Hello, everybody. I know all of you, but for those watching on recording, I'm Mel Hauser. I use she, they pronouns and I am executive director of all brains belong for my let me share screen and I will get us oriented. All right. So we are going to be capping off our discussion of the double empathy problem, but not really capping off because we talk about double empathy problem every day. It's just officially the last week of September, which is going to spend our theme for the month. So talking about double empathy problem at work today. So this of course is brain club, our educational space created to educate the broader ABB community about neurodiversity and related topics. Just as a reminder, this is for education purposes only. This is not a support group and this is not for medical or mental health advice. All forms of participation are okay here.  We certainly don't need you to like sit still or look at the camera or anything. So feel free to walk, move around, fidget, eat, stim, take breaks, whatever, whatever needs doing and everyone's welcome at brain club and all formats of communication are welcome. You can unmute and use mouth words, you can type in the chat, whatever, whatever works for you. And in addition to affirming all aspects of identity, it's really important that we respect and protect everybody's access needs.  Hey, Lizzie, would you mind, mind waving if people know who you are? Amazing. That's Lizzie, our education programs coordinator. All right. And just as a reminder, since we have a lot of different brains, that we want to create safety for a broad range of communicators to give lots of space and time for people to participate however they are most comfortable participating, including observation is a completely valid form of participation. There is never any pressure to like directly communicate. And if you want to, we want to make sure that you have like time and space to enter conversation either in the chat or out loud. Okay. All right. Last bit of access. Plus captioning is enabled. You just have to toggle it on if you'd like to use it. So depending on your version of zoom, you might see the live transcript plus captioning icon. And if not, look for the more and choose show subtitles. You can also do the same and choose hide something as if you want to turn them off. Okay. That's my visual support to open up my chat box window. All right. So as I said, we've been discussing the double empathy problem all month in various contexts. And as a reminder, what that is, so it's a term coined by Dr. Damian Milton, who's an autistic social scientist in the UK. And what's been identified in research and consistently replicated for more than a decade now is that miscommunication does not happen because there is one set of normal social skills and then autistic people over there. Mismatch comes a mismatch of communication style and worldview in both directions between neurodivergent people and non-neurodivergent people. This is really about a failure of perspective taking. And so we've been talking about perspective taking throughout the month. Oh, Lizzie made a QR code for October Ring Club. That's so awesome, Lizzie. Thanks for doing that. So next month is our new theme. It's going to be about understanding your access needs. This is, I want to call your attention. We do not have Ring Club next week. I'm going to be presenting at the Stanford Neurodiversity Summit. We'll put the link for that at some point during Ring Club tonight. It's a three-day conference. And my presentation is during Ring Club. So that's why there's no Ring Club next week. But we'd love if you joined us over there. But we'll be back on the 10th to kick off our Understanding Your Access Needs Ring Club. And we'll have a series of community panels all about understanding your access need. Okay. If you missed last week, our QR codes in every slide. Oh my goodness. Anyway, that's the QR code for last week's webinar so that you can. But I mean, if you registered for Ring Club, you'll also get the, you know, the recording link sent out that way also. Okay. Oh, that's awesome, Michelle. Yay. All right. Last announcement before we get into our content. For those of you who are local to Vermont, we have our annual community health education fair this weekend. It was flooded out originally. So we're very excited to collaborate with the Montpelier Rocksbury Public Schools Partners in Education and joined Montpelier Fall Festival. So we'll be a zone of Montpelier Fall Festival. We'll have inclusion-minded community partners, activities for people of all ages, and the Encore Renewable Energy Take-Up Break Station. So we, for anyone who's around, we'd love to meet you in person on the Steakhouse lawn. Okay. All right. I guess I had one more announcement. My goodness. We are very excited that it's time to announce our next cohort of the Neuro-Inclusive Employment Bright Spotting Program. This is a program that we've been, this is our third cohort. So this is a program through which Vermonters can nominate employers in the community who are creating workplace environments for people with all types of brains to thrive. And so we are very excited to announce the winners of the Fall 2023 Neuro-Inclusive Employer Bright Spotting Program. So darn tough Encore Renewable Energy, Eternity, and Oak Maple Finance. And you'll get to hear from these folks during a brain club in October, or I mean November. November. They're coming to brain club in November. There we go. Okay. All right. So we talked about the double empathy problem. How does this play out at work? Or what is, you know, what's the significance of this? Why do we even talk about, why do we talk about work? Well, autistic adults are anywhere from two and a half to eight times more likely to be unemployed or under employed. Hold on. I'm getting, Sarah, did I remember to make you co-host? Yeah. Sorry. I didn't, I missed that one. No worries. No, no, I, I thought I just, you know, executive functioning. I didn't actually do that. I've been letting people in. Yeah. Amazing. Okay. All right. So, and 75% of ADHD adults experience employment-related challenges as well. And what we know is that employment and health are, are, are related in, in both directions. And, you know, unemployment increases the probability of developing a chronic health condition by 83%. And we know that autistic and ADHD years, as we discussed last week, have higher rates of chronic illness. And so this goes back and forth in both directions. A couple of months ago, we, well, I mean, throughout the winter and spring, we, I wanted to hold a visual support up, but I can't find my visual support, we have covered various topics from the book Parenting for Social Justice. And we had one of the co-authors come to present this spring. Anyway, I wanted to share some quotes from one of the authors of Parenting for Social Justice, Jamie Lynn Kasab, about the relationship between economics and health. We were drowning in a river of stress, trying to swim through it and mostly failing. The shame and guilt that I carried with me over how society viewed me simply because of my circumstances was extremely heavy. And when I've been completely stressed out worrying financially, my brain just couldn't work efficiently. It took so much energy just to exist. And I think this is so common, important to shed light on this. When we think about all of the different ways in which humans are othered and the intersectionality of all of those multiple aspects of marginalization, when we think about the economic factors, the class factors, this is inextricably connected with all of the other aspects of identity. And it's that combination of access to resources, relationship to work, whether you're respected and belong, whether you have any decision-making power or any given situation, these are some of the ways in which the oppressive power systems thwart people. And when we think about neurodivergent people who are thwarted for so many different reasons, this is an important piece of the conversation. What we don't want, we talk a lot about access needs here and we're going to talk about it all month next month at Brain Club. But what we don't want is when people don't have their access needs met at their places of employment, they're hammered to fit the square peg to fit into the round hole. And what happens, you break the peg, and that's what happens. That's what happens and drives so many of our community members into neurodivergent burnout. And that, of course, is part of health. And so this is all connected. And when we think about disability, the social model of disability, which is how the World Health