When a neurodivergent employee feels comfortable enough to let their employer know about their diagnosis, the way a manager responds is the key to building trust and a pathway for productive collaboration in a neurodiverse workforce.

While there’s no one-size-fits-all approach, Neurodiversity Trainer Aisling Smith shares her practical advice to help coach managers on what it takes to support neurodivergent employees at the moment of disclosure and beyond.

Further learning:

• Aisling Smith's HR Toolkit: https://neuroempowerment.co/hr#hr-toolkit
• AHRI Course – Performance Management for Neurodiverse Workplaces: https://bit.ly/4hkOJXA

Further reading:

• Article – 3 considerations when responding to neurodiversity disclosures: https://bit.ly/4cXSL77
• Article – The cost of neurodiversity concealment at work: https://bit.ly/4ycON3d

Connect:

• Follow AHRI on LinkedIn: https://bit.ly/42bZnZE87
• Connect with Narelle Hooper on LinkedIn: https://bit.ly/4cskpIq
• Connect with Aisling Smith on LinkedIn: https://www.linkedin.com/in/aisling-smith-neurodiversity/
• AHRI members can join the AHRI LinkedIn Lounge to access bonus content and continue the discussion: https://bit.ly/3LIdWPB
• Not yet an AHRI member? Join today and access a range of benefits, as well as a passionate community of HR practitioners: https://bit.ly/4eST9pd