Latest news with #YoungMinds
Yahoo
24-06-2025
- General
- Yahoo
Why neurodivergent workers pay the price for poor communication
In many workplaces, communication is built for the neurotypical. Instructions are often vague, feedback is wrapped in subtle social cues and important guidance gets buried in casual Slack messages. It's a system that expects everyone to just 'read between the lines' – which can leave many excluded. For some neurodivergent people, who use language literally, this can mean a constant struggle to understand the intended meaning of a communication. Not only does this create confusion and stress, it can lead many neurodivergent workers to be sidelined when it comes to career opportunities and promotions. Read more: How the maternity system is failing self-employed women According to a survey of 1,000 young people by the charity Young Minds, 74% of neurodiverse young people have felt out of place in the workplace. A further 40% said being neurodiverse could be a barrier to employment or promotion. Of course, there is no one-size-fits-all approach. However, using inclusive language can be a helpful step to make sure that neurodivergent people are supported and included. Most of us struggle with unclear communication. It makes misunderstandings and misinterpretation inevitable, which can make it much harder for us to do our jobs. But it can be even more complex for someone who processes information differently, such as autistic people and those with ADHD, dyslexia, dyspraxia and other neurodivergent conditions. 'For an autistic team member, unclear expectations might lead to anxiety, frustration, or unintentional mistakes. Not because of ability, but because what was being asked was never clearly explained,' says Hester Grainger, who has ADHD and is the co-founder of the neurodiversity consultancy Perfectly Autistic. She runs the business with her autistic and ADHD husband Kelly. 'For someone with ADHD, a vague instruction can feel like being handed a jigsaw puzzle without the picture,' she adds. 'We often need to be shown what is required of us. Otherwise we will spend ages wondering if we understood what was asked of us.' Also, adds Helen Davies, founder of the Neuroinclusion Quality Marker, it's not always easy to ask for clarification. 'Many neurodivergent folk have problems self-advocating and in extreme cases this can lead to anxiety, withdrawal and impact performance,' she says. 'Don't just ask for a 'quick favour' – actually explain what you are wanting,' says Grainger. 'Direct feedback is also really important. Avoid vague 'let's catch up soon' comments. Our brains then think – when is soon, do you mean now, in an hour, tomorrow or in a week? 'It's important to avoid reliance on indirect language or social cues that may be challenging for some neurodivergent individuals. Don't assume that someone understands what you are implying.' Davies adds that it's helpful to be clear about what is needed, by whom, and when. 'The 'when' needs to be specific, for example, outline a time and date and avoid 'ASAP'. It's really great to use clear language that is jargon free, so no idioms or abstract instructions.' If you rely on phrases like 'circle back' and 'low-hanging fruit' – don't. Few people enjoy hearing meaningless business language, but it can be particularly disconcerting for some neurodivergent workers. Read more: Why the pressure to be liked at work is holding women back 'Corporate speak and acronyms are a big no, no. Most of the time, people don't know what the acronyms stand for anyway, but it can be especially confusing for dyslexic people,' says Grainger. 'Vague or unclear communication can be a huge barrier for neurodivergent people at work. Many of us thrive on clarity and structure. When things are left open-ended or full of corporate jargon like 'touch base', it can create overthinking, second-guessing or even shutdowns if it feels too much.' Everyone has different needs and preferences. While some people may prefer lots of detail and context, others may just want the key issues or points. 'Just check their preference,' says Davies. 'Having a bit of warning and knowing when instructions are likely to be given is helpful. Some folk may need a bit more extra processing time or opportunity to ask questions without judgement.' If you have a verbal chat, it can help to make sure that the key points are written down. 'Some people prefer verbal communication but may need it followed up on an email. Others will want written instructions that they can follow and refer back to,' says Grainger. Davies also suggests using visual aids, which can help with complex tasks with lots of steps. 'These help visual thinkers and are great for a point of reference too,' she says. 'Don't be afraid to use flowcharts and task lists that break things down into chunks, steps, agendas and diagrams. Culturally, you can celebrate different processing styles as part of team diversity, build in neuro-inclusion training for managers and comms leads.' Read more: Could child-friendly co-working spaces fix the childcare crisis? How inadequate maternity leave harms mothers' wellbeing Five questions you shouldn't be asked in a job interviewError in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Yahoo
17-06-2025
- General
- Yahoo
Why neurodivergent workers pay the price for poor communication
In many workplaces, communication is built for the neurotypical. Instructions are often vague, feedback is wrapped in subtle social cues and important guidance gets buried in casual Slack messages. It's a system that expects everyone to just 'read between the lines' – which can leave many excluded. For some neurodivergent people, who use language literally, this can mean a constant struggle to understand the intended meaning of a communication. Not only does this create confusion and stress, it can lead many neurodivergent workers to be sidelined when it comes to career opportunities and promotions. Read more: How the maternity system is failing self-employed women According to a survey of 1,000 young people by the charity Young Minds, 74% of neurodiverse young people have felt out of place in the workplace. A further 40% said being neurodiverse could be a barrier to employment or promotion. Of course, there is no one-size-fits-all approach. However, using inclusive language can be a helpful step to make sure that neurodivergent people are supported and included. Most of us struggle with unclear communication. It makes misunderstandings and misinterpretation inevitable, which can make it much harder for us to do our jobs. But it can be even more complex for someone who processes information differently, such as autistic people and those with ADHD, dyslexia, dyspraxia and other neurodivergent conditions. 'For an autistic team member, unclear expectations might lead to anxiety, frustration, or unintentional mistakes. Not because of ability, but because what was being asked was never clearly explained,' says Hester Grainger, who has ADHD and is the co-founder of the neurodiversity consultancy Perfectly Autistic. She runs the business with her autistic and ADHD husband Kelly. 'For someone with ADHD, a vague instruction can feel like being handed a jigsaw puzzle without the picture,' she adds. 'We often need to be shown what is required of us. Otherwise we will spend ages wondering if we understood what was asked of us.' Also, adds Helen Davies, founder of the Neuroinclusion Quality Marker, it's not always easy to ask for clarification. 'Many neurodivergent folk have problems self-advocating and in extreme cases this can lead to anxiety, withdrawal and impact performance,' she says. 'Don't just ask for a 'quick favour' – actually explain what you are wanting,' says Grainger. 'Direct feedback is also really important. Avoid vague 'let's catch up soon' comments. Our brains then think – when is soon, do you mean now, in an hour, tomorrow or in a week? 'It's important to avoid reliance on indirect language or social cues that may be challenging for some neurodivergent individuals. Don't assume that someone understands what you are implying.' Davies adds that it's helpful to be clear about what is needed, by whom, and when. 'The 'when' needs to be specific, for example, outline a time and date and avoid 'ASAP'. It's really great to use clear language that is jargon free, so no idioms or abstract instructions.' If you rely on phrases like 'circle back' and 'low-hanging fruit' – don't. Few people enjoy hearing meaningless business language, but it can be particularly disconcerting for some neurodivergent workers. Read more: Why the pressure to be liked at work is holding women back 'Corporate speak and acronyms are a big no, no. Most of the time, people don't know what the acronyms stand for anyway, but it can be especially confusing for dyslexic people,' says Grainger. 'Vague or unclear communication can be a huge barrier for neurodivergent people at work. Many of us thrive on clarity and structure. When things are left open-ended or full of corporate jargon like 'touch base', it can create overthinking, second-guessing or even shutdowns if it feels too much.' Everyone has different needs and preferences. While some people may prefer lots of detail and context, others may just want the key issues or points. 'Just check their preference,' says Davies. 'Having a bit of warning and knowing when instructions are likely to be given is helpful. Some folk may need a bit more extra processing time or opportunity to ask questions without judgement.' If you have a verbal chat, it can help to make sure that the key points are written down. 