Organization has defined disability for the past 25 years, about the barriers to access being what determines how much disability someone experiences. And so the more thwarted someone is, the more barriers in the environment to their access needs being met, the more disability someone experiences. So just by recap, if this is a new term for you, so access needs being anything that anyone needs to fully and meaningfully participate in one's environment or community, everyone has access needs. It's just that for neurodivergent folks, we're less likely to have our access needs met by the defaults of society. And so when we think about work, and we're going to talk more about this next month at the, you know, we always have a, one of the weeks per month is about employment. So we're talking about employment, so the last time we were talking about employment by any means. But some of the specific ways where like subtle ways in which employment related access needs are not met, you know, related to task allocation, you know, is that task the best fit for the way someone's brain works, the manner in which it is allocated and assigned, and, you know, and overlap with employee supervisor interactions, and which overlaps with power dynamics, and lots of other variables that contribute to dysregulation. So with that, we are going to watch a video clip from a whole year ago. This is back in summer 2022 where we we we we dabbled in hybrid brain club on the statehouse lawn and on zoom. And we're going to hear from some of our community members talking about their experiences of perspective, taking mismatches and the workplace. All right, David, take it away. I think about 30 minutes. But really, that that's how a lot of people feel because a lot of culture, workplace cultures, it's not safe to what to ask for what you need. And so as a supervisor, we really have to be in that place to say this is normal. It is normal to have needs. And I want to know what those things are. So that's what I it's it's it's part of it's part of safety, like emotional, physical safety of knowing that it's normal to have needs. Clem. Oh, you have you want to use that microphone? Okay, cool. Yeah. As long as everyone can hear me sounds like you can. So my early career experience for the past like eight months has been really interesting, because I'm not only like new to my workspace, but I'm like new to like nine to five, like office space world, adulting, you know, all that. And the thing that I've noticed in my particular space is that there's a lot of freedom and flexibility and like privilege and like having like kind of a white collar like office job. But at the same time, there's like no structure for anyone because there's assumptions and like, these are explicit assumptions that my like supervisors have talked about where they everyone's so busy that they expect everyone to kind of self regulate themselves and like do things the way that is going to work for them. But that's an assumption that everyone's going to be able to work well on their own without that structure. And then when that's not the case and you try to communicate it, it's like even if you're trying to communicate your needs or something like it can be hard to translate to people. And just before this, I saw a Twitter that was basically about spoons and thinking about spoon theory from like a neurotypical neurodivergent mental health lens. And it's like the thing that highlights is that like, I try to do my best work when I have the energy to do it. And when I don't have the energy to do it, like I that's not up to me. And that type of like energy ebb and flow does not fit into the nine to five cycle like it's supposed to. So if I want to like stay at the office and work until like 9pm on a given day, sometimes that like is legitimately like the best thing that I need to do for myself. But no one like sees that like if I need to leave earlier, if I need to leave late, because there's not that supervision or that structure. So my point is with all this is that in my work, there can be a this situation where like, nobody sees how much you're struggling to like regulate yourself from how much you're struggling to cope with your given environment or whatever, because like as long as you do the work or whatever, then they might think that everything's okay. So you have to go beyond just like doing your work and getting things done. You have to like make your work work for you. You know, you have to make your own work existence like tolerable for yourself, which is a learning process. It doesn't happen overnight. I'm curious.  Um, did you know that this would be so hard? It's it's really interesting. It's okay. I didn't know, but it's because I expected it to be different, but it actually ended up being exactly the same as that like college environment where again, like professors don't regulate you. You just kind of have to do your own homework and they want you to get results. But the way that you do your homework or whatever, the way that you go through your work, some people will find it very easy. Some people will find it very challenging. And like, so it actually ended up being like the exact same like work habits and patterns that I've been having for the past like four years, which is weird. So to answer your question, I didn't expect it, but only because I expected it to be different and it ended up being the same, which was weird because I thought, you know, you're supposed to get off at 5pm or whatever and then go home. But if I have my laptop at home and the things I didn't get to today are going to bother me tomorrow anyways, it really breaks down those barriers. So it's actually very similar to college. That's interesting. So many times people share with me that when they first enter the workforce or even they first graduate high school or like various stages of transition where there is a this feeling of failure, like I'm having a hard time adulting, like as though there's right way to be an adult or like, you know, I'm having a hard time like paying my bills or like I can't I can't cook for myself. I anyway, like all these things that there's a lot of self judgment and a lot of internalized ableism that goes on because sometimes there's like this mythical narrative that being an adult means that you have a certain amount of executive functioning skills as though like executive functioning equals adulting. I don't know if if that resonates with anyone else but that is a that is a struggle for a lot of people. So I just want to name that for anyone in the audience who is feeling that today. Connie. Hello. Hi. Thanks for having me. This is my first brain club and I'm so glad to be part of this. And I guess let's just think how what can I share with you without going on too long. So Mel, like give me the the hook if I go on and on because my brain is making lots of connections right now. And I'm kind of that like idea person where I'll just go off because I see all these connections. But I actually did that with Mel recently on a call. And everything that's being talked about today really comes together for me with the work that our team of resource coordinators do in working bridges through United Way's workplace based team. Both on a on a it was like a supervisor level like working with our team and the people that show up to do the work of being a resource coordinator in very diverse workplaces. We actually resource coordinators go to workplaces to work with employees that are within specific companies and and they go to companies that are essential jobs. So these are kinds of jobs where many functions many job functions that are in these companies don't have remote capabilities. Even through COVID and some of the initial challenges that we faced where we work with employees that have to show up to their job, you know, in manufacturing settings and in health care settings. And so I think a lot about neuro inclusion and diversity of how our brains work as far as how the resource coordinators do their work because we have lots of different tools available to us. But not everybody works with those tools in the same way or wants those tools in their job. I think about it just from an organizational perspective, you know, United Way Northwest Vermont had the chance to connect with Mel through our staff training and start to really think about how the how does this happen, how does neuro inclusion impact our workplace and our work styles and the way we show up fully at work. So that's one perspective. But then I also see in our workplaces where we provide resource coordination. So with the employers that we work with, this feels sort of cutting edge.  I don't think employers have had the chance to even have some frame around this or have some understanding about what this means and how they can look at jobs and look at individual needs and really see where options can be, where flexibility can be. One of my teammates met with an employee at a manufacturing company who was feeling really frustrated and really undervalued in their work and disclosed to the resource coordinator who's a confidential support that their person on the autism spectrum and that what they really want to do is organize that darn warehouse. But they're in a completely different position that's not really like speaking to them, right? It's not grabbing the way they want to work, right? And so I think there's just, there's so much stigma still that employees come to their resource coordinator and will share these things and yet they don't feel safe sharing with their employer when they know they could, like what's so hard to sit there is like the employer could have really maximize that employee's well-being and their ability to produce and do the job. If only we could break that down and create opportunities for people that really talk about what they need and maybe just shift that stigma so that employers too can create ways for people to talk to their supervisor and know that that's encouraged and that we want that in our culture and our workplace. I'll stop there, but this just, to me, with the employers they work, I feel like there's just a lot of work to be done and I just think the timing and the relevance is just all coming together really nicely and I anyway I'll stop there. Thank you Connie and it looks like Zeph has a question for you or your comment. Hi Zeph go ahead. Hi actually I was hoping to tag on and go next after what you were saying. So I want to preface my comments by saying number one Mel I'm going to be using the prompts that you sent out. Thank you I'm going to try to blow through them really quickly and what I would like the community gathered here to understand is that I didn't get my autism diagnosis until I was like 54 years old. That meant that I spent most of my life I'm 55 56 now I forget but I spent way more of my life not knowing that I was autistic in a neurotypical environment than I have knowing that I am neurotypical and unfortunately because of where the lack of information comes regarding neurodiversity the complex PTSD that I have actually is as a result predominantly of my employment scenarios. So some of the stuff I'm going to share isn't going to be really happy stuff and I'm sorry about that but it's also real and I'm also not super sorry about that. So the first question was what kinds of access needs do you have at work? I wrote down a couple notes about executive functioning and organization. I want to give an example of how the company came in had a consultant come in was working with us all for things on like organization and things like that at that point I had been in the business for 25 30 years I was holding high-level professional roles and I couldn't manage things and all of the suggestions that were given were neurotypical suggestions. They're all the ones that you find in the books they're all the ones that I had tried before and none of them worked for me because they weren't built for my brain but unfortunately what winds up happening is I just came off like I was resistant to any kind of help because the help that I was getting wasn't actually conducive to the problems I was trying to solve. The problem was nobody knew that I was autistic at that time. Another thing that came into play regarding access needs is top-down processing. Clem you were talking about working different hours. I can't work when there's sound around me I can't block out that sound and so I would go into the office at six o'clock when it was quiet work until it was nine not not be able to get anything done between nine and four o'clock with interruptions and then I would work until seven, eight, nine o'clock every day and I wound up getting fired in spite of unprecedented results because they needed somebody who could do the job in 40 hours a week. I was on salary so it cost them nothing more and I was putting in the time and getting unprecedented industry results and fundamentally what wound up happening is I wound up getting kicked out of the company for political reasons. They used 360 degree reviews and fundamentally none of the people who were reviewing me were actually qualified to review me. So that's just a little bit about the access. I don't want to go on too long but the part about making it hard to communicate the access needs really comes down to the fact that 3% of the research that goes into autism goes into adult autism as opposed to pediatric autism. I've been declined for medical services because the physician or the therapist doesn't know what to do with me. If the therapist or the physician doesn't know what to do with me, how can I expect the employers to know what to do with me? If the scientists aren't doing the research to inform me what help I need, how can I be informed to help an employer be informed as to what. So it turns into like this vicious circle. The last thing I want to address and I'll make this really really quick about how the concepts of access needs and perspective taking play out in the workplace. The one thing I want to note is because most people make an assumption that everybody else is neurotypical. They do not have it in their thought constructs that oh this person might be autistic, this person might be neurodivergent and so what happens when some of our neurodivergent features like rigidity or pathological demand avoidance show up, those kinds of features are often conflated as personality traits when they're actually hurdles that we are trying to get over in order to do our job and get the results that the company expects us to get. So that's my kind of little brief and thank you. Thank you, Zeph. Thank you so much for sharing that and I hear on the state how so many people nodding their head along while you were speaking. Connie. Zeph, what you just said made me think of something I just wanted to share. I think oh there goes my hand. Sorry I was like my hand's still up. Where's my hand? Oh but what you just said, I saw this happen in a workplace with, there was an employee that came to meet with me as a resource coordinator, right? So the employee came in was crying and clearly really escalated and you know really upset by their supervisor on a production line having yelled at them to do the job and do something a certain way and so they came to me and they disclosed that they had experienced a lot of trauma and having been previously incarcerated and that they were experiencing that flight fight, you know kind of that just the flood you could tell that person in it. But that team lead, that supervisor essentially that was a trigger, right? That person figured that and so the supervisor team lead, this is days later I came to find out the company let that employee go and what I have come to learn since what I think happened there and I don't know for sure but what I think was happening is the team lead in the company perceived that employee had that perception, right? That idea that this person just being difficult not following rules and you know creating this problem. When I know because I got to talk to that person I recognize, no, what's happening right now is the way a person's communicating is triggering your brain to go somewhere else. Your brain's not here at work, right? With that team lead who you know wasn't supported to approach that situation with those types of tools or with that thinking, right? We didn't we hadn't set that team lead up to be able to communicate in a way that would really have de-escalated the situation. It could have made that work totally differently. That I will never forget because I knew what was happening but the company didn't have any steps or any practice or any support for the employees that are in it day to day, right? Right. Yeah and if I could also point out because Connie what you're really reminding me of is you're really like a cultural broker. You are an interpreter where you are taking what you've seen, the communication, the nonverbal communication that you have perceived and you're now translating it or interpreting it through a lens of understanding nervous system regulation. It's not a common practice that we can even identify when people are dysregulated. It's like when I do trainings on neuroinclusive employment that is the first thing I do. It's what I do for you guys because I think if we cease overtly flipping their lid and throwing things like we can maybe recognize that's not a calm person right now but that's not the only manifestation of dysregulation. So if somebody is the tone of voice, the flood of ideas, the pace of speech, the rapid pace, there's all different ways that a nervous system manifests dysregulation. I think one of the most most helpful steps for an employer to like be investing in neuroinclusive culture is to get some training around recognizing dysregulation in your employees and not attributing things to like a conscious cortical like, yeah I really thought this out and I thought this was the way I was going to handle this. Like this is limbic involuntary automatic responses dysregulation. Jeff? Yeah, I was going to take on to that and say that especially with the the flight fight, fawn and freeze responses particularly with the fawning responses and disassociation. We know that our brain goes offline when we disassociate and that is precisely the time when we need to be able to be paying attention to what is going on but because of the disassociation we have to spend more time, focus and energy on passing in that scenario rather than on the work content that the employer actually wants us to be to be working on. Right, if you are spending all of your cognitive energy focusing on regulating because the environment is so dysregulating you have less cognitive energy available to do your actual work. I'm curious for any of our panelists for anybody in the audience this idea of a go between or an interpreter to like help facilitate perspective taking or just like challenges of perspective taking in general in the workplace. What have other people's experiences been about like why it's hard to do or how how how failures to perspective take have on you know unhelpful consequences. Yeah, the bandwidth tax that's exactly right, Connie. Yeah, so and and and I can start with the folks in zoomland you know feel free to unmute or type in the chat box if you know any any any any ways that that these topics of perspective taking in the workplace are resonating with you. Go ahead. Oh well I think I think part of the you know a huge part of the problem is is simply that there's a giant percentage of the adult population that has no idea that that that there's some that neurodiversity is so common and so you know and I'm and I say that including myself right. Mel said to me a long time ago what do you think happens to all those kids who are diagnosed with this when they were little they turn into adults and we just don't learn anything about that and it's not just physicians it's like everybody right so so there is so little knowledge and therefore interest in in getting an interpreter or being an interpreter you know the other thought the other thing I'm thinking though is there are certain I mean you can tell me what you think about this but there are certain kinds of jobs where you being regulated is necessity you can't just accommodate everything for every job. I love that you're bringing that up so two things I would say so one is the idea is that many times when people are dysregulated it would be helpful to like wonder why why are you dysregulated and so like to prevent dysregulation so when I when I think back to my medical training I can think hi when I can think back to like being a resident like breaking down like crying in the in the resident call room it was always in the context of my computer doing something terrible to me that was like really interfering with my ability to do my job I had no idea that I had visual processing and visual motor differences I had no idea I just knew that I felt terrible and I was flipping my lid about it like this happens all the time these like subtle ways in which the environment and the bandwidth tax depletes one's nervous system and so like the idea would be that uh yeah we we we should we should all know about our brains so that we can design a life that's meant for our brain you know like I I didn't know about assistive technology until I was 37 years old made a huge difference now my five-year-old has already had an assistive technology console like this is this is what happens when you can learn about your brain you have incredible power up you know offered to you and and and the most important thing is to not internalize a narrative of being broken and defective like yeah this is a thing this like zoom it's so hard to work it it's not my fault it's the way the program was designed so like that that that subtle shift makes a huge difference you know over over someone's lifespan because what I would say to Zef's point about or actually I'll also just just just just to add on directly to Rachel's point about you know autistic or you know otherwise neurodivergent kids become neurodivergent adults we have um you know here at all brains belong uh we have you know almost 200 uh neurodivergent adults who were not identified as children um you know the the people that come to our practice may or may not um you know the be neurodivergent or identify as neurodivergent but by and large the people come here because their needs were not met by the traditional health care system and we're offering something different um and in so doing what many not all but many people have in common um is that um you know growing up with a brain that thinks learns or communicates differently than that so-called typical brain whatever that means um is that there's just a lot of internalized ableism and um and just like impact on agency and self-esteem and self concept from being told explicitly or implicitly that there's something wrong with you and that there's something broken about you um when that that's that's not true it was a brain rule it was a package it was a myth that was that's that's been fed to so many people you know from from you know infancy toddlerhood onwards like the myth that there's a right type of brain like we tell toddlers that like you know this is this is how you play you can't just play the same thing over and over again that's pathological like you play as the pursuit of joy like who are we to you know like that makes no sense but yeah that's what kind of goes on that's the narrative go ahead hold on I want to give you a microphone here you go oh cool yeah you got your own microphone here you go I I think there's a I think we're up against something that's also that's bigger than just sort of informing people about like and getting people to buy into the idea of that that there are access needs and that it would be really great if there were sort of a universal design or a universal design approach because when I think about the cultural context in which people come into employment um first of all I mean this is the means of for me to make a living and support my family so already anybody who's like needs to be in the job market is stressed about their employment so they're coming in that fight so they already have their fight flight stuff going up up in arms when it comes to retaining employment so someone else gets an advantage that that you know is if all of a sudden that pool of potential employees becomes larger that's a scary thing for the people who are already the even the neuro the neurotypical people who are like wait this is my pool now somebody else is getting an advantage and then and also you've got not only that but you've got the the the companies that are in competition with each other and and they're in fight flight with each other so so we have a whole culture where employment is a fight flight thing that's sort of bringing out the worst of us as far as how how we each secure our own private little advantages our own little advantage nooks rather than how we open access and um and and um and share resources and so I don't I don't know how to deal with that but I think we're coming into something that has to be that that that is better recognized um and and addressed intentionally as a part of like how do we how do we make this better for everybody in a way that that like and and how do we make clear the stress the impact that the stress is having on everybody that it's like that the way that we're doing employment right now is bad for everybody so it would be good for us to begin to change. You can pass the microphone to Matt and I would say that I mean this is an opportunity to zoom out and say the way that we're doing a lot of things in society is not working for a lot of people um the way we're doing healthcare the way that we're doing education the way that we're doing employment like it's like and and and and this this this is the work that we're trying to take on here at all brains belong in terms of like like can we zoom