9/4/2023 0 Comments Katherine energy bitsIt would be racially versus physically diverse. People use the term diverse for everything. The original concept was that diverse had one meaning. Some people are neurodivergent because that was one of the terms. You will hear neurodiverse and neurodivergent. I noticed that one of the things you have is one of your mantras. The whole movement with neurodiversity is centered around the idea that different is not a deficit. One that surprises people is gender dysphoria because that is something visible in the brain and a lot of people don’t know that. Some diagnoses that go with that would be ADHD, autism, dyspraxia, dyslexia, certain forms of epilepsy, and traumatic brain injury. The terminology is used to define anyone who has a medically visible and/or diagnosable difference in how they process information. The term was originally used to describe how everybody’s mind is different but that is not the use anymore. It is cool because the things I did as a child launched me into this career I have that I love.Ĭan you talk a little bit about neurodiversity? What is it, first of all? I speak, teach, and do a lot of classes for companies and different organizations about this type of stuff. My specialty inside of inclusion is neurodiversity. I do a lot of work specifically around inclusion. Everything is on the people side of HR, not compliance, not payroll and not many benefits but much on the people. I have grown into a people operations consultant full-blown. I love the work but I hated how it was done. I worked as a recruiter first in an agency. I had a lot of different positions before I officially got into it. I grew up in a household with a mother who ran HR and grew into an HR director at a large hospital system. With the physical diversity, it is interesting. As I got older, they were naturally occurring, part of my biology. I am neuro and physically diverse, among a few other diversities. Before we get to it, I’d love for you to share a little bit about yourself, the arc of your career, and what brought us to this moment. I can’t wait for our audience to learn more about the amazing work you are doing and also about this idea of neurodiversity. Katherine, I’m so excited to welcome you to the show. Thank you to Katherine for being on the show, and to you, our listeners, for shining your light in the world! We would be honored if you subscribed and shared this episode with a friend or colleague today. HerCsuite™ Founder and Podcast Host Natalie Benamou when she isn’t speaking and hosting the podcast can be found on HerCsuite™, LinkedIn, and HerPower2 LinkedIn. Find out how you can gain a competitive advantage by scheduling a call and find the program that is the best fit for you. This podcast is sponsored by HerCsuite™ Leadership Development Programs. Thank you Katherine for sharing your personal journey on HerCsuite™ Radio today and for making a positive impact for all who know you! This episode highlights that we are all unique and when allowed to work in our lane, we can deliver on expectations and increase innovation, efficiency and attain greater employee satisfaction. This interview was recorded during Neurodiversity Celebration Week and we encourage all employers and leaders to ReThink the idea of neurodiverse employees. “Different is not a deficit.” -Katherine McCord Move the needle forward and encourage people on your team to embrace this idea: “I’m successful with my diversities, not in spite of them.” When thinking about her journey with neurodiversity, Katherine McCord shares: The human brain needs to be comfortable, which results in increased engagement and higher retention.When you let people work in their natural environment, the entire organization will benefit. Customer Satisfaction increases when your workforce reflects the population as a whole.The data from Hewlett Packard shows how productivity increases 30% with neurodiverse teams.It all starts with how we can use curiosity and effective communication to create more inclusive spaces.įour Ways Neurodiversity Can Help Your Organization: In this conversation with host Natalie Benamou, Katherine explains what neurodiversity means and how neurodiverse people can contribute to highly successful workplaces. Katherine McCord, the President at Titan Management, shares her experience being neurodiverse and how she built her career on inclusive innovation in People Operations and HR Tech. The first step is to understand the three types of neurodiversity and how having employees who are neurodivergent not only increases financial benefits to the organization, but also creates a culture of inclusivity. When you hear the word neurodiversity, you may be very familiar, if colleague, family member or friend is neurodiverse, or you may be intrigued to learn more.
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