'Support people and allow them to shine, and embrace their neurodiversity' - an Interview with Colt Technology's Mikaela Rego
We spoke to Mikaela Rego, Business Partner Marketing Executive from Colt Technology Services, about what neurodiversity means to her and how workplaces can be more inclusive of neurodivergent people.
Can you please introduce yourself and describe your role within your organization?
My name is Mikaela Rego and my role is Business Partner Marketing Executive, but I am also one of the founding members of our PrideMatters network at Colt Technology Services. I am openly out at work and I identify as lesbian, and I also have ADHD and I am open about this at work (not at first, only after some encouragement to speak about it openly).
What does neurodiversity mean to you?
Neurodiversity to me means that we should all be aware that everybody’s brains work differently and function differently, but that it is ok for this to happen and normal - not to feel excluded because of it or feel like we have a problem or that there is something wrong with us. It allows us to embrace all our differences and that we are all on a spectrum, there is no one side or the other.
What is your experience with neurodiversity?
I have ADHD and found out very late in my life - I found out when I was 28! It was missed throughout my childhood, teenage years and university years. I was initially worried about it and ashamed to find out so late like there was a problem with me; a disadvantage and being misunderstood. There is always a debate whether ADHD should be called a disability or not, and that can be scary for some at first due to societal stereotypes, and thinking there is something wrong with you. Of course, I no longer have that mindset, and I am on a journey embracing it each day more and more and realizing it has a lot of benefits too as well as navigating my triggers and bad days and what to do to manage them.
What are people’s misconceptions about neurodiversity?
That people who are neurodivergent will struggle in life, and that they won’t be successful as opposed to someone who is ‘neurotypical’ or wrongly called ‘normal’. There is also a misconception that we have a problem or that is it something to be ashamed of. It is also invisible so sometimes gets overlooked, especially the misconception of ADHD in adults which varies in the workplace as to how it would affect a child and the different behaviours as a result.
How can we be better allies to neurodivergent people?
Make sure you are not judgmental or quick to dismiss anyone neurodivergent. A lot of neurodivergent people have many talents and it can be very beneficial. Make sure you are empathetic and do not make the person feel like they have a problem, or that they are weird: they are not at all. Your choice of language is important and providing a safe space for a person who opens up to you about their neurodivergent selves as well as giving them an equal chance and understanding (it is not always visible).
How does your workplace approach neurodiversity?
Our workplace at Colt has an amazing I&D team and our various network groups, such as our DAN network (Disability Accessibility Network) who help support our employees and provide an inclusive and safe space. We continue to help raise awareness, provide training, and look at our policies and accessibility adjustments.
What do you think makes for best practice in supporting neurodivergent people in the workplace?
Don’t make assumptions, be patient and understanding. Support people and allow them to shine, and embrace their neurodiversity. Make adjustments to the workplace, e.g sensory needs, space for calm away from desks, and encourage the conversation to be open and honest to learn about neurodiversity. Educate others and be understanding of different communication styles.
Do you have any tips on supporting neurodivergent people to feel included in the workplace?
Don’t be judgmental, and make sure you are inclusive with the choice of language and opportunities for neurodivergent people to thrive, rather than be held back and felt like they cannot succeed. Be patient - it is not always visible. Just because neurodiversity is not something 'physical' to see doesn’t mean someone doesn’t have autism, or ADHD, etc. Be understanding and educate on triggers and behavioural traits, and therefore be flexible. Being flexible often helps and having an open conversation about how others like to work and what areas they might need extra support in is beneficial.
You can connect with Mikaela on myGwork.
Share this
