Jason Teoh, FCPHR 🏳️‍🌈’s Post

Reflections from this week of the calls, conversations and webinars. Noodling over the consistent feedback I’ve gotten: “We just want more of how to “solve” for this. What things and tools can we utilize to solve for neuroinclusion” While admirable- this feedback is missing the point and reinforces how much work I and others still need to do. 1. We are not “solving” for anything. We are “accommodating” the needs of individuals who have an invisible disability. 2. How can we begin to solve or accommodate for something we don’t actually understand? 3. There is no magic easy button. There is no new tools or techniques you can pull out. You already have the tools, the knowledge-you learned them in school, practice them daily. Things like biophilic design, color theory etc… We need to pause. We need to accept that until we really educate and understand what an invisible disability is - you will never create a truly neuroinclusive environment. Taking the time and the money to invest in education around invisible disabilities is the next thing. That should be the focus. Then marry that knowledge & education to the tools you already mastered so neuroinclusion can be possible. We can not solve or accommodate for what we don’t actually understand. #neuroinclusion #neurodoversity

Want to know how I learned that my disabilities are not my superpower? These are real quotes from a performance review: “Joli is assertive, candid, and holds herself and those around her to a high standard. These high expectations inspire others to perform at a higher level.” “Joli brought a tremendous amount of experience and enthusiasm to the team, which benefited the team and the organization as a whole.” “She is a doer and somebody who cares deeply about her profession. She is book smart and street smart, a huge contributor to the team.” I don't blame you. All that praise reads like I have superpowers. I'm used to getting by on passion and high standards (word to academia!), but I always chalked it up to luck. I had just taken this job when I was evaluated for ADHD and ASD. I was 26. The diagnoses came as a welcome moment of clarity. Until that point, I’d joke about testing just 'a few points shy' off the spectrum. (A very true story of how I got into the gifted SpEd program in first grade, lol.) These quotes are from the same performance review: “I would like her to work on staying focused. She is so eager to help that she sometimes loses sight of the highest priority.” “Her biggest opportunity for improvement would be to focus on the things she likes least about the job.” “Her other area of improvement would be to find ways to work better within other people’s systems and processes.” Ignoring the irony behind hiring a subject matter expert and scoring them on how well they complete rote tasks... I had just learned that I have a behavioral disorder that impacts my ability to focus. I'd previously disclosed this to both of my managers, and I was met with respect and understanding. But their own plates were full, and they struggled to provide the structure necessary for our agreed-upon accommodations. By the time HR got involved, it was too late. I was totally burnt out from all the failed attempts to advocate for myself. I was deemed unprofessional and 'unfit' for the company culture. Instead of working with me, they cut their losses. I'm 29 next month and I'm still dealing with C-PTSD... especially when it comes to forming workplace relationships. I'll recover someday, but it's a problem I don't deserve to have. If my disabilities are a superpower, then my signature move is burning bridges I never meant to light. The bottom line? If you're in a leadership position, your biggest responsibility is knowing how to best support your team. Real change starts with understanding. I share stories to foster empathy; my goal is to show you some of the realities of self-advocacy. The only ask from me is that you take your responsibility seriously, or make room for the people who will. #DisabilityPrideMonth #Neurodiversity #MentalHealth #WorkplaceInclusion #Leadership [Image description: white text on black BG reads "my disabilities are not superpowers. they are real challenges that need real solutions."]

Something I learned in the work part of my life is that it is, in fact, perfectly okay for people with disabilities to make mistakes. Often, people with disabilities are afraid to make mistakes in any part of their lives because, in the past, they have had people get mad at them or get in trouble. I work for two fantastic advocacy organizations and have kind and caring co-workers who have taught me it's perfectly okay to make mistakes. In fact, you learn a lot of wisdom through making mistakes.   My bosses and co-workers are amazing and easy to come to if I need help. I even have a task buddy for harder tasks who helps me via Zoom when needed.  People need to stop getting mad or shaming people with disabilities when they make mistakes in any part of life, whether it's work or other because mistakes are a natural part of life. Often, people with disabilities make a mistake, and it's brought up over and over, even years later, or stuck in their file for life in a file cabinet.

