I recently attended a psychological conference on neurodiversity and trauma. Excited to be in a space where the problem of neurodiversity is finally solved, I did not expect to be surrounded by conversations focused solely on this topic. On the first day, I felt insurmountable anxiety. My internal dialogue became relentless, leading to concerns about my behavior, sensory overload, and possible condemnation if I wore headphones.
The conference agenda took a few hours of my time as I scrupulously studied the seminar descriptions to see if they would be presented in a positive way or cause negative experiences. I was struck by the fact that 95% of the participants probably did not need this process; they could simply choose workshops and attend them. Throughout the conference, I talked to other autistic psychologists who shared my anxiety. By the end of the three days, some of us felt exhausted, unable to relax or fall asleep. I found safe corners in the workshops organized by the autistic psychologists and I was very grateful for giving them the opportunity to speak. Many left me crying. It reminded me how important representation is and why, seeing people like you succeed, you get rid of negative stories and remind yourself that you can do it too.
There are many people with autism in our profession: some notice it, others are undiagnosed and some hide their diagnosis for fear of the consequences. Many others have paved the way for people like me to feel comfortable talking openly about our neurodiversity. Autism is still a stigmatized term in the field of psychology, and many of us are still trying to get rid of this Negative Association. As professionals, it is essential that they are aware of our presence when performing on stage or sharing their thoughts on social media or in other public places. Remember that we are here, let’s absorb your words that can exhaust us.
To promote neuroinclusive practice beyond patient care, consider the following:
Language. Research shows that most of us prefer native language to self-identification. Avoid using terms like “RAS” (both in long and abbreviated form). Before posting on social media or speaking at a seminar, think about how an autistic psychologist present in the audience might perceive your choice of words. Strive to do better.
Inclusion in the workplace. Create an environment in which neurodivergent people feel comfortable talking about their flaws knowing that they will be treated. Apply measures such as dim lighting, improved sound insulation, dedicated workspaces and remote working possibilities. Remember that neurodivergent people do well in various fields, but their unemployment rate is still high. Simple placement can make a significant difference.
Emotional labor. Avoid transferring the burden of emotional labor only to neurodivergent individuals. Find out by doing your own research before contacting us for clarification on ways to assert yourself. Topics such as ABA and behaviorism can become triggers, so familiarize yourself with the perspective of affirming neurodiversity in these topics before asking us questions.
Respect as a double expert. Autistic psychologists have knowledge in psychology and life experiences related to autism. Respect our unique point of view and avoid talking about us without our participation. We must be appreciated, we must be consulted and involved in all issues related to neurodivergence and Psychology.
As a disabled minority group, we are particularly vulnerable to psychological stress and mental health problems due to our life experiences in this world. The constant microaggression of colleagues who discuss people like us and put “messy” labels on them in public places is exhausting and disheartening. Strive to improve, not only in your interactions with patients — but also in your relationships with your colleagues. Avoid talking to us as if we were not in the room. Seek us out, listen to us, and acknowledge our invaluable understanding of the world you cannot fully comprehend.
Neurodiversity validation practices go beyond patient care. This involves creating an inclusive and supportive environment for neurodivergent colleagues and professionals in our field. Start by learning a native language that suits your personality and think carefully about your language choice. Make your workplace comfortable for neurodivergents with devices that allow people to reveal their flaws comfortably. Avoid relying only on neurodivergent people in emotional work and invest in your own research and knowledge. Respect us as double experts, recognizing our life experience and professional knowledge. By implementing these principles, we can create a more inclusive and affirmative field of psychology for neurodivergent personalities. Let’s work together to create a community that embraces and empowers everyone, recognizing the unique contribution of each of us.