out and reimagine what's possible because like this not working. Well so uh one of the things that I just noticed on that video um that I remember from real life um uh was there was someone on the lawn who was texting who was texting to the zoom chat and we read it out loud like it was such a beautiful capturing of like what's on here of creating spaces for people to show up however however they're most comfortable and just show up authentically so um I wonder um what's what's standing out for for folks tonight. This is gonna sound negative this is from Michelle when I was listening to I think it was Bruno talking I'm like wow that's a lot of pettiness that he's having to react to from the people at work I think it was Bruno the chat no no the guy in the video oh somebody in the video talking about yeah I mean there's so many there's so much right there's so much pettiness out there but it's also like I think um some of that comes from conflicting access needs so some of um some of what people encounter in workplaces um are because the people they're interacting with they don't have their access needs met either and so they're dysregulated they can't perspective take they can't zoom out and see the big picture um and consequences and when we have like imbalance of power dynamics um often those conflicting access needs result in one person powering over another and you know sometimes people lose their job over that. Mel this is Christina I'm sorry I don't if you have more to say Michelle go ahead. No I'm fine um that was just my first take I'm like wow there's just a lot of little petty activities here that if you add them up over time yeah it's probably enough for you to be fired over but oh my god right and so um and and you add them up over time and it takes a considerable toll on a person's nervous system and we wonder why so many are in burnout. That's interesting you say that because like I so related to the burnout thing you said Mel it's like I've always had this interesting concept and I think it's it's relatable I think to other autistic people um when I have like a like a a workload to complete I feel like you know there's so much that I need to do and every time I you know sit down I'm gonna like I'm I'm gonna do like my best effort and and like even maybe above you know and and there's this kind of um internalized concept that like I have set that like I have to do this much you know every time and like perform like equally but there's this undercurrent sort of understanding I think with people that are unlike not autistic that it's like that's enough like like if you had a scale from one to six like they put in six you know level six effort and that's good enough and then they like you know they finish with the day where I'm always like shooting for like the 10 that like the level 10 effort and I feel like when I fall below that that I'm not doing my best you know and so my scale of my performance has just measured so off of like what would be expected in like but I don't have this concept internally of like what is realistic or what are other people doing like you know I don't know that and like it seems to be sort of like there's this understanding that people have about how much effort they put in on any given time and then I am putting too much too much too much and then it goes to the burnout part and then I then I'm like not performing at the same level and then it looks like I'm really terrible as an employee because I'm not like at the level that I used to be and it it is kind of this thing that I feel like is a consistent pattern that I've had and I feel like other people would relate to that that I relate to that so many people really hear about this all the time you know I think that a lot of this also I mean there's like like at the everything relates to the brain right so so you know what why do we do that why do we push so far that we burn out well I don't think we know that we're doing that right so it's like this higher order executive functioning skill of self-monitoring of and and if you also have the kind of brain that doesn't feel time you have an access need for objective feedback on on performance on where your body is in space where you are in time where you are in relationship to other people and I think like the first panelist was saying about like when you have even in the spirit of like you know flexibility that that actually is really hard for people because you when you lose the objective metrics you're like well I don't I don't I don't know if I'm done I'm just gonna keep going um and nothing ever feels done nothing ever feels saturated it's just and then there's also like foot on the gas you start doing the thing you can't stop doing the thing um is from dopamine deficiency inertia it's it's all of it and as Bruno's adding in the chat also layer in perfectionism which is um I I think a trauma response um and so common Michelle um this goes back to when I used to be a consultant um you know in a well-run company they would have metrics and there'd be clarity around how much is enough um now nobody has that I mean it's very rare for that to happen but well run companies tend to do that so you don't have people killing themselves as much overdoing it as much um so really interesting part of it part of the issue I think is poor communication um from management on down um just poor communication to the employee around what exactly is the job supposed to be and all of the implicit things that are never said um as so as a former business process management organizational change management person I'm like yeah there's a lot of stuff that's not said and hopefully we can start to make that more explicit yes and I would also layer in that it's not just you know I think a lot of times people talk about well you know in neuro normative culture things are not said or I don't know that it's only neuro normative culture um sometimes it's a conflicting access need piece like I would say that like I don't know I'm maybe I'm not the best boss but like I suck at telling people clearly what I'm thinking because I don't know what done looks like like all the time because I don't know what done looks like until I've done the thing and so it is really I think so like lack of clarity isn't always because there's like the hidden curriculum of like there's only one way to be in the world it's also like it might actually relate to the employer or manager's brain and style yeah but they at least uh to encourage someone to ask questions sure right that's culture that's a culture where you you uh you say you say what you need you ask for clarity um you seek you seek what you need yeah reading the chat um Bruno says for me perfectionism started as a result of neglect um a reason to try and be good enough to receive the needs for love and attention as a very young boy this transformed as an adult to try to be good enough in comparison to others that were succeeding where I was not just want to take that in we're so not alone there are so many people for whom that is true and it's like the earlier in life that you receive the message that there's something fundamental about you that is not good enough that needs to be changed I mean that stays um and but it's never too late so like you you find your community and you start to recognize that it it was never you um and that that discovery that transformation of of one's own narrative and one's own relationship with themselves that makes all the difference in the world so with that thank you all so much for being here and being part of this conversation and we look forward to seeing you not next week but the week after um october 10th uh we'll pick back up to be discussing understand from a community panel reflecting on their experiences of coming to understand their own access needs


