diverse Library and Information Staff Network (NLISN). Founded by Andrew Walsh, independent trainer and ALN Development Manager, and Joanne Fitz- patrick, Open Book Futures Accessibility and Engagement Manager at Lancaster University,, this network is dedicated to creating a safe and welcoming space where neurodivergent library staff can connect, share experiences, access resources, and advocate for positive change. NLISN’s core mission aims to:
l Support neurodivergent talent in the libraries, information and knowledge sector across the UK.
l Incubate a supportive network that offers mailing lists, networking oppor- tunities, and peer support.
l Provide opportunities for information sharing through meet-ups and events.
l Support neurodivergent professionals to get hired, retain employment, and progress in their careers.
l Assist library leadership to access and support neurodivergent talent.
l Signpost resources and training to help library leadership and potential allies understand and support neurodi- vergent colleagues and workers.
l Deliver research outputs, such as con- ference papers or partnered research projects.
September 2024
The creation of NLISN was driven by a shared understanding that neurodi- vergent individuals often face unique challenges in the workplace. Many have experienced feelings of isolation or lack of support due to their neurodivergent traits. Often, there’s a lack of understand- ing and awareness about neurodiversity, leading to misinterpretations of behaviour and communication styles. The unique strengths and perspectives that neuro- divergent individuals bring to the table are often overlooked or misunderstood in traditional work environments. Their ability to think outside the box, hyperfocus on tasks that capture their interest, and attention to detail can be invaluable assets. The creation of NLISN was driven by a desire to recognise and celebrate these strengths, while also educating employers and colleagues about the value of neuro- diversity. It aims to create a space where neurodivergent individuals feel empow- ered to embrace their unique strengths without fear of judgement or stigma and to advocate for their needs, and to foster a sense of community and belonging.
My personal journey with neurodiversity
As someone who has personal experience of the complexities of being neurodi- vergent in the workplace, I understand the profound impact that a supportive community can have. For many years, I
unconsciously masked my ADHD traits, attempting to conform to neurotypical expectations. This led to burnout, anxiety, and a persistent sense of not fitting in. It wasn’t until I received my diagnosis and connected with other neurodivergent individuals that I began to embrace my neurodiversity as simply another element of myself, rather than a weakness. Through these connections, I discovered that I wasn’t alone in my experiences. Many of my neurodivergent colleagues had faced similar challenges and had developed coping mechanisms and strate- gies for thriving in the workplace. Sharing our stories and experiences created a sense of solidarity and empowerment. For much of my life, I joked about having ADHD, hyper-aware of my own shortcomings when it came to attention span, distractibility, and a tendency to flit from one obsession to the next. Yet, I never seriously considered that I might have ADHD. I, like many others, held onto stereotypes of ADHD as something that afflicted “naughty little boys,” who were disruptive and struggled in school. That wasn’t me. I was a high achiever, excelling in academics without much effort. However, beneath the surface, I strug- gled. I battled with impulse control, self-medicated with sugar and caffeine, and found traditional work environments challenging. I constantly sought novelty and variety in my work, taking on more
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