova. (2022, April 24). Workplace bullying of autistic people: A Vicious cycle. Specialisterne. https://us.specialisterne.com/workplace-bullying-of-autistic-people-a-vicious-cycle/

Ludmila Praslova. (2022, February 1). Moral Injury at Work and Neurodiversity: Are there Additional Risk Factors? Specialisterne. https://ca.specialisterne.com/moral-injury-at-work-and-neurodiversity-are-there-additional-risk-factors/

Maddock, K. (n.d.). To what extent are autistic library staff in the UK supported in their workplace?

Maxwell, L. (2022, July 25). Being an Autistic School Librarian. BOOK RIOT. https://bookriot.com/being-an-autistic-school-librarian/

Motti, S. W., Niloofar Kalantari, Vivian. (2024, April 24). Neurodiversity inclusion starts with the job interview. Fast Company. https://www.fastcompany.com/91111139/neurodiversity-inclusion-starts-with-the-job-interview

Nasland, R., Dudheker, S., & Dudheker, R. N. and S. (2023, July 20). Designing for Neurodiversity in the Workplace. Work Design Magazine. https://www.workdesign.com/2023/07/designing-for-neurodiversity-in-the-workplace/

Neurodiversity in the Library: One Librarian’s Experience – In the Library with the Lead Pipe. (n.d.). Retrieved May 24, 2022, from https://www.inthelibrarywiththeleadpipe.org/2017/neurodiversity-in-the-library/

Neurodiversity Resources For Students—Neurodiversity Hub<br/>. (n.d.). Neurodiversity Hub. Retrieved April 3, 2026, from https://www.neurodiversityhub.org/training1

Newman, B. L. (2024, April 26). Supporting Neurodiversity in the Library Workplace. Librarian by Day. https://librarianbyday.net/2024/04/26/supporting-neurodiversity-in-the-library-workplace/

Praslova, L. N. (2022, June 21). An Intersectional Approach to Inclusion at Work. Harvard Business Review. https://hbr.org/2022/06/an-intersectional-approach-to-inclusion-at-work

Rosa, S. D. R. (2018, September 14). What Is Light Sensitivity Like for One Autistic? Thinking Person’s Guide to Autism. http://www.thinkingautismguide.com/2018/09/what-is-light-sensitivity-like-for-one.html

Smith, S. (n.d.). Training & Resource Center. Autism Society. Retrieved April 3, 2026, from https://autismsociety.org/training-resource-center/

Southey, S., Morris, R., Nicholas, D., & Pilatzke, M. (2024). Autistic perspectives on employment: A scoping review. Journal of Occupational Rehabilitation, 34(4), 756–769.

Staff, L. (2026, April 2). Autism Librarian. Autism Librarian. https://autismlibrarian.wordpress.com/

Steinemann, A. (2019). Ten questions concerning fragrance-free policies and indoor environments. Building and Environment, 159, 106054. https://doi.org/10.1016/j.buildenv.2019.03.052

The Association of Southeastern Research Libraries (ASERL) (Director). (2024, February 29). Library Accessibility Alliance (LAA) Webinar: Transforming Librarianship to Model Neuroinclusion in Libraries [Video recording]. https://vimeo.com/918005788

Torres, A. (n.d.). Neurodiversity at Work Playbook: Employee Engagement & Growth Series. Disability:IN. Retrieved April 4, 2025, from https://disabilityin.org/resource/neurodiversity-at-work-playbook-employee-engagement-growth-series/

Training Autistic Employees—Hire Autism. (2022, January 5). https://www.hireautism.org/resource-center/training-autistic-employees/

Tumlin, Z. (2019). “This Is a Quiet Library, Except When It’s Not:” On the Lack of Neurodiversity Awareness in Librarianship. Music Reference Services Quarterly, 22(1–2), 3–17. https://doi.org/10.1080/10588167.2019.1575017

Let's open the book and find the next Batman villain!

Bonus meme:

Since there is more awareness of neurodiversity, my employer was thinking about a diversity statement on website/careers page that (among other things) addresses this and maybe change the interview process a bit.

It might be just a drop in the ocean and only help a little, but I think it's a step into the right direction and I'd like to support this and encourage it.

So, #askfedi : what would actually help you (neurodivergent folks) during job interviews or at work in general? What could an employer realistically do? And what would encourage you to apply?

E.g. would a buddy help? More time/pauses? Online/(partly) written interviews? Dim lit, quiet rooms?

#neurodivergent #neurodiversity #autism #adhd #AuDHD

A student and I wrote an article about #neurodiversity in the #EarthSciences.

We use the work of #MarciaBjornerod (which we both like a lot) to show how easily ableist discourse seeps into the discipline, and how important it is to address this.

Does anyone have any suggestion for where we could maybe publish it?

It's Autism Day, I'm autistic. 👋

#Autism
#Autistic
#AutismAwareness
#AutismDay
#AutismAcceptanceDay
#AutismAcceptance
#AutismSupport
#Neurodiversity
#AutismCommunity