Yumi Oishi’s Post

Nice to read about Rovio's journey towards becoming a more neuroinclusive workplace with practical tips and things that are easy for any employer to implement. 🌱 Perhaps the next step will be about looking into the intersections of other DEI aspects like neurodiversity + mental health/gender/race?

Last week we celebrated Neurodiversity, but we need to learn how to support peers in our industry🎬🎭 , Peer support means people with shared experiences support each other to thrive. They have a better understanding of each other and can therefore be open about their struggles, ask questions, encourage and root for one another, and advocate on each other’s behalf. Here's how you can help: 1️⃣ Educate Yourself: Learn about neurodiversity and understand common traits and challenges. 2️⃣ Foster Open Communication: Create a safe space for discussions about needs and challenges without judgment. 3️⃣ Offer Support: Provide flexible work arrangements and sensory accommodations, and lend a supportive ear. 4️⃣ Respect Boundaries: Honor personal space, sensory needs, and communication preferences. 5️⃣ Be an Ally: Challenge stereotypes, advocate for acceptance, and promote diversity. 6️⃣ Celebrate Diversity: Collaborate with and celebrate the unique talents of neurodivergent colleagues! We need to build an inclusive film community together! 💪🎥 #PeerSupport #InclusiveFilmIndustry #SupportNeurodiversity 🌈

It's Neurodiversity Celebration Week but I'm not celebrating neurodivergent people. I'm not labelling us as super-heros. I'm not focusing on categorisation. Because celebrating neurodiversity isn't about that. It's a celebration of the diversity of our brains. It's about us all. It's about the beauty of difference, individuality and uniqueness. How are you celebrating this week? Image description: Text reads "Neurodiversity celebration week isn’t about neurodivergent people. It's about the beauty of difference, individuality and uniqueness - the diversity of our brains." #Neurodiversity #NeurodiversityCelebrationWeek #NeurodiversityInBusiness #Neuroinclusion

Let's Talk About Interdependence As a DeafBlind individual, I've learned the incredible power of interdependence. It's about recognizing that we're stronger together. That’s the truth. Wouldn’t you agree? Interdependence is essential, especially for those of us navigating the environment with a mobility cane. It goes beyond means of relying on our mobility canes, our community, technology, and the support systems around us. It’s about recognizing that we can thrive through connection and collaboration, rather than going it alone. With interdependence, I feel more confident and fortified. As I navigate, I remind myself to take it one step at a time and trust my mobility cane to guide me. As a DeafBlind person, I've learned the power of interdependence and the importance of finding creative solutions. Every day is a new adventure, filled with unique challenges and incredible triumphs. In the video, I provide an example of how interdependence appears when I use my mobility cane (aka white cane). My mobility cane isn't a limitation or an inspiration; it's a tool that helps me navigate environments with confidence. Interdependence is key, and I'm embracing it with open hands. How about you? How do you define and experience interdependence in your life? Share your thoughts and stories in the comments! Let’s start a conversation about the power of interdependence, connection and support. VD: Morrison standing on a trail with railings in the woods. They have in a sports tank top with adidas logo on it, gray shorts, and a hat worn backwards. They’ve got a red backpack and holding their mobility cane. VT: Morrison, “I want to share something cool for us DeafBlind folks. This trail is accessible and helps us navigate the woods to a beautiful waterfall. Morrison turns and walk up some steps using their mobility cane. Morrison pauses, turns and signs, “I’m using my cane’s tip here; it tells me when I need to step up. As I go up, I feel the cane tap each step, guiding me upwards.” #BlindAwarenessMonth #Interdependence #MobilityCaneDay #DeafBlind #AssistiveTechnology #CommunitySupport #NavigatingTogether #Inclusion #Accessibility #DeafBlindLeadershipNow #LinkedIn

I'd like to remind you that every woman faces this in her workplace : Constant unseen barriers. These invisible hurdles often go unnoticed, yet they significantly impact our professional journeys. Here are some of them : 1️⃣ The Confidence Gap: Often underestimate our abilities, while men tend to overestimate theirs. 2️⃣ Imposter Syndrome: Feeling inadequate despite clear competence and achievements. 3️⃣ "Office Housework": Being expected to take on non-promotable tasks more often than male colleagues. 4️⃣ The Likeability Penalty: Walking the tightrope between being assertive and being labelled as "bossy". 5️⃣ Lack of Sponsors: Having mentors but missing out on influential sponsors who advocate for promotions. 6️⃣ The Maternal Wall: Facing biases and assumptions about commitment post-motherhood. 7️⃣ Microaggressions: Subtle, often unintentional, discriminatory comments or actions. Recognizing these barriers is the first step. Breaking them down requires collective effort. Let's support each other, challenge biases, and create workplaces where all talents can truly shine. P.S. What unseen barriers have you encountered or observed? 

Neurodiversity Celebration Week and I'm here to challenge everyone to dig a little deeper. Neurodiversity is such a buzz term, and from what I've seen not many people are encapsulating the true depths of this area. Let me start with the basics: Neurodivergence describes several conditions where there are neurological differences which impact how information is processed and shared. ▪️ 15-20% of people are considered neurodivergent ▪️ An individual can have more than one neurodivergent condition, and we call this a co-occurring appearance. ▪️Neurodivergence is not a deficiency but rather a difference. It is important to get these basics right, as it will positively inform all of our work whilst also recognising that the world is catered to neurotypical minds and we must make every effort to work towards neuro-inclusion. Image reference - Advanced Clinical Image description - imagery of different animated people, with unique brain designs.

It’s so important to understand this. Whether teaching young children, teens or adult learners we should always allow for differences in the way individuals engage and listen. Sitting still, facing the front and keeping one’s eyes on the speaker equates with learned compliance. Such behaviours do not automatically equate with being fully attentive and engaged.

This! It can be challenging for a trainer/facilitator when you notice that not everyone looks like they are hanging on your every word...(!) We are all unique individuals and asking people to focus on you, stock still - well it's not realistic and could mean they are now focusing on 'looking' like they are listening rather than actually hearing you.

Celebrate neurodiversity: Working together to create a world that understands it takes all kinds of different minds. Such a powerful initiative that made profound positive impacts at ZIS. Let this initiative take flight!

I tell myself to remember this feeling, to take a moment to reflect on the impact it has had. At a glance, this is just a green post it note, but behind the words is a person who feels seen, accepted and valued for being who they are. You can't put a price on the value of having conversations about the strengths and the challenges of being neurodiverse, but this one message should highlight why its important to do so. I am fortunate to be in a work place that on all levels, support and value these conversations and their people, and for that, I am incredibly grateful. For Neurodiversity Awareness month, I encourage those who see this post to reflect, to take a moment and consider your neurodiverse employees; do they have a space to feel seen and valued being who they are? If you cant answer that easily, it might be time to ask the question: What are we doing to ensure that our neurodiverse employees are recognised, considered and valued. A conversation can sometimes be the most valuable starting point.