I was deeply honored to join the team at Everlaw alongside the thoughtful and generous Myah Rodriguez for a powerful conversation on navigating identity and neurodivergence in professional spaces. #Neurodiversity #DisabilityInclusion

I had the opportunity to go to the San Francisco Giants game, and guess what... Sports are for everyone, and so are Superheroes! It was Superhero Night, so I adorned my Superman shirt underneath my jersey. Because inclusion? That’s the real superpower. #SanFranciscoGiants

Want to be a better ally to neurodivergent people? - Listen without correcting. - Believe our experiences - Don’t assume what works for one of us works for all. - Ask what support looks like instead of guessing. - Speak up when we’re excluded. #Neurodivergent #Inclusion

As we celebrate Independence Day, I’m reflecting on what it truly means to live in a country built on the promise of liberty and justice for all. Today is about honoring the past while working toward a future that includes everyone. #IndependenceDay

Welcome to Disability Pride Month! This July, we’re turning the volume up on disabled joy, brilliance, and creativity. It’s a time to honor the magic in our minds, bodies, and experiences, not just our struggles. #DisabilityPrideMonth

In many workplaces, people still feel pressure to mask, especially if they’re neurodivergent or disabled. True inclusion means rethinking not just policies, but culture. #Neurodiversity

Inclusion isn’t just a value. It’s a verb. Hiring disabled people = inclusion. Making your website accessible = inclusion. Providing quiet spaces at events = inclusion. Listening without correcting = inclusion. Centering lived experience = inclusion. #Neurodiversity

You’ve benefited from disability design, even if you didn’t realize it. Curb cuts help travelers with luggage. Captions assist in noisy rooms. Voice-to-text helps people on the go. When we design for the margins, we improve the center. #AccessibilityForAll #DesignJustice

We’re halfway through Disability Pride Month. Disability Pride Month honors the strength, brilliance, and diversity of the disability community. It’s a time to embrace disability as a natural, valuable part of human variation, not something to fix or hide. #DisabilityPrideMonth

Rest is not defeat. It’s healing. It clears space for insight, creativity, and surprise. It’s the quiet ground on which power grows. What if honoring rest became a revolution of self-care? #Neurodiversity #Authentic

What if “professional” included all of us? Professionalism often equates to neutrality, but whose standards are we following? Disability and neurodivergence bring fresh perspectives, brilliant questions, and authentic communication styles. #Neurodiversity

The real work begins when someone shows up on Day 1 and asks, “Will I be supported here?” That’s when inclusion becomes action. Through how we structure training, how we make communication accessible, and how we normalize asking for accommodations without shame. #Neurodiversity

On July 26, 1990, the Americans with Disabilities Act was signed into law. As we mark National Disability Independence Day, let’s honor the past, and commit to continuing the work. #ADAAnniversary

Workplace cultures still equate engagement with neurotypical cues like eye contact, still bodies, and verbal affirmation. Neurodivergent people often show attention differently: through note-taking, doodling, looking away while thinking, or fidgeting to focus. #Neurodivergent

As Disability Pride Month wraps up, let’s remember what it’s all about. We’re not just raising awareness, we’re showing pride in the people, movements, and identities that shape the world in brilliant ways. #DisabilityPride

Birthdays are a time for reflection and gratitude, so as I celebrate another year around the sun, I want to take this time to think back on the last year. I want to thank everyone who has been a part of my journey and cheered me on! #HappyBirthday

Flexibility isn’t just about location. It’s about designing work around people. Neurodivergent professionals often work best with time blocking, clear routines, longer project timelines, or asynchronous communication. #Neurodiversity

Neurodivergent employees often experience feedback as vague, confusing, or overly personal. Constructive feedback needs structure: What went wrong? What’s the expectation? What can change moving forward? And even better: what went right? #Inclusive #Neurodiversity

Supporting neurodivergent coworkers isn’t about solving problems. It’s about making space. That might look like asking how someone prefers to communicate, pausing before jumping into a call, or giving time for people to think before answering. #Neurodiversity

Neurodivergent and disabled team members might not feel safe walking into a manager’s office on a whim. Inclusion means offering multiple ways to connect: email, anonymous feedback, scheduled one-on-ones, shared docs. #Neurodiversity