What is going on guys welcome back to the channel and I do a polly she ate you being here today I am back with another destiny 2 video and today guys I thought I'd quickly make this video informing you that it seems as though when the 9940s chests on his ship that big old golden barge upon necces the chests have respawn in meaning you can go ahead and Purchase these chests which cost 5k glimmer each and get them imperials from them now We all know imperials are a little hard to come by once you've done the triumphs you can do once you've done the bounties You can do they are really hard to get unless you've purchased the power and efficiency room within the chalice of opulence Well now I can confirm that today these chests have reset now I'm not sure if this was intended by bungee, but they are definitely there for you to pick up a game each one cost 5k glimmer now if you are running a little low on glimmer people you can always head to spider upon the tangled shore and Restock on that glimmer. It's as simple as that now interestingly now if you purchased Power and efficiency know to earlier on in the week and you know about the wealth of the emperor the buffs he sells for 1500 glimmer and 10 legendary shards these buffs Basically significantly increase the chance of earning imperials from strike scambit and the crucible You can buy three of these buffs they run out upon you earning that one set of 500 per per buff you buy These have reset also which means you can buy a further three now weirdly it says on these actual buffs that these are weekly purchases So in reality people are not sure this reset was supposed to happen So if I were you I will head to necessary way jump on that barge grab them chests as soon as possible before bungee fix This but it seems as though this isn't supposed to happen So you guys I just wanted to make that quick video inform and you because what it is I made a tweet earlier on today and it seems as though nobody knew about this So it's definitely new information to a lot of people so definitely guys head to neccess jump on that barge Grab them chests load upon them imperials and do what you gotta do on that note I am out if you enjoyed the video leaving a like really does have out and hopefully I will see you on that next one


What's going on guys welcome back to the channel critical overlord here We're gonna talk about screams seven in his videos This is gonna be very quick a very quick video because this is coming from Sean Clark who has strong connections with Neff Campbell I think they're the manager when it comes to Neff Campbell's Convention appearances, but they were on this or it was actually on their YouTube channel Where they were on a on a chat with Jamie Kennedy and some some other person I don't really remember their name But they were going over the announcement that had came a day prior to when this video was recorded and Acknowledged when scream seven could potentially be filming I made mention of the fact that I've heard that it could start in the summer Neff apparently told Sean Clark who again has strong connections to Neff Campbell Neff apparently communicated to Sean that filming probably won't start until the fall of 2024 of course later this year Two things one that kind of lines up with the fact that I have been saying I've heard the script is not ready That also does not mean that Neff When she posted that image doesn't mean that she she didn't have more pages But I would like to say that kind of explains why she only had one page That she posted when she made the announcement To it makes me curious about something related to the writing process. I Want to say Because I heard that guy music Would be going at this with some other writer while James Vanderbilt would be off because he has commitments to another project Which was all again confirmed early last week I want to say that my gut is telling me Kevin Williamson is pinning this screenplay with guy And he's not going to get credit or at least not gonna get the sole credit the way guy has for whatever reason That's just what what my gut feeling is I feel like Kevin Williamson has a very big hand in this screenplay more than we think And it could turn into something special could turn into something being a big bust. I will again remain skeptical until proven otherwise mainly because we're just Thrusting Sydney back into this ghostface chaos Because there's this notion that her story isn't over and yes as I put out in the tweet today You are correct. Her story is not over, but she's on a different path in this story her story to me and what has been presented is overcoming what has happened to her mother becoming better because of it and Accomplishing and gaining peace and then thriving in said peace That is the chapter of her life that she is in that is the chapter of her life I think she should stay in because she has earned that that is clearly the creative intent Behind what Kevin Williamson wants to do with Sydney as he's made it clear even in his idea for screen six She was gonna always get that happy ending. So then why can't she not just stick to that? She just needs to stick to that this this notion that her story isn't over yet It's not over but why should her story be limited to just ghostface chaos and nonsense with ghostface and potentially losing and jeopardizing all of that piece Taking risks that don't really need to be taken but also have to be taken in order to keep your movie Suspenseful and then if they bite the bullet or if they jump the shark and do something very very very bad Like killing Sydney Prescott, you're really gonna be complaining then and I'm gonna be right there with you I'm gonna say this is why she should have just been left alone All it takes is one clown and the whole circus is gonna come it just takes one just one I just love Sydney. I don't need anything happening to her I want her piece to just be Intact I don't want her in shambles forever. That's not what the intent was with this character but Going into another thing that seems to be a problem or it could be a problem Don't forget Iotsi is supposed to go on strike this summer Potentially they're not set to go on strike But they could if they do not get their way the way the writers and the actors went on strike last summer So then that could potentially jeopardize Scream shooting in the fall. I do want to also mention that Nev did say probably according to Sean Clark So it's not necessarily something she's saying is set in stone Ideally it would be better if they shot at the start of June and Then work their way all the way through mid-July to avoid the potential strike that Could happen at the end of July early August because then if they go on strike and the strike lasts all the way through fall Then you're not gonna have any scream seven shooting until sometime 2025 because it's gonna happen. It's just gonna then be delayed once again in scream seven probably will be one of the most Complex movies being made in this franchise to date But that is really all I wanted to talk about. I think that Kevin Williamson does have a big hand in this screenplay I do want to put that on record. I think he has a big hand in this screenplay He likely won't get any credit if the credits probably all gonna be towards guy Busek Since the story is mostly coming from him and what James Vanderbilt pinned in that original draft for screen seven But all the Kevin's input I could see him just being more involved in just simple inputs I think he's pinning the screenplay along with guy and guys just gonna be the one to get all the credit It happens. That's how Hollywood can go sometimes But you guys let me know what you think about this down in the comment section below What do you think about scream seven possibly shooting in the fall would you prefer it shooting in the fall? Would you prefer it shooting the summer obviously to potentially avoid the possible strike from Ayatsi? Who also wants their fair treatment the way the writers and the actors fought for their fair treatment last summer? Let me know what you think about all of this down in the comment section below if you have an array of course Make sure you go ahead and subscribe turn on post notifications so that you never miss a video in the description I will have links to all my social media accounts. I'm on Facebook Twitter and Instagram You can message me there of course to let me know if there any movies news or reviews You'll let me to cover in the future and with all that in mind guys I will see you in the next video and in the description I will leave a link to the interview if you guys want to watch it and with the timestamp