'Some people prefer verbal communication but may need it followed up on an email. Others will want written instructions that they can follow and refer back to,' says Grainger. Davies also suggests using visual aids, which can help with complex tasks with lots of steps. 'These help visual thinkers and are great for a point of reference too,' she says. 'Don't be afraid to use flowcharts and task lists that break things down into chunks, steps, agendas and diagrams. Culturally, you can celebrate different processing styles as part of team diversity, build in neuro-inclusion training for managers and comms leads.' Read more: Could child-friendly co-working spaces fix the childcare crisis? How inadequate maternity leave harms mothers' wellbeing Five questions you shouldn't be asked in a job interview
Daily Record
23-05-2025
- Entertainment
- Daily Record
Lanarkshire dance school celebrating 20 years in business picks up top gong
Starlight Dance has nurtured the talents of generations of children in East Kilbride. Success was in the stars for a Lanarkshire dance school as it scooped a prestigious gong while celebrating its 20th anniversary. Starlight Dance was crowned Best Dance School for Community Engagement at the Scottish Dance Awards this week, proving that hard work and excellent teaching pays off. The school has been established in East Kilbride for two decades and has grown from a handful of pupils to a full school nurturing the talents of generations of kids. Starlight is non-competitive and as well as exams and shows, offer classes in tap, modern, freestyle, cheer pom and street for boys and girls from walking to adult - so there is something for every age. Jennifer Connolly, who runs Starlight Dance, said: "We pride ourselves on experienced teaching, offering a fun, friendly environment for dancers with progression, teaching technique and building dancers confidence and letting each individual shine! "Our school ethos is: Commit, Set Goals, Do Your Best, Respect, Encourage, Be Kind, Teamwork, Have Fun, Shine Bright and we embody this in all our classes and have Recognition Awards for dancers who really display these values." The school likes to carry this forward into the wider community and does a lot of charity work. Last year Starlighters raised over £4000 for local and national charities including EK Dementia Carers Group, Kilbryde Hospice, Children In Need, British Heart Foundation, Young Minds and Target Ovarian Cancer. Through show programme donations, students take part in Tapathon for Children in Need each year and have pyjama classes for this too. They wear yellow to class for one week to support Young Minds whilst also teaching kids about good mental health. Starlight also run a charity show and split all the proceeds between two nominated charities and have an annual food bank donation in February each year. This year over 40 bags of donations were handed in to Loaves and Fishes charity in the town. Jennifer added: "We believe that we all have an incredible opportunity to come to class each week and do such a joyous things such as dance that we should give back to others where we can and display kindness always. I think this is a great mindset for our dancers to have too. "We also engage with our dancers, not only in classes each week but through fun events such as Halloween classes, annual Family Fun Day, Christmas parties, Share the Love Week and Break the Rules days. We have a planned calendar of events throughout the year." This year the school were finalists in the Scottish Dance Awards in two categories: Best School for Community Engagement and Exam Excellence, scooping Best School for Community Engagement. The accolade topped off a milestone year for the club which is celebrating its 20th anniversary in the town. Jennifer went on: "This really shows how we engage with the community in and outside of the school and we have such amazing results from our exam sessions and fab feedback from examiners each time. "We have our anniversary show coming up in September this year and are doing a week at the Village Theatre to celebrate. We have also had parties to celebrate with all our dancers and our special group photo taken. "I really feel like I've built something special at Starlight. Lots of dancers tell me it's their happy place and it's mine too. I'm really privileged to see my dancers grow up and many have been with me from the beginning. Our dance family is a little community and I love what we stand for. "I hope we can continue to offer great fun classes that build skills that can be taken from the class into life, for many years to come." *Don't miss the latest headlines from around Lanarkshire. Sign up to our newsletters here.
