Three Thoughts is a SynergistNOW series based on episodes of the Healthier Workplaces Show, an AIHA video podcast.

The opinions, claims, conclusions, and positions expressed on this blog are those of the author or person quoted and do not necessarily reflect the opinions of the editors, AIHA^®, The Synergist^®, or SynergistNOW.

Neurodiversity has emerged as an important topic of discussion in the profession over the past year, with The Synergist, SynergistNOW, and AIHA Connect all highlighting ways to support neurodivergent OEHS professionals and workers. According to Cleveland Clinic, “neurodivergent” is a nonmedical term that “describes people whose brain differences affect how their brain works.” Individuals who identify themselves as neurodivergent may have conditions like autism spectrum disorder, attention-deficit hyperactivity disorder, dyslexia, or social anxiety, but Cleveland Clinic notes that “since there aren’t any medical criteria or definitions of what it means to be neurodivergent, other conditions also can fall under this term.”

At AIHA Connect 2025, which featured an opening keynote titled “Harnessing the Power of a Neurodiverse Workforce,” Healthier Workplaces Show host Alejandro Castillo sat down with Jonathan Klane, MSEd, CIH, CSP, CHMM, to discuss neurodiversity and how OEHS professionals can build a more accessible and accommodating profession. Klane, who was diagnosed as autistic about four years ago, emphasized the importance of communication. Here are three takeaways from his discussion with Castillo:

1. Communication is about trying to reach the other person where they are. According to Klane, there is good evidence that autism spectrum disorder is “not so much a disorder of communication as it is a difference in communication.” Autistic people communicate effectively with each other, Klane said, as do allistics, for the most part. (Klane noted that “allistic” is the word used to describe those who are not autistic.) But communication can break down between autistic people, who may use more direct language, and allistic people, who tend to communicate more with euphemisms, sarcasm, and metaphors. Klane emphasized the importance of developing, coaching, and helping others. “When you help the neurodiverse, you help everyone,” Klane said.

2. When deciding whether to disclose a diagnosis, neurodivergent people have much to consider. According to Klane, deciding whether to talk with people about a diagnosis has a lot to do with vulnerability. “We as humans developed to be vulnerable with each other [and] … vulnerability begets vulnerability,” he said, referring to research by Brené Brown, who studies courage, vulnerability, shame, and empathy. “Now, that's easy for me. I'm an older white male. I've got privilege. I'm far advanced in my career,” Klane said. But he understands that others may be hesitant to disclose a diagnosis, particularly in the workplace, due to financial and other concerns. Klane says these concerns or fears are legitimate and encourages neurodivergent people to “talk to trusted people” and lean on the support of friends and counselors to decide what’s best for them. “And ask people to be confidential,” he said. “Because once you go public, you can’t go back.”

3. What AIHA can do to support neurodivergence. In addition to hosting AIHA Connect sessions about how to support the neurodiverse workforce, Klane would love to see AIHA help bring greater understanding and empathy to this area, possibly by incorporating more “people skills” and social considerations into education and training. Klane’s goal is to not only destigmatize talking about autism but to normalize it.

To listen to this episode or catch up on others, visit the Healthier Workplaces Show webpage.

Several recent articles in The Synergist and blog posts on SynergistNOW offer further reading on topics discussed in the episode:

• OEHS and Disability: Authored by Abby Roberts, assistant editor of The Synergist, this article from November 2024 features insights from three OEHS professionals who identified themselves as disabled or as living with a disability. The article is intended to help start a conversation about how the OEHS profession can better serve disabled practitioners and workers. Klane was among the interviewees for this article.
• Two articles recount presentations at AIHA Connect 2025 by David Finch, the conference’s opening keynoter. Knowing What’s Normal: How Companies Can Better Support Their Neurodivergent Workers provides an overview of Finch’s Opening General Session, which gave attendees a sense of what modern corporate life is like for neurodivergent employees and how organizations can better support them. A second article focuses on an “Ask the Expert” session, in which Connect attendees spoke with Finch directly. He answered questions on a range of topics, from disclosing one’s disability to navigating unfamiliar points of view. His responses were rooted in his own experience as a person diagnosed with autism spectrum disorder.
• Supporting Neurodiversity in the Workplace: This blog post, published in February 2025, features an interview with AIHA Connect Keynoter David Finch by AIHA’s Abby Roberts.
• Accessibility in Health and Safety Communication: This SynergistNOW blog post highlighted opportunities for AIHA Connect 2025 attendees to learn about neurodivergence and supporting neurodivergent workers. For this post, Abby Roberts spoke with two AIHA Connect presenters, What Works Institute CEO and cofounder John Dony and Senior Director of Expertise Sarah Ischer, CIH, CSP, who discussed communicating OEHS information to neurodivergent workers.