Embracing Neurodiversity in the Workplace: A Conversation with Katherine McCord
Welcome to another insightful episode of the ADHD Goals Podcast! In this episode, host Laurence Pratt sits down with Katherine McCord, the founder of Titan Management, an inclusive HR agency. Katherine shares her journey and insights into the importance of neurodiversity and inclusivity in the workplace. This blog post aims to highlight key points from their discussion, offering valuable takeaways on how companies can foster a more inclusive environment for all employees.
The Role of Titan Management and Universal Design
Katherine McCord runs Titan Management, an HR agency that emphasises inclusive recruiting and supporting neurodiverse employees. The agency adopts the principle of Universal Design, which is about designing systems and processes with everyone in mind while allowing the flexibility to accommodate diverse needs. Katherine explains that starting with neuro-inclusivity provides a robust foundation because neurodiversity encompasses a broad spectrum of conditions such as ADHD, autism, dyslexia, and more.
Understanding Neurodiversity and Its Impact
Katherine shares her personal journey, revealing that she has four neurodiversities herself: a seizure disorder, misophonia, obsessive-compulsive disorder (OCD), and bipolar 1. Her parents adopted an extraordinary approach by embracing her unique needs and teaching her how to use her neurodiversities as strengths.
Neurodiversity in the Workplace
The conversation delves into how workplaces can accommodate neurodiverse employees. Katherine emphasises that companies need to recognise each employee’s unique communication styles and work preferences. For example, instead of assuming that direct communication is rude, employers should ask how their employees prefer to be communicated with.
AI and Neurodiversity in HR
An interesting part of the discussion focuses on the role of Artificial Intelligence (AI) in the HR recruitment process. Katherine advises against using AI to filter resumes, as it lacks the nuanced understanding a human recruiter can provide. However, AI can be useful in organising and accessing resumes and offering alternative ways to ask interview questions to ensure all candidates are set up for success.
Challenges in Career Progression for Neurodiverse Individuals
Many neurodiverse individuals have varied interests and skills, leading to frequent pivots in their career paths. Katherine highlights that while traditional career paths often expect individuals to climb a linear ladder, neurodiverse employees may excel by moving laterally and gaining diverse experiences. Employers should embrace this variety, as it brings a wealth of creativity and problem-solving abilities to the organisation.
The Importance of Emotional Regulation
Katherine elaborates on the “ego mechanism,” the brain’s defence system that can often trigger negative emotional responses. She suggests techniques like tapping or breathing exercises to quickly calm down the brain and switch to a rational thinking mode, which is crucial in maintaining healthy workplace relationships.
Teaching Emotional Regulation in Schools
There’s a discussion about the importance of teaching children emotional regulation techniques from a young age. Katherine believes that schools should move beyond standardised learning to incorporate life skills such as financial planning and effective communication, thus preparing children to better manage their neurodiversities as they grow older.
Music and Neurodiversity
Laurence brings up the topic of music and its therapeutic benefits for neurodiverse individuals. Katherine agrees, sharing that she uses specific playlists to regulate her mood, particularly during depressive or manic cycles. Music, she says, can be a powerful tool to influence mental and even physical well-being.
Encouraging Innovation and Creativity in Children
Katherine shares the story of how allowing children to participate in adult tasks, such as attending meetings and giving input, can lead to unexpected and valuable insights. This approach nurtures creativity and problem-solving skills from a young age, highlighting the importance of not stifling a child’s innate abilities and curiosities.
Conclusion: Building an Inclusive Future
The conversation with Katherine McCord sheds light on the necessity of recognising and embracing neurodiversity in all facets of life, especially in the workplace. By implementing inclusive practices and fostering a culture of curiosity and understanding, organisations can unlock the full potential of their neurodiverse employees. Katherine’s work with Titan Management serves as a blueprint for creating a future where everyone can thrive.
Links:
Find Katherine at Titan Management – https://www.titanmanagementusa.com
Learn more about ADHD Goals: https://adhdgoals.co/
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Time Line:
- 00:00 Introduction and Welcome
- 02:41 Guest Background and Business Location
- 03:38 Titan Management and Inclusivity
- 04:00 Universal Design and Neurodiversity
- 10:26 The Role of AI in HR
- 12:55 Challenges in Recruitment and Hiring
- 17:03 Neurodiversity in the Workplace
- 24:07 Katherine’s Personal Journey
- 33:06 Music and Mental Health
- 42:09 Relationships and Neurodiversity
- 44:15 Understanding Neurodiversity in the Workplace
- 44:58 The Slow Progress of Inclusion
- 47:10 Training and Accommodations for Neurodiverse Employees
- 47:30 Advice for Employees with New Diagnoses
- 49:53 Communicating with Curiosity
- 51:52 Managing the Ego Mechanism
- 57:53 Teaching Emotional Regulation Techniques
- 01:01:42 The Importance of Practical Education
- 01:03:26 Encouraging Children’s Natural Talents
- 01:07:15 Diverse Interests and ADHD
- 01:21:09 The Value of Symbiotic Work Cells