Daily Record
21-05-2025
- Health
- Daily Record
Dear Coleen: 'I'm trying to find my voice again after childhood trauma and dad's death'
'His death was traumatic in itself, but what's been harder to process over the years is the emotional scars left behind.' I'm writing because I'm struggling deeply with depression and a sense of lost direction. Ever since I was a child, I dreamed of becoming an actor. I used to imagine myself on stage or screen, telling stories and becoming someone else for a while – it brought me hope and purpose. But when I was 10, my dad died of bowel cancer. His death was traumatic in itself, but what's been harder to process over the years is the emotional scars left behind. He was severely abusive to my mum, and our household was often a place of fear and chaos. I think his death brought some strange mix of grief, guilt, and unresolved pain and, in many ways, it silenced me. I lost my confidence, and with it, the belief I could pursue acting. Now, as a 19-year-old, I feel like I'm finally ready to take steps toward reclaiming that dream, but the depression often creeps in. Do you have any advice on how I can find my voice again? How do I move forward when the past still feels like it's holding me back? I really want to heal for myself, and for the future I still hope I can build. Coleen says First of all, don't panic because you have a lot of time on your side to be whatever you want to be. What's positive is you're starting to feel ready to focus on yourself and your career again. I understand you losing confidence and I think it's a normal reaction to trauma. When I lost my sister recently, I experienced that and felt completely lost, but what brought me back to peace was therapy, and what came out of it were a lot of issues from my childhood and how they affected my adult relationships. I know I harp on about the benefits of therapy a lot, but I know how it's helped me. So, think about telling your GP what you've told me and ask about the possibility of a referral because I really think it would help you a lot to process the past and move forward in your life. It's strong and smart to ask for help. Also, take a look at the Young Minds website which has so much great information about supporting your mental health. Join the Daily Record WhatsApp community! Get the latest news sent straight to your messages by joining our WhatsApp community today. You'll receive daily updates on breaking news as well as the top headlines across Scotland. No one will be able to see who is signed up and no one can send messages except the Daily Record team. All you have to do is click here if you're on mobile, select 'Join Community' and you're in! If you're on a desktop, simply scan the QR code above with your phone and click 'Join Community'. We also treat our community members to special offers, promotions, and adverts from us and our partners. If you don't like our community, you can check out any time you like. To leave our community click on the name at the top of your screen and choose 'exit group'. If you're curious, you can read our Privacy Notice. What's great is that at 19, you know what you want to do because lots of people your age don't have a clue. Start taking those steps forward by looking at courses, summer schools, local theatre groups and open castings. See what's out there for you. When you start auditioning, expect lots of knockbacks because it's part of it and happens to all of us, but you've got to keep going and grow that thick skin. Good luck.
ITV News
16-05-2025
- Health
- ITV News
ITV announces Mental Health in the Media panel series
ITV has announced a second installment of the successful panel series Mental Health in the Media, designed in partnership with Mind, YoungMinds, CALM, SAMH (Scottish Action for Mental Health) (Scottish Action for Mental Health), and the Film and TV Charity. Taking place on Thursday 12th and Thursday 19th of June, these free panels bring together creative and mental health leaders to inspire conversation and share best practice around mental health both on-screen and off. Mental Health in the Media first ran in 2023 with nearly 1,000 people from across the industry attending. The series consists of four panel events each tackling a different theme. Safeguarding Stories, chaired by Paul Brand, and featuring panellists from factual and drama genres, looks at how we can support the mental health of contributors who share their stories to make brilliant TV, and the aftermath for contributors and producers alike. It takes place on Thursday 12th June at 10am. Beyond the Headlines, chaired by Nina Hossain, and featuring panelists from news organisations and mental health charities, looks at how the news influences our perceptions of mental health and the impacts reporting has on the mental health of both journalists and audiences, across different platforms. This panel is on Thursday 12th June at 1pm. More than a Moment, chaired by Charlene White, looks at what it takes for brands to drive genuine, impactful