Are We Truly Listening? Diversity and Inclusion are hot topics today—in education, society, workplaces, and beyond. But are we truly listening, or are we just hearing? Disney’s movie, Out of My Mind, offers a powerful wake-up call. It bridges the gap between families raising children with disabilities and those who might struggle to understand or explain how to perceive and value people with disabilities. In this story, we meet Melody Brooks, a sixth-grader with cerebral palsy. Melody uses a power wheelchair and faces challenges with body movement. Yet her biggest struggle isn’t her disability—it’s finding a way to express her thoughts to the world. Played by Phoebe-Rae Taylor, an actress with cerebral palsy, Melody shows us something vital: What she has to say is far more important than how she says it. Movies like Out of My Mind don’t just tell inspiring stories; they challenge us to think deeply about equity. Equality gives everyone the same opportunities. But equity is about meeting individual needs to create a fair chance for success. Each person’s journey is unique, shaped by their strengths, needs, and the support they receive. For many children and adults with disabilities—whether it’s cerebral palsy, autism, aphasia, or apraxia of speech—communication barriers can be overwhelming. But these barriers do not mean they have nothing to share. Their voices matter. Their thoughts, feelings, and potential deserve to be heard and valued. As parents, teachers, researchers, and community members, it’s our responsibility to go beyond hearing. We must truly listen—with our hearts and minds engaged. Because when we listen, truly listen, we can create a world where every voice matters. The movie is available on Disney plus.

In today's complex work environments, problems rarely exist in isolation. Systems thinking allows us to see the bigger picture by understanding how different parts of an organization interact and influence one another. By adopting a systems perspective, we can identify root causes rather than just addressing symptoms, leading to more effective solutions and sustainable change. Unfortunately, the way organizations are structured often promotes what Peter Senge refers to as Learning Disabilities, which hinder organizations from fully understanding their systems. One example is the learning disability called "I am my position," where individuals are not collaborating to resolve complex challenges because they identify more with their position or job than with the organization as a whole. We might typically label these individuals as troublemakers or selfish, but that's rarely the case. Often, the benefits of fulfilling their individual roles outweigh the perceived benefits of supporting the organization as a whole—especially when factors like target-based incentives are at play. Making these Learning Disabilities visible is crucial for decision-makers. By recognizing them, we can address underlying issues and foster a more collaborative, holistic approach to problem-solving. #SystemsThinking #ProblemSolving #OrganizationalDevelopment #HolisticApproach #LearningDisabilities

🌟 Embracing Creativity: A Pathway to Empowerment for Individuals with Disabilities 🌟 In a world that often overlooks the unique perspectives of those with disabilities, creativity emerges as a powerful tool for overcoming mental health challenges and fostering personal growth. Art is not just a form of expression; it’s a transformative experience that can change lives and inspire others. For many individuals with disabilities, engaging in creative pursuits allows them to articulate their feelings, share their stories, and communicate in ways that words sometimes fail. The beauty of this creativity lies in its authenticity—works born from the depths of personal experience resonate on a different level. They foster understanding, empathy, and connection, forging bonds that transcend the traditional boundaries of society. When individuals turn their struggles into art, they create from a place of profound insight, offering viewers a glimpse into their unique journeys. This art holds value that can’t be quantified; it has the power to move hearts, ignite conversations, and encourage both artists and audiences to find solace in shared experiences. Moreover, as individuals channel their creativity toward their mental wellbeing, they often unlock new pathways to achieve their goals, both personally and professionally. By cultivating their artistic talents, they can not only enhance their own lives but also inspire others facing similar challenges, creating a ripple effect of positivity and support in their communities. Let’s celebrate the vibrancy of creativity and the invaluable contributions of artists with disabilities. Together, we can raise awareness, support their endeavors, and appreciate the rich tapestry of art that reflects the human experience in all its diversity. 🌈✨ #Creativity #MentalHealth #Art #DisabilityAwareness #Empowerment #Inspiration #CommunitySupport

Today, I attended 'April Meaningful Monday' session organized by the DEI Include pillar that I lead at JPMC. It was truly an eye opening session listening to people who experience non-visible conditions and disabilities at work. Non-visible conditions and disabilities are physical, mental or neurological conditions that can limit or challenge a person's movements, senses or activities. Few lessons learned * Lead with empathy * Learn to treat every person fair because they are unique * Understand the difference between Equity vs Equality - The route to achieving equity will not be accomplished through treating everyone equally. It will be achieved by treating everyone justly according to their circumstances.” —Paula Dressel Great article that talks about Invisible Disabilities - https://lnkd.in/eEGt9pTE How to Make Workplaces More Inclusive For People with Invisible Disabilities from HBR - https://lnkd.in/efXtDwSG

🥁𝐄𝐗𝐂𝐈𝐓𝐈𝐍𝐆 𝐌𝐎𝐌𝐄𝐍𝐓: 𝐫𝐞𝐥𝐞𝐚𝐬𝐞 𝐨𝐟 𝐦𝐲 𝐟𝐢𝐫𝐬𝐭 𝐛𝐨𝐨𝐤 𝐨𝐧 𝐒𝐞𝐩𝐭𝐞𝐦𝐛𝐞𝐫 𝟏𝐬𝐭, 𝟐𝟎𝟐𝟒!🥁 𝐓𝐚𝐤𝐞 𝐂𝐡𝐚𝐫𝐠𝐞 𝐨𝐟 𝐘𝐨𝐮𝐫 𝐋𝐢𝐟𝐞! My Approach to Integrating People with Disabilities *) 𝐀𝐛𝐨𝐮𝐭 𝐭𝐡𝐞 𝐁𝐨𝐨𝐤 "𝑂𝑛𝑙𝑦 𝑡ℎ𝑜𝑠𝑒 𝑤ℎ𝑜 𝑘𝑛𝑜𝑤 𝑡ℎ𝑒 𝑑𝑒𝑝𝑡ℎ𝑠 𝑜𝑓 𝑙𝑖𝑓𝑒 𝑐𝑎𝑛 𝑎𝑝𝑝𝑟𝑒𝑐𝑖𝑎𝑡𝑒 𝑖𝑡𝑠 ℎ𝑒𝑖𝑔ℎ𝑡𝑠." This saying holds so much truth and has accompanied me throughout my life. Failures and setbacks are painful but offer opportunities for reflection and learning, allowing us to rise to new heights. Successes and moments of happiness should be savoured and enjoyed. Much has already been achieved in 𝐢𝐧𝐭𝐞𝐠𝐫𝐚𝐭𝐢𝐧𝐠 𝐩𝐞𝐨𝐩𝐥𝐞 𝐰𝐢𝐭𝐡 𝐝𝐢𝐬𝐚𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬 𝐢𝐧𝐭𝐨 𝐬𝐨𝐜𝐢𝐞𝐭𝐲 𝐚𝐧𝐝 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞, but we have not yet reached the goal of full participation. We still have a long way to go. In this book, I share some of my 𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞𝐬 𝐚𝐬 𝐚 𝐩𝐞𝐫𝐬𝐨𝐧 𝐰𝐢𝐭𝐡 𝐚 𝐝𝐢𝐬𝐚𝐛𝐢𝐥𝐢𝐭𝐲 in both private and professional areas. My accounts are meant to provide opportunities for reflection, inspire courage, and offer 𝐬𝐮𝐠𝐠𝐞𝐬𝐭𝐢𝐨𝐧𝐬 𝐟𝐨𝐫 𝐜𝐡𝐚𝐧𝐠𝐞 𝐢𝐧 𝐬𝐨𝐜𝐢𝐞𝐭𝐲, 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬, 𝐚𝐧𝐝 𝐟𝐚𝐦𝐢𝐥𝐢𝐞𝐬 𝐭𝐨 𝐛𝐞 𝐦𝐨𝐫𝐞 𝐢𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞 of people with disabilities. It is also about us, 𝐩𝐞𝐨𝐩𝐥𝐞 𝐰𝐢𝐭𝐡 𝐝𝐢𝐬𝐚𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬, 𝐭𝐚𝐤𝐢𝐧𝐠 𝐨𝐮𝐫 𝐥𝐢𝐯𝐞𝐬 𝐢𝐧𝐭𝐨 𝐨𝐮𝐫 𝐨𝐰𝐧 𝐡𝐚𝐧𝐝𝐬, shaping them ourselves, and acting confidently to claim our rightful place in society. 𝐖𝐞 𝐚𝐫𝐞 𝐭𝐡𝐞 𝐛𝐞𝐧𝐜𝐡𝐦𝐚𝐫𝐤 𝐟𝐨𝐫 𝐡𝐨𝐰 𝐬𝐞𝐫𝐢𝐨𝐮𝐬𝐥𝐲 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐭𝐚𝐤𝐞 𝐭𝐡𝐞 𝐦𝐨𝐭𝐭𝐨 "𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐚𝐧𝐝 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧" or whether it remains just lip service. Complaining is not my style. We have a great future ahead of us. 𝐿𝑒𝑡'𝑠 𝑡𝑎𝑐𝑘𝑙𝑒 𝑖𝑡 𝑡𝑜𝑔𝑒𝑡ℎ𝑒𝑟! *)  Original title "𝐏𝐚𝐜𝐤 𝐝𝐞𝐢𝐧 𝐋𝐞𝐛𝐞𝐧 𝐚𝐧! - 𝐌𝐞𝐢𝐧 𝐩𝐞𝐫𝐬ö𝐧𝐥𝐢𝐜𝐡𝐞𝐬 𝐊𝐨𝐧𝐳𝐞𝐩𝐭 𝐳𝐮𝐫 𝐈𝐧𝐭𝐞𝐠𝐫𝐚𝐭𝐢𝐨𝐧 𝐯𝐨𝐧 𝐌𝐞𝐧𝐬𝐜𝐡𝐞𝐧 𝐦𝐢𝐭 𝐁𝐞𝐡𝐢𝐧𝐝𝐞𝐫𝐮𝐧𝐠". The book will be available as of September in German at https://lnkd.in/dqFbZnJR #PackDeinLebenAn #behinderung #integration #diversity #diversityandinclusion #mabuse #mabuseverlag #neuerscheinung #disability

