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The hardest part of doing work in the Neurodiversity and DEI space is accepting that you cannot save everyone. The feedback I received mentioned that aspects of my workshop were ‘inconsistent with disability-aware framing.’
Once the initial RSD wave subsides (usually after a good sleep or a long walk), we have to put our ‘Detective Hats’ on. RSD tells us a lie: it tells us that everyone was unhappy, the material is dangerous, and the whole session was a disaster.
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.
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