As many as 1 in 7 people are neurodivergent, with brains that process information, communicate, and work differently. Many have ADHD, autism, dyslexia, or other conditions they've hidden throughout their careers, masking to fit workplace norms. But creating environments where these individuals thrive isn't about expensive accommodations or special treatment. Instead, it's about designing work that helps everyone perform better.

So how do you move beyond awareness training to actually embedding inclusion in daily operations, and how can this benefit everyone in the workforce?

My guest this week is <a href="https://www.linkedin.com/in/pamela-kavanagh-b1b75913/">Pamela Kavanagh</a>, Chief People Officer at <a href="https://www.exergyn.com/careers/">Exogen</a>. In our conversation, she shares practical strategies for creating workplaces where everyone can do their best work.
In the interview, we discuss:

<ul>
 <li>What neurodivergence actually means at work</li>
</ul>
<ul>
 <li>Performance enhancers instead of reasonable accommodations</li>
</ul>
<ul>
 <li>Creating psychological safety for disclosure</li>
</ul>
<ul>
 <li>Small things that make big differences and help everyone.</li>
</ul>
<ul>
 <li>Embedding inclusion in everyday operations</li>
</ul>
<ul>
 <li>Making recruiting better for everyone </li>
</ul>
<ul>
 <li>Why eye contact shouldn't determine capability</li>
</ul>
<ul>
 <li>Making the business case to leaders</li>
</ul>
<ul>
 <li>AI and the future</li>
</ul>

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