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We talk a lot about the ‘what’ and the ‘why’ of neurodiversity in the workplace, but today I want to dig into the how’ - specifically, the responsibilities we share when supporting Neurodivergent (ND) employees who have Rejection Sensitivity Dysphoria.
We talk a lot about the ‘what’ and the ‘why’ of neurodiversity in the workplace, but today I want to dig into the how’ - specifically, the responsibilities we share when supporting Neurodivergent (ND) employees who have Rejection Sensitivity Dysphoria.
Most neurodiverse individuals have been there. That sudden, visceral punch to the gut when a friend’s tone feels slightly ‘off, or an email from a boss lands with a vague subject line. For many, this isn't just ‘sensitivity’ - it's Rejection Sensitive Dysphoria (RSD).
In our rush to create psychologically safe and inclusive environments, I’m seeing a concerning trend in organisations. There is a growing confusion between genuine trauma-informed practice and what is often termed ‘wokeness.’
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