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by Nalini Solanki, Diversity Project Ambassador & Co-Chair, Neurodiversity Workstream and GAIN Individual Member
The word disability may have negative connotations for some, but I’ve come to realise that for me it’s just a word that implies different abilities.
For far too long I made excuses for myself, not wanting to be viewed as anyone less than, not realising that I was doing just that.
Having mastered the disguise of not being able to:
Get started.
Pay attention.
Needing to re-write instructions to idiot proof levels (is it wasting time?). Etc. etc.
I was in fact short - changing myself, especially for what I now realise are my ‘special strengths’:
Intense focus, often for hours on stretch.
Tenacity – there is ALWAYS a solution!
Deep empathy and conviction – for example, going against the status quo with uncompromising belief in my customer insight and segment needs when managing a campaign, delivering c£1m in cost efficiencies to the campaign.
Resilience – bouncing back rapidly, from every setback, because (see point b) there is ALWAYS a solution!
Maybe we could call it ‘different ability’ but by ticking the disability box, I let others know that we’re not on a level playing field. I once would have seen ‘workplace adjustments’ and thought, “I don’t need any favours thank you very much,” but what I didn’t realise is that unless I make myself count, I can’t expect for anything to change. And change it must.
By ticking the box, a whole world of acceptance is opened up, access to support that can start to help transform the way we navigate a world designed for neurotypical brains.
Counting myself in means I expect to be measured for my performance in any workplace based on individual role requirements, my strengths, and weaknesses, not how far I deviate from ‘neurotypical norms,’ for one size fits all role descriptions.
By encouraging others to be counted, I’ve met incredible individuals across organisations I perhaps wouldn’t have met otherwise, wanting to understand what more they can do to support their neurodivergent employees, and to tap into their strengths. So, you see, counting yourself in benefits business too!
I’m happy to tick the box, whatever you call it. I can understand why many feel strongly about objecting to disclose their neurodivergence when this is captured under disability, it’s a very personal choice to disclose.
I can’t help feeling a little guilty, but that little tick does get me free seat bookings on most airlines.
Nalini Solanki, Diversity Project Ambassador & Co-Chair, Neurodiversity Workstream and GAIN Individual Member. Connect with Nalini via LinkedIn - Nalini Solanki | LinkedIn
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