change while under increased pressure to deliver instant impact and amid growing consumer distrust, featuring panellists from brands and advertising agencies. This takes place on Thursday 19th June at 10am. The Freelance Mindset, chaired by Pat Younge, and in collaboration with the Film and TV Charity, brings together workplace wellbeing experts and industry bodies to look at the science around mental health during times of unpredictability and practical ways freelancers can build resilience, knowledge and transferable skills. This panel is on Thursday 19th June at 1pm. All panels except Safeguarding Stories will be recorded and available on to view afterwards. Mental Health in the Media marks five years of ITV's Mental Health Advisory Group, a group of charity and professional experts who provide guidance and support on all aspects of ITV's approach to wellbeing, on-screen and off-screen. ITV has a long-standing commitment to promoting better mental wellbeing as part of its social purpose. Since 2019, Britain Get Talking, developed in partnership with Mind, YoungMinds and SAMH, has been the UK's most well-known mental health campaign. Other powerful initiatives include This Morning's collaboration with CALM, featuring campaigns like the Last Photo and 2024's Missed Birthdays; and Good Morning Britain's 1 Million Minutes campaign, now into its 10th year, which aims to tackle loneliness in the UK by encouraging people to volunteer. Last year ITV donated £1million airtime to WWF as part of its Head First Award to promote mental wellbeing to the public. ITV content and campaigns have prompted over 250 million actions by the UK public to improve their mental health over the last six years. Carolyn McCall, ITV's Chief Executive says, ' At ITV, our social purpose is to shape culture for good. Promoting better mental wellbeing is a key part of that and it has never been more important, or timely, to tackle topics related to mental health in our industry. I'm really pleased that, after the success of our first panel series, we have been able to convene Mental Health in the Media for the second time. It's a simple, accessible and free way to inspire conversations across the industry and encourage the sharing of what works well to drive change. I'm sure the series will help to stimulate debate, discussion and, more importantly, positive action. ' For more information about the panels and to sign up to attend, visit Notes to editors------- Confirmed Panellists Safeguarding Stories: Duty of Care in TV Production, Thursday 12th June, 10am Featuring panellists from true crime, factual, and drama, looks at how we can support the mental health of contributors who share their stories to make brilliant TV, and the aftermath for contributors and producers alike. Chair: Paul Brand, UK Editor, ITV News Featuring: Colleen Flynn - Creative Director at Flicker Productions Chelsea Ruffle – Head of Duty of Care at ITV Rebecca North – Executive Producer at RAW Joe Williams – Executive Producer, ITV Studios Ellie Simmonds - Paralympian and broadcaster -------------------------------------------------------------------------------------------------------- Beyond the Headlines: The Impact of News Reporting on Mental Health Thursday 12th June, 1pm A look at how the news influences our perceptions of mental health, from stigma to suicide, and the impacts reporting has on the mental health of both journalists and audiences, across different platforms. Chair: Nina Hossain, ITN Newscaster Featuring: Andrew Dagnell – Director of News and Current Affairs, ITV Sam Leader – Digital Reporter, ITV News Rebecca Barry – Health Correspondent, ITV News Kenny Stewart - Head of Public Affairs and Communications, SAMH Mike Walsh - Director of Marketing, LadBible Wendy Robinson – Director of Services, CALM -------------------------------------------------------------------------------------------------------- More than a Moment: Driving Authentic Mental Health Impact through Marketing Thursday 19th June, 10am We ask what it takes for brands to drive genuine, impactful change while under increased pressure to deliver instant impact and growing consumer distrust, particularly among younger audiences. Chair: Charlene White - journalist, author and broadcaster Featuring : Simon Gunning - CEO of CALM Lori Meakin - Agency strategist and founder of Joint and The Others & Me Rob Jennings - Strategy Director, Wonderhood Holly McKinley - Director of Strategic Communications and Brand, WWF-UK The Freelance Mindset: Navigating Uncertainty and Protecting Wellbeing Thursday 19th June, 1-2.15pm A look at the science around mental health during times of unpredictability and practical ways freelancers can build resilience, knowledge and transferable skills. Chair: Pat Younge, Head Boy at Skin in the Game Studios Panellists: Marcus Ryder - CEO of Film and TV Charity Dr Paul Litchfield - Chief Medical Advisor to ITV Laura Mansfield - Chief Executive, ScreenSkills Andrew Berrie - Head of Corporate Partnerships, Mind