Good afternoon and welcome to the White House. It's my honor to be here today to award the 1988 President's Volunteer Action Awards. When we came to Washington seven years ago, one of our goals was to restore the promise of hope upon which our great nation was founded. To once again have communities where neighbor helps neighbor and the spirit of caring is put into action by ordinary citizens. In 1982, we presented the first volunteer action awards to recognize and honor those citizens who had dedicated themselves to these ideals. Since then, thousands and thousands of applications have been received, telling of Americans who give generously of themselves to aid their fellow man. Each is worthy of recognition, but you, the winners of the volunteer action awards are unique. Through your lives and the principles that you uphold, you set an example not just for your communities, but the nation and the world. You've made the words, I can't, obsolete and have brought hope that doesn't disappoint to those in need. To many of you, service to your fellow man is not just part of your life, but has become your life's work. As the wife of an army colonel stationed in Korea, Harriet Hodges was just trying to help one family in 1972 when she arranged for their child to be flown to the United States for life-saving heart surgery. But when other mothers with their little ones gathered at a door for help, she responded. And one by one, Harriet Hodges has arranged without cost to their families for 2,000 Korean children to have the surgery they need in the United States. In Dallas, Texas, Margaret Gallimore seeks out those in need. The worst need, those dying with nowhere to go. Last spring, Margaret opened her home to victims of AIDS. With only the help of her children, Pamela, Philip, Willie, and a friend, Margaret, a registered nurse, bathes and cooks and takes care of 20 people. At 91, most of us would be content to retire, but our notable Williams, or Mama Williams, as she is known in Jacksonville, Florida, just keeps going. Following a routine she established almost 70 years ago, she's up every day volunteering. During her life, she's raised the funds and gathered the support to build a nursery for the children of low-income mothers, acted as a community leader to bring harmony during the racial turmoil of the 1960s, and served on the board of countless non-profit organizations. In fact, Mama Williams has done so much during her lifetime to help others. It would be impossible to mention every project now, but I think it's sufficient to say that if you think about it, you know that she isn't called Mama without reason. And I like another thing about her, too. She did a little personal job on me. She's made me, she talked me into feeling young again. And it makes me proud as I look around the room to see the familiar faces of my friends from the entertainment industry, like Martha Lyles, who works with Cher, another of today's award recipients. President Eisenhower said there's nothing wrong with America that the faith, love of freedom, intelligence, and energy of her citizens cannot cure. It's this optimism put into action through our private sector initiatives that differentiates America from much of the world. The 18 Americans that we honor today demonstrate that spirit. I think that each of you would be interested to know that the banner of hope that you wave is being recognized around the world. Recently, His Royal Highness, the Prince of Wales, and Prime Minister Thatcher addressed a conference of American and British business leaders gathered to discuss what they could do to increase private sector initiatives internationally. Today's the last time that I will bestow these prestigious awards. So before I close, I'd like to recognize two gentlemen who have dedicated themselves to promoting volunteerism in our country, Governor George Romney and W. Clement Stone. W. Clement Stone, born into poverty in Chicago at the turn of the century, rose from his humble beginnings to become one of our country's greatest businessmen and philanthropists. In addition to giving away hundreds of millions of dollars to needy causes, Clement has demonstrated through his personal service and leadership the formula for success in America. He's done a magnificent job as chairman of the Action Advisory Board. Governor Romney, the founder of American Motors Company and former Governor of Michigan, has spent a lifetime in service to his fellow men, stopping not even at retirement. In 1973, he helped form what we now know as Volunteer, the National Center. Through his efforts, volunteer centers across the country have helped assist those who wish to volunteer their time. Governor Clem, thank you. And now, if Donna Alvarado, our Director of Action and Governor Romney will step forward, we'll present the Volunteer Action Awards. Mr. President, Mrs. Reagan, in response to the call you issued to the American people from the beginning of your administration to reach out and assist their neighbors. And according to the inspiring example of volunteer service to the nation, that has been set by that extraordinary lady who is ever at your side. I am pleased to introduce to you the 18 outstanding volunteers you have selected to receive the 1988 President's Volunteer Action Awards. First, the Red River Revel Arts Festival involves over 3,000 volunteers in the eight-day festival, which provides a variety of arts experiences for more than 300,000 people who attend annually. Accepting for Red River Revel is James Montgomery, President. Zachary Fisher has been the leading force in the development of the Intrepid Sea Air Space Museum located on the USS Intrepid and of the Veterans Bedside Network. He formed the Elizabeth and Zachary Fisher Armed Forces Charitable Foundation to provide scholarship assistance to members of the armed services and their families. Zachary Fisher. Verlin and Martha Roscom founded Educational Assistance Unlimited, a unique barter program which matches goods contributed by corporations with colleges which need the items with the cash value of the contributions given as scholarships by the colleges in the name of the companies. Accepting for Verlin and Martha Roscom is their son, Peter Roscom. Thomas W. Evans founded the mentor program which matches high school students with law firms to teach them the workings of the law and has led in the development of the National Symposium on Partnerships in Education. Thomas W. Evans. Kay Kiker was instrumental in the formation of Alabamians for a clean environment and has been the leader in educating local residents about the impact of the nation's largest toxic waste landfill located in their county, Kay Kiker. Mission Air Ministries founded in 1981 provides no cost air transportation to hospitals and medical centers for over 200 patients each year. Mission Air pilots and medical personnel are among the more than 400 volunteers involved in this program. Accepting for Mission Air is Donald Simpson, founder. Margaret Gallimore who has worked in nursing for 24 years has housed over 20 people with AIDS in the house adjacent to her own home providing meals, care, and support and serving as their adopted family. The home is the only facility for non-ambulatory people with AIDS in the Dallas area. Margaret Gallimore. Mrs. Arnolta Mama Williams has been a volunteer leader in her community of Jacksonville, Florida since 1920. She was a founder and president of Gateway Nursery and Kindergarten for underprivileged children and is the chairperson of the Jacksonville Foster Grandparent Program. At age 91, Mama Williams shows the dynamic role of seniors in community service, Mama Williams. Share Incorporated, an organization of 100 women from the entertainment industry annually raises over $1 million through special events to provide grants to 28 organizations that serve mentally disabled and abused children. Accepting the award is Miriam Nelson Myers, one of Shares founders. Robert Mosbacher Jr. was instrumental in the development of the InfoNet Task Force which provides referral and information services to the unemployed in the Houston, Texas area and the after-school partnership which assists latch-key children at 14 sites. Rob Mosbacher. Harriet Hodges, who resides with her husband in Seoul, Korea, has developed a network of 15 hospitals across the United States that has provided life-saving heart surgery for over 2,000 needy Korean youngsters in the past 15 years. Mrs. Hodges is known as the Korean Heart Lady, Harriet Hodges. Dr. Luis Gomez has been providing no-cost medical care to more than 50 people with leprosy in Juarez, Mexico, since 1980 and founded the Father Damien Fund to help purchase medicine and equipment for the work. Dr. Luis Gomez. The 1987 International Summer Special Olympics Committee involved over 23,000 volunteers in the games held in South Bend, Indiana during which 5,000 mentally disabled athletes from all 50 states and 50 foreign countries participated in 14 Olympic-style sports. Accepting the award is the Special Olympics Committee President and Chairman, Irvin Durda. R. Roper founded the Stephanie Roper Committee and Foundation in memory of her daughter in order to develop and guarantee victims' rights in the court system and to provide assistance to crime victims and their families. Roberta Roper. Operation Comeback is sponsored by Valencia Community College to involve college students as counselors for court-referred young people who participate in community service projects as a way of providing positive experiences and building self-esteem. Accepting is Dr. William Prentice, founder of Operation Comeback. First Bank System, Community First Program of Minneapolis involves over 2,000 employee volunteers in 23 community service programs which have provided nearly 600,000 hours of volunteer service in 1987. Accepting for the Community First Program is D. H. Ann Kenney, Chairman and CEO of First Bank System. Time Incorporated, Time to Read Program involves over 500 employee volunteers who tutored more than 600 functionally illiterate adults and young people in reading at 20 sites in 1987 using specially designed curriculum and popular reading material published by Time Incorporated. Accepting for Time to Read is Donald M. Wilson, Corporate Vice President. And finally, the Barberton Free Clinic was developed by the Council of Labor to provide free medical assistance to unemployed residents of the Ohio community which has a 33% unemployment rate. Accepting the award is Charles Lemon, President of the Barberton Council of Labor. And now, Mr. President, we have a special addition to the program which may come as a bit of a surprise to you. For the past six years, Presidential Volunteer Action Awards have been conferred its ceremonies here in the East Room of the White House. This program was created by you to recognize and reward the best in America, our volunteer spirit. And as a result of the executive order which you signed, this will become a permanent presidential program. For years to come, outstanding volunteers from across this country will receive the personal thanks from future presidents of the United States. Well, Mr. President, the volunteer community of this country would like to do some thanking of its own. To represent the millions of volunteers across this country, we have asked Mr. Bobby Trimble to join us today. Bobby was recognized at the very first President's Volunteer Action Awards luncheon for a program he created called Christmas in April. It did not have much national recognition back then in 1982, but through your assistance, it has spread all across America. Through Christmas in April programs across the nation, thousands of volunteers work each year to rebuild homes and indeed, lives of those who are in need. Now may I ask Bobby Trimble to please come forward. As you can tell, I'm a little bit nervous. What an honor. Feels good. I'm president of the Christmas in April program in Midland, Texas, which has been going on for 16 years. And from this humble beginning 16 years ago, it's spread out to a number of other cities in the United States. We did not grow very much until after the 1982 awards, which I was very fortunate to receive this from Mrs. Reagan. She was volunteering also that day for her husband because he was out of town. And so I appreciated that very much. Let me give you just a little bit. So many people say, well, what is Christmas in April? So I always like to explain just a little bit in a short, short way. We take volunteers from all walks of life buy the materials for them and let them overhaul an old, beat up house. And it's amazing what volunteers have had no experience of being a carpenter or a roofer or a plumber or a painter to see what they can do to an old house. But then you get the question, I have no skills. So the first thing you do, put them on the trash detail. The next year, I guarantee you that person will have a skill when they come back to work. So if I try that in your community when somebody tells you they have no skills. So, but Mr. President, so many successful volunteer programs in this country, Christmas in April began as an idea of what one town could do for its neighbors in need. Today it has spread across the country. New programs are beginning each year. I believe Christmas in April has served, has spread because of the recognition Ms. Reagan gave me six years ago when I received their volunteer action award. As a result, a lot more people heard about our program and wanted to find out how to get it started in their community. But Mr. President, what you have done goes far beyond simply presenting wars to volunteer programs. Your leadership has helped to renew an old American tradition of neighbor helping neighbor. You have inspired the nation to reach for the best in itself and to devote its energies to making our communities, our nation and the world a better place. Under your presidency, volunteerism and charitable given in our country have reached an all time high and it hasn't stopped here. In the past few years, we have seen a tremendous interest by other countries who have observed what has happened in America then duplicated it beyond our shores. Over the past five, six, seven years, I have had requests of how to get a Christmas neighbor program started from all over the United States, Canada and a far away as Israel. So you can see what good publicity does. For Mr. President, today I have a special honor on behalf of millions of volunteers in America. I want to say thank you for what you have done to recognize your leadership and to inspire future generations of Americans to meet the standard you have established. We, the volunteers of America, have created a new award. This award will be presented each year by all future presidents of the United States to the individual that symbolizes the very best of volunteerism in our country. And Mr. President, this new medal will be called the Ronald Reagan Award for Volunteer Excellence. I'd like to present you with the first strike of the Ronald Reagan Award for Volunteer Excellence. In future years, the recipient of this award will be selected personally by the President of the United States. But this year, to keep this a surprise, you were not able to make the personal decision. However, the leaders of Volunteer, the National Center, the Action Advisory Commission, and your private sector initiative board of advisors have picked the person they feel represents the type of volunteer spirit you have encouraged. Mr. President, I would ask you to announce the first recipient of the Ronald Reagan Award for Volunteer Excellence. I couldn't be more proud. The winner of the Ronald Reagan Award for Volunteer Excellence goes to Mama Williams. Yes, I was surprised. I am very much surprised. But also, I'm a great, great grandmother, I'm surprised too. And very proud.  I'd like to just stay here and talk to you only afternoon, but Nancy tells me that I've got to help her with the dishes. Did you hear what she said? No, what? Just make another joke like that. Mama Williams, that may not be as much of a joke as you think because one of the better jobs I had in my entire life, working my way through Eureka College, was washing dishes in the girl's dormitory. Yes. Well, again, God bless you all. Thank you all. What you've done and this is, and as you've heard here today and those that have spoken already, now all of this is going around the world too because there have been meetings abroad and as a matter of fact at the Economic Summit a year ago in Venice, Italy. Between meetings, I was invited to a house and found myself looking at some Americans. Who were there and who were helping Italy with their implementation of a private enterprise program of their own so that they could do things as you do without waiting to see if government's going to do them first. And this is spreading all over the world and it all started right here under that grand old flag. So, God bless all of them.


Back here in Lagos where we hear that the state government has taken its land administration online or this is to enable transactions to be done virtually instead of the usual practice of going to the land bureau in Laos, Ikeja. Speaking during the lunch, Governor Babajideh Song-Olu said the idea was to truly make land administration similar and 24th century compliant. The governor said the land portal would also help other ministries, departments and agencies to have access to information at the click of a button. It also sits into what we continue to project in our teams agenda, teams plus agenda. You know the aim there, which is that we said we want to make Lagos a truly 21st century. It is therefore critical to highlight that innovative automated process has transited land transactions in the metropolis and manual paper form into a digital format, integrating them into our registry workflow. And as a result, transactions turn around time will be significantly reduced. It will lead to savings of resources, it will reduce costs, and it will eliminate information silos, meaning that it's not a case of where is the fire, people are hiding files or people are missing files. Everything will be digitally available.