Words we use 𝐌𝐀𝐓𝐓𝐄𝐑. Words used daily in conversations I've had lately about inclusion in workplace and educational environments that do not mean the same thing and are like nails on a proverbial chalkboard: ❌ "𝐒𝐨𝐥𝐯𝐢𝐧𝐠"  - Finding a solution, explanation, or answer to a problem. When we use language like "solving" for neurodiversity or invisible disabilities it implies the invisible disability is at it's foundation a problem - it's NOT. (the most common word I have heard in 90% of webinars, panel discussions etc....) There are so many problems in our workplaces and educational environments that need to be solved. Neurodiversity and invisible disabilities are certainly NOT one of them. ✅ "𝐀𝐜𝐜𝐨𝐦𝐦𝐨𝐝𝐚𝐭𝐢𝐨𝐧" - Refers to making adjustments or providing supports that allow individuals with disabilities to perform their jobs or educational tasks more effectively. They allow the individual work around the disability and demonstrate proficiency. They do not change the fundamental expectation of an outcome - they are tools and strategies. ✅ "𝐌𝐨𝐝𝐢𝐟𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬" - Involves changing the actual tasks, expectations, or ways of working or learning to better suit the abilities of someone with a disability. This means altering the way tasks are performed, the goals set for them, or the assessment methods used. In summary, while "𝐬𝐨𝐥𝐯𝐢𝐧𝐠" is not an appropriate approach in the context of invisible disabilities, "𝐚𝐜𝐜𝐨𝐦𝐦𝐨𝐝𝐚𝐭𝐢𝐧𝐠" and "𝐦𝐨𝐝𝐢𝐟𝐲𝐢𝐧𝐠" are essential strategies we can and must employ in our workplaces & educational environments. 𝐀𝐜𝐜𝐨𝐦𝐦𝐨𝐝𝐚𝐭𝐢𝐨𝐧𝐬 adjust the environment or tools to meet the needs of the individual without changing the essential tasks, whereas 𝐦𝐨𝐝𝐢𝐟𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬 change the tasks themselves to better align with the individual's capabilities. So for my peers out there wanting to focus on inclusion and neurodiversity..... please please please stop creating webinars, panels, and content trying to "solve" for invisible disabilities & neurodiversity - there are humans on the other side of that equation and we are not problems to solve. Start shifting the conversations on how we can accommodate and modify our systems, our programs, our physical environments and our policies to be more inclusive. 𝘛𝘩𝘢𝘯𝘬 𝘺𝘰𝘶 𝘧𝘰𝘳 𝘵𝘩𝘪𝘴 𝘔𝘰𝘯𝘥𝘢𝘺 𝘮𝘰𝘳𝘯𝘪𝘯𝘨 𝘗𝘚𝘈 𝘢𝘯𝘥 𝘩𝘶𝘮𝘰𝘳𝘪𝘯𝘨 𝘮𝘺 𝘴𝘰𝘢𝘱𝘣𝘰𝘹 𝘮𝘰𝘮𝘦𝘯𝘵. #neurodiversity #invisibledisabilities #inclusion #deib

This post beautifully capture why disability isn’t just about impairments—it’s about the way society is structured. This resonates deeply with me and we need to stop framing disability as something to “fix” and start removing the barriers society creates. Everyone deserves a world that adapts to them, not the other way around. This is especially true in education, where inclusion for people of all ages and abilities is essential. Everyone should have the opportunity to learn, grow, and thrive in environments designed with diversity in mind. #Inclusion #DisabilityAdvocacy #DiversityandInclusion