The Power of Neurodiversity With Dylan Telford and Jarlath Phelan From Summit Advisory Team

Neurodiverse people have amazing talents that help them shine in logistics roles, but they also face unique challenges that can make it difficult to thrive in the workplace.

In this Unboxing Logistics episode, Dylan Telford and Jarlath Phelan from Summit Advisory Team share their personal experiences with neurodivergence. They and Lori discuss what neurodivergent people bring to the table, how they can be themselves, and what coworkers and leaders can do to foster inclusivity.

Neurodivergence in the logistics industry

Lori starts the episode with a surprising statistic. According to a recent study, 58% of people in the logistics and supply chain industry identify as neurodivergent—more than double what you’d see in other industries!

Jarlath’s reaction to the stat? “It makes a lot of sense. There's a lot of pattern recognition [in logistics]. There's a lot of creative thinking required … it makes total sense that that's what neurodivergent people are drawn to.”

The importance of being open

According to Dylan, the best way for neurodivergent people to work well with neurotypical coworkers—and avoid misunderstandings or conflicts—is to communicate openly.

He says, “When I got my diagnosis, I learned that the more open I was, the easier it was … to be part of a community of people that's all trying to make work … as easy as it can be for everybody.”

For example, after hearing feedback about talking too much, Dylan began asking coworkers to interrupt him if he was getting off track, telling them, “You need to stop me when you have enough [information].”

Leadership tips for creating an inclusive workplace

Jarlath and Dylan both weigh in on what logistics leaders can do to help neurodivergent employees have great experiences at work.

Jarlath’s request is simple: “Just treat me as an individual.”

Dylan adds that while leaders should definitely make an effort to be inclusive of neurodivergent individuals, they also need to recognize that inclusive workplaces benefit everyone.

“You're not creating quiet places to work in the office for people who are neurodivergent. You're creating quiet places in the office for people who may need time that is quieter … for what they do. And that could be anybody.”

Links

• Connect with Dylan on LinkedIn: https://www.linkedin.com/in/dylan-telford-b7404769/
• Connect with Jarlath on LinkedIn: https://www.linkedin.com/in/jarlathphelan/
• Visit Summit Advisory Team’s website: https://summitadvisoryteam.com/