Gen Z Dyslexics - Leaders of Change
On June 21st, 2023, the CNDCC hosted Gail Follett-Suitor (who identifies as having dyslexia with ADHD) from Unsuitable Advice. Finding strength in her diagnoses, Gail created her company, a neurodiversity consulting firm, to assist families and schools across the nation. With nearly 30 years of experience in special education and sociology, she helps her clients become more cognizant of different behaviors and how to help those that identify as neurodiverse. Gail also has experience with corporations, training them to become more mindful of how they can assist their neurodivergent staff. Unsuitable Advice embraces innovation, rather than traditional methods, to help empower neurodiverse individuals become the change-makers they were born to be.
Today’s session took place as the inaugural Lunchtime Lecture event. At 12:00pm, the Zoom session opened and participants began filling in. After everyone was settled, Gail began her presentation with a ‘Mindful Moment’ to allow for brief reflection. After the ‘Mindful Moment’ allowed us to refocus, Gail Follett-Suitor began her presentation.
Dyslexic Superpowers
Gail began the information session of her lecture by describing that dyslexia can be viewed as a superpower, rather than an inhibitor. This was confirmed by a staggering statistic:
35% of company founders identified themselves as dyslexic, compared with 15% of the general population.
Gail described that this may result from two areas that are being looked at increasingly as we learn more about neurodiversity:
Neurodivergent individuals often wish to build a company, product, or environment that they can control.
After experiencing an education system that may not have been suitable for their needs, they refuse to conform to strict working conditions as an adult
For these individuals, dyslexia becomes their superpower. It forces them to think outside the box and garner new skills so that they can thrive in the world. Gail highlighted a few examples of many that dyslexic students/adults encompass.
Hyper Focusing - Understanding complex problems and outlining intricate connections
Innovation - Developing new ways to improve efficiency, or further understanding
Strategy - Strategic planning when reaching a goal with multifaceted logistics
The presentation continued by reviewing evidence that supported Gail’s assessment about dyslexia. The Dyslexic Advantage, a book written by two neurologists, Drs. Brock and Fernette Eide, reviews their experiences with dyslexic students and the four ways, or patterns, that people with dyslexia tend to organize their thoughts.
The acronym, MIND, breaks down into each of the four letters:
M - Material Reasoning (3D Spatial Reasoning): The ability to visualize the physical characteristics of objects and materials
I - Interconnected Reasoning (Seeing the BIG picture): The ability to see connections and connect diverse perspectives
N - Narrative Reasoning (Storytelling): The ability to construct a series of scenes utilizing past experiences
D - Dynamic Reasoning (Future Visionary): The ability to use elements from the past to predict the future
Generation Z: Shared Experiences
Gail then discussed the impact of neurodiversity on Generation Z by detailing their shared experiences. The connection between neurodiversity and the Gen Z population is more of a blurred line than in previous generations. She gave a background on the newest population entering the workforce and some high level points of how they understand the world based on their shared experiences.
Digital Natives: This generation is defined as being ‘Digital Natives’ the first generation to have advanced technology throughout their entire lives. They focus on authenticity and transparency as an expectation, as they use the internet as a model for human interaction. They have the ability and expectation to research people, ideas, and methods to garner a better understanding of topics that are presented to them.
COVID-19: Generation Z, during the Covid pandemic, started to make realizations that separation is impossible. These young adults understand the world as being so interconnected and view us as a single organism. Everyone needs to work together in order to make the world a better place, despite being unique individuals. They balk at limiting dichotomies and emphasize unity while balancing interdependence.
Generation Z: Affecting the Workforce - What we Can Learn From Them
With these sections of the presentation finished, Gail then informed the audience that we would be entering the ‘Break Out Phase’ of our hour. Members were asked to discuss two topics in particular:
Knowing Gen Z values transparency, authenticity, and spectrums versus sides and unity, what will need to change in the work environment?
What can corporations/businesses offer to attract Dyslexic Gen Z leaders away from entrepreneurship?
Audience members were then separated into small groups so that they could collaborate and learn from each other. After 15 minutes of enlightening conversation, the Zoom room was brought back together to review our findings and discussion points.
Open Discussion - Learning & Experiences
From the 6 breakout session groups, everyone came back together after 15 minutes to divulge the ideas they had discussed.
For question one, ideas ranged from:
Educating business groups
Teaching/improving active communication (listening and understanding)
Education on how to react to neurodiversity
Unmasking differences and understanding what that can mean in work environments
Reducing mental health stigmas
Flexibility in working hours
The discussion centered around the ideas above and were reviewed as a team. Several people shared real life examples from their home or workplace.
For question two, feedback and discussion points included:
Unisex bathrooms (all gender bathrooms)
A move from work ethic to work style
Resources to reduce overworking, prevent burnout
Sensory rooms
Flexible work environments
Interdependent teams - drawing on strength of individuals instead of focusing on ‘one size fits all’ job descriptions
Pay transparency
Allow innovation
By the end of the hour, the participants had a two page long document of notes, ideas, and examples of how to best support Gen Z and neurodivergent individuals in the workplace. As the discussion began to wind down, people suggested ideas on how to best share this with businesses. The conversation morphed into how people would take these ideas into their own companies and begin to work top down on enacting change.
The CNDCC hosts Lunchtime Lectures for Members every month. Each lecture features a new keynote speaker and discussion topic. If you are interested in attending an event or becoming a member, please review our membership tiers at https://www.cndcc.org/membership-options.