The Reality Check We All Need
Satomi's journey from executive search in Singapore to UN agencies in Denmark reveals a stark truth: even the most progressive organizations struggle with the gap between DEI (Diversity, Equity, and Inclusion) theory and practice. Her late diagnosis with dyslexia at 33 and ADHD at 37 while working in HR created a unique perspective; she found herself in the position of advocating for inclusion while not knowing what accommodations she needed herself.
"As an HR professional, I saw the significant gap between theory and applications," Satomi explains. "I didn't know what kind of accommodation I needed or what behaviors I was masking without knowing what it was."
What Does True Neuroinclusion Look Like?
Forget the buzzwords. Satomi breaks down neuroinclusion using her brilliant ramen shop analogy: imagine a ramen restaurant where you can customize everything—noodle texture, toppings, oil type—based on your chosen broth. The diversity is in the options available; inclusion is being able to enjoy your customized bowl without judgment.
In practical workplace terms, this means implementing universal design principles that benefit everyone, not just neurodivergent individuals. Simple changes like displaying interview questions on screen during virtual interviews don't cost anything but can dramatically improve the experience for candidates with diverse cognitive styles.
The Cultural Challenge: Why Western DEI Models Don't Always Translate
During her recent month-long trip to Asia, Satomi uncovered a crucial insight: traditional DEI approaches, largely designed by Western standards, don't always work in cultures where "the nail that sticks out gets hammered." In collectivist cultures, the typical "speak up to get accommodations" model fails those who need help most but are least likely to ask for it.
"What about people who don't want to speak up? What about people who need help the most but are the least likely to speak because of culture and stigma?" Satomi challenges us to think differently about accommodation strategies.
Game-Changing Questions for Job Seekers
Beyond the typical "What's your company culture like?" questions that yield polished corporate responses, Satomi offers three powerful alternatives for evaluating potential employers:
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"How often do people get feedback from you?" - This reveals whether managers provide regular, meaningful guidance or stick to formal review cycles.
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"How do you organize team meetings?" - Look for leaders who create rotation opportunities, give advance notice of topics, and ensure everyone has a chance to contribute.
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"What do top performers have in common in this organization?" - This exposes whether success is based on actual performance or performative behavior.
Practical Strategies for Neurodivergent Professionals
This podcast episode offers actionable advice for neurodivergent individuals building careers in international organizations:
- Know Your Value: Understanding your neurodivergence is a privilege; use it to identify your strengths and support needs.
- Focus on Outcomes, Not Diagnoses: Instead of saying "I'm dyslexic, accommodate me," try "Would it be possible to use spell-check? It would help me provide more concise answers."
- Choose Your Disclosure Strategy: Disclosure is personal and strategic. Consider what you're trying to achieve and remember that accommodation doesn't always require disclosure.
The Universal Design Revolution
Perhaps most importantly, Satomi challenges the current approach of creating separate solutions for different groups. "When we started segregating, we should do this for women, do this for ethnic minorities, do this for neurodivergent people… you always create exclusion for others."
The solution? Universal design workplaces that benefit everyone. Most accommodations cost little to nothing. They're about small tweaks that create better experiences for all employees.
Why This Matters Now
With 70-80% of disabilities being invisible, including neurodevelopmental conditions and mental health challenges, organizations can no longer focus solely on visible accommodations. The burnout, anxiety, and absenteeism rates in Asia-Pacific are significantly higher than in other regions, partly due to cultures that equate visible hard work with acceptance.
"It's not about people changing, it's the system that needs to change," Satomi emphasizes.
Creating Psychological Safety for HR
One of the episode's most revealing insights is how HR (Human Resources) professionals themselves often lack the psychological safety to admit knowledge gaps. Satomi's workshops reveal that even experienced HR practitioners sometimes view reasonable accommodations as "preferential treatment" or "burdens", perceptions they're afraid to voice.
"Who's the HR for HR?" she asks, highlighting the need for support systems within support systems.
Listen and Learn
This conversation isn't just for neurodivergent professionals; it's essential listening for anyone involved in creating inclusive workplaces. Whether you're in HR, management, or simply someone who believes in the power of diverse perspectives, Satomi's insights offer practical pathways to move beyond performative inclusion.
The future of international organizations depends on our ability to harness all forms of human potential. As Satomi reminds us: "You have two choices: either you make yourself bitter, or you can make yourself better."
Ready to transform your understanding of neuroinclusion? Listen to the full Impactpool podcast episode featuring Satomi Ogata and discover how small changes can create massive impacts in global organizations.
Connect with Satomi Ogata and Beyond Bias to learn more about creating truly neuro-inclusive workplaces that benefit everyone.