Over 80% of autistic adults with college degrees are unemployed. That's not a pipeline problem — it's a workplace design problem.

In this fireside chat recorded at an inclusion conference, I'm joined by Arianna DeAngelis, Training Manager at The Autism Project, for a candid conversation about what neuro-inclusive workplaces actually look like — and why the companies getting it right have a real competitive edge.

We talk about the damage done by the "high functioning" label, the difference between masking and code-switching, why your interview process is screening out great candidates, and the simple structural changes that make workplaces better for everyone — not just neurodivergent employees.

Subscribe to NeuroConversant Leadership on Spotify, Apple Podcasts, or wherever you listen. New episodes drop every Thursday.

If you are having trouble finding qualified candidates, or losing great talent and aren't sure why, visit www.NeuroConversantLeadership.com to get resources or to contact me.

What if the key to financial success isn't picking the right stocks — it's understanding how your clients think? Julina Ogilvie joins Jeremy Doran to share her journey from finance to wealth management and why communication, personality, and emotional intelligence matter more than most advisors realize.

In this episode:

• Why fear and greed drive every market decision — and how to work with that, not against it
• How to tailor your communication style to different client personalities
• The role of neurodiversity in financial planning and client relationships
• What behavioral finance reveals about how we really make money decisions
• How to help clients "stay the course" when volatility triggers panic

Connect with Julina Ogilvie:🌐 Website: https://www.PrincipleWealthPartners.com🎙️ Women on Wealth Podcast: https://julinaogilvie.net/podcast

Resources mentioned:

• JP Morgan's Autism at Work Program: https://www.jpmorgan.com/insights/people-and-culture/autism-at-work
• Behavioral Finance Nobel Laureates: https://www.nobelprize.org/prizes/economics/2013/summary/

Chapters:00:00 Introduction to Neurodivergent Leadership01:34 Julina's Journey in Finance03:38 Transitioning from Advisors to Individual Clients05:38 The Dance of Communication07:43 Understanding Client Personalities09:30 The Importance of Direct Communication11:18 Behavioral Finance and Emotional Decision-Making17:29 Exploring Money Stories20:29 Diversity in Finance24:45 Translating Complex Financial Concepts26:31 The Role of Behavioral Finance29:16 Conclusion and Communication Advice

Most people have strong opinions about DEI. Jeremy has a different take: drop the E for equity and replace it with a dollar sign.

In this solo episode, Jeremy reframes the DEI conversation around what actually drives business results — cognitive diversity and genuine inclusion. He makes the case that neurodivergent professionals represent an underutilized talent pool of 67 million Americans, and that the companies already winning (JPMorgan, Deloitte) aren't doing it out of social obligation. They're doing it because it works.

Topics include:

• Why equity is nearly impossible to define — and what to focus on instead
• The business case for cognitive diversity (30–140% productivity gains)
• How subtle exclusion costs you your best thinkers
• Practical hiring strategies to reduce bias and widen the talent pool
• What it means to be neuroconversant

What if the way your brain works isn't a problem to fix — but a strength to unlock? In this episode, Jeremy is joined by Lisa Richer, founder of Journey to Bloom and a neurodivergent success partner, who helps professionals move from stuck to success through her three-stage journey map: Clarity, Confidence, and Courage.

Lisa brings a deeply personal perspective — diagnosed with multiple neurodifferences later in life, she spent years in the corporate world masking, shutting down, and being told to "just do it my way." Now she helps individuals and organizations understand themselves first, so they can show up fully for others.

Key Topics:

• What "neurodivergent" actually means — and why the definition matters
• How common neurodivergence really is in the workplace (more than you think)
• The left-handedness analogy: reframing neurodivergence from condition to characteristic
• Lisa's 3 Cs: Clarity (internal), Confidence (relational), and Courage (systemic)
• Why the "messy middle" is where real leadership happens
• How companies like SAP and JP Morgan are proactively leveraging neurodiverse strengths
• Understanding your learning preference — and why it helps everyone in the room
• How to reframe "does anyone have questions?" so people actually respond
• Scaling inclusion from individuals to departments to systemic change

Timestamps:

• 00:00 - Introduction to neurodiversity and leadership in technical workplaces
• 02:36 - Differentiating neurodiversity from cognitive diversity
• 04:02 - How common is neurodivergence in the workplace?
• 05:10 - The workday challenges faced by undiagnosed neurodivergent individuals
• 06:36 - Recognizing neurodifferences and the extra work of fitting in
• 07:44 - How inclusive programs like those at JP Morgan succeed by leveraging neurodiverse strengths
• 09:39 - Helping people advocate for themselves in communication and workplace settings
• 11:36 - Understanding yourself to improve communication and collaboration
• 12:09 - Building confidence with the 3 Cs: Clarity, Confidence, Courage
• 14:13 - Moving from manager to true leader through vulnerability and embracing the unknown
• 17:31 - Why courage means facing fear, not the absence of it
• 19:34 - Strategies that help neurodivergent professionals help everyone in the room
• 22:00 - The courage it takes to ask questions — and how to create space for them
• 27:39 - Working with individuals vs. organizations: where change really starts
• 30:27 - Reframing "ask me a question" to "share your insight"
• 32:58 - Lisa's one piece of advice for everyone

Lisa's closing advice: If you're thinking it, someone else is too — just ask.

Connect with Lisa Richer:

• Website: Journey2Bloom.com
• Email: Lisa@Journey2Bloom.com
• LinkedIn & Facebook: /LisaRicher
• Instagram: @Journey2Bloom

Connect with Jeremy:

• Website: www.NeuroConversantLeadership.com
• LinkedIn: /jeremydoranspeaks

Show Notes:

What if the first 90 days in a new leadership role matter more than the next 90 months? That's the core belief driving today's guests — and the stories they share will stick with you.

Neil Marshall, Chairman of Health Search Partners, and Kurt Mosley, Association Practice Leader at Health Search Partners, have spent a combined 65+ years placