In this part of the conversation, Sam shares valuable insights into how people—especially managers, colleagues, and anyone wanting to be more understanding—can better support neurodivergent individuals. Rather than focusing strictly on labels or categories, Sam emphasizes the importance of seeing and supporting everyone as an individual. He explains that because neurodiversity isn’t always visible, it can be easy to overlook or misunderstand, and unconscious biases can unintentionally influence our responses.

Sam suggests several key skills and mindsets we can all cultivate:

• Active listening and empathy: Genuinely listen to each person’s perspective and needs, rather than relying on assumptions or stereotypes.
• Open-mindedness: Stay open to differences in communication or behavior—don’t expect everyone to fit the same mold.
• Awareness of unconscious (confirmation) bias: Challenge the instinct to side with the majority or base judgments solely on group consensus; remember that being different doesn’t mean being wrong or difficult.
• Continuous self-education: Learn about neurodiversity, autism, ADHD, and related topics just as we do with race, gender, or sexuality. This helps create a more truly inclusive environment.
• Willingness to ask thoughtful questions: If you’re unsure how best to support someone, ask and listen—don’t make assumptions or expect the individual to do all the explaining or emotional labor.

Ultimately, Sam encourages us to see neurodiversity as a natural part of human variation. Cultivating empathy, curiosity, and humility—and challenging our biases—will lead to more supportive and inclusive workplaces and communities for everyone.