Slaying Ordinary

I created this article to exemplify some of the clues leaders can find in seemingly small requests employees make in the workplace that are actually signs of broader system problems. Micro-accommodations are windows to broken or ineffective workplace systems that need to be changed to create more inclusive workplaces.

I developed the Inclusive Leadership Baseline to include over 90 micro-accommodations, with their associated workplace system... a blueprint for meaningful change.

🔗 https://lnkd.in/gaWWBVsK

7 Micro-Accommodations That Reveal a Broken Workplace The quiet requests that say everything about your culture We often talk about inclusion like it’s an abstract ideal—something you train for, talk about, or signal support for in a values statement. But inclusion—or the lack of it—shows up in the small things.

⚠️ You’re not imagining it — there are invisible rules at work. And they’re not written down anywhere.

In most workplaces, success isn’t just about skill — it’s about decoding a secret playbook full of unspoken social rules.
👀 Make eye contact, but not too much.
🤐 Don’t interrupt… unless you’re senior.
💼 Stay late, but don’t look like you have nowhere else to be.

For many neurodivergent folks (and frankly, anyone outside the dominant culture), these invisible expectations are confusing, exhausting, and exclusionary.

So I made it plain.
📥 Download the Unwritten Social Rules Job Aid — a free, no-fluff resource for decoding the rules nobody teaches but everyone expects.

🔗https://cdn.shopify.com/s/files/1/0696/3593/2375/files/Unwritten_Social_Rules_Job_Aid.pdf?v=1748619153
🧠 Built for awareness. Made for change.

The worst interview I ever had? I didn’t even apply for it.

I was ghosted, dismissed, and misjudged — not because I wasn’t qualified, but because I didn’t “blend in.”

This is what exclusion looks like for neurodivergent professionals.

It’s why I built a leadership system that doesn’t require disclosure to feel supported at work.

🧠 Read the full story 👉 https://slayingordinary.com/blogs/fixing-workplaces-that-fail-us/the-worst-interview-i-ever-had-was-for-a-job-i-never-applied-for

I have one default setting: HONEST.
Not rude. Not negative. Not difficult.
Just direct.

If you don’t actually want feedback — don’t ask.
Because I don’t sugarcoat. I don’t pretend.
I answer.

This is what being neurodivergent can look like in the workplace. And too often, honesty gets mislabeled as a problem — when it’s actually a strength.

✊ Neurodivergence isn’t the issue.
📉 Biased interpretation is.

They said “stop fidgeting.”
We said: put it on a t-shirt.

Whether it’s a stim, a coping tool, or just something to keep your hands busy during that fourth meeting that could’ve been an email—this one’s for the neurodivergent multitaskers and professional spinners of all kinds.

Enjoy 20% off, free shipping and hold the taxes for a limited time.

🛒 Now spinning on slayingordinary.com

Neurotypical isn’t the default.
It’s just the most accommodated.
Let’s rethink how we lead, hire, and support.

Click follow to join us on this journey as we challenge the structures that reward conformity and punish difference.

Say it louder: Inclusion without disclosure IS possible.

And we built the Blueprint to prove it.

👀 Check out The Inclusive Leadership Blueprint Today - an inclusive leadership system for ALL employees.

https://slayingordinary.com/pages/the-inclusive-leadership-blueprint

HR tells you to “just be yourself”—but let’s be honest… that only works when “yourself” fits the mold.

I just released a free job aid for neurodivergent professionals (or anyone quietly struggling at work):

🔍 5 HR Unspoken Truths You Need to Know

💬 Real talk about:
• Why HR isn’t always on your side
• How likeability can skew your performance rating
• What to do when disclosure backfires

It’s what I wish I had before I hit burnout.

➡️ Download it here: https://cdn.shopify.com/s/files/1/0696/3593/2375/files/5_HR_Unspoken_Truths.pdf?v=1748286137

🔁 Tag someone who needs this.

Being different isn’t a defect.
It’s data.

Left-handedness, synesthesia, pattern recognition, sensory sensitivity—these aren’t quirks. They’re clues.

And they’re part of why neurodivergent brains are wired to slay ordinary.

Full Blog: https://slayingordinary.com/blogs/thriving-while-neurodivergent/left-handed-you-might-just-be-brilliantly-wired-differently

Left-Handed & Neurodivergent? Here’s Why That’s Not a Coincidence Left-handedness is more common among neurodivergent people—and it’s no accident. This blog post breaks down the science, the patterns, and what it means for how we design inclusive spaces.

We don’t need another “Top 10 HR Trends” list that says the same thing it did in 2015.

What we need is honest change.

🔥 Real support for mental health
🔥 Systems that work for neurodivergent brains
🔥 Pay transparency
🔥 Accountability beyond training sessions

This week’s WTF Wednesday? HR needs a reset—not another round of buzzwords. The system is not broken - it is functioning as intended and that needs to change.

Let’s stop spinning. Let’s start building.

This week’s Toolkit Tuesday is all about context—because how we explain things matters.

💬 When we don’t give enough context, people get left behind.
🤯 When we give too much, people tune out.

The Context Job Aid helps you strike the balance—with real examples, simple questions, and a plug-and-play template.

Perfect for leaders, teammates, and anyone working to make communication more human.

📥 Download for free at https://slayingordinary.com/products/the-context-job-aid-free-communication-tool

Why do we allow two people doing the same job to earn vastly different salaries—just because one asked for more?

Salary negotiation isn’t fair, and it isn’t inclusive. It rewards privilege, confidence, and access—not skill.

If we want equity at work, it starts here:
🛑 End compensation games.
✅ Pay people fairly for the work they do.

Equal work deserves equal pay.