Neurodiversity Affirming Practice Is Not Just for Patients

I recently attended a psychology conference focused on Neurodiversity and Trauma. Excited to be in a space where Neurodiversity was finally being addressed, I didn't anticipate the impact of being surrounded by conversations solely centred on this subject. On the first day, I experienced overwhelming anxiety. My inner dialogue became relentless, raising concerns about my behavior, sensory overload, and potential judgment if I used headphones.

The conference agenda consumed hours of my time as I meticulously scrutinized workshop descriptions to decipher whether they would be presented in an affirming way or trigger negative experiences. It struck me that 95% of attendees likely didn't need to undertake this process; they could simply select workshops and attend. Throughout the conference, I connected with other autistic psychologists who shared my feelings of unease. By the end of the three days, some of us felt burnt out, unable to relax or sleep. I found safe corners in the seminars that were presented by autistic psychologists, so grateful that they were given an opportunity to talk. Many left me in tears. It reminded me how important representation is and why seeing people like you excel allows you to shed negative narratives and remember that you can do that too.

There are many autistic individuals in our profession—some visibly so, others undiagnosed, and some who hide their diagnosis due to fear of repercussions. Many others have paved the way for individuals like myself to feel comfortable being open about our neurodivergence. Autism remains a stigmatized term within the field of psychology, and many of us are still striving to shed this negative association. As professionals, it is crucial for you to acknowledge our presence when you speak on stage or share your thoughts on social media, or in other public settings. Remember that we are right here, absorbing your words, which can wear us down.

To promote neuro-inclusive practice beyond patient care, consider the following:

1. Language. Studies show that the majority of us prefer identity-first language. Avoid using terms like "ASD" (in either long or abbreviated form). Before posting on social media or presenting a seminar, reflect on how an autistic psychologist in the room might perceive your choice of words. Strive to do better.
2. Workplace inclusivity. Create an environment where neurodivergent individuals feel comfortable sharing their disabilities, knowing they will be accommodated. Implement measures such as dimmed lights, improved soundproofing, dedicated workspaces, and remote work options. Remember that neurodivergent individuals excel in various fields, yet their unemployment rates remain high. Simple accommodations can make a significant difference.
3. Emotional labor. Avoid placing the burden of emotional labor solely on neurodivergent individuals. Educate yourself by conducting your own research before seeking explanations from us about ways to be affirming. Topics like ABA and Behavioralism can be triggering, so familiarize yourself with the Neurodiversity affirming perspective of these topics before asking us questions.
4. Respect as dual experts. Autistic psychologists possess expertise in psychology and lived experiences of autism. Respect our unique perspective and avoid talking over us or about us without involving us. We should be valued, consulted, and included in all matters relating to neurodivergence and psychology.

As a disabled minority group, we are particularly vulnerable to psychological stress and mental health problems due to our experiences in the world. Constant micro-aggressions from colleagues discussing people like us and labeling them as "disordered" in public spaces is exhausting and disheartening. Strive for improvement — not just in your interactions with patients, but also in your relationships with colleagues. Avoid discussing us as if we are absent from the room. Seek us out, listen to us, and acknowledge our invaluable insights into a world you can not fully comprehend.

Neurodiversity-affirming practice goes beyond patient care. It involves creating an inclusive and supportive environment for neurodivergent colleagues and professionals in our field. Start by adopting identity-first language and consider your language choices carefully. Make your workplace neurodivergent-friendly with accommodations that allow individuals to comfortably disclose their disabilities. Avoid relying solely on neurodivergent individuals for emotional labor and invest in your own research and understanding. Respect us as dual experts, recognizing our lived experiences alongside our professional expertise. By implementing these principles, we can foster a more inclusive and affirming field of psychology for neurodivergent individuals. Let us work together to create a community that embraces and empowers everyone, acknowledging the unique contributions we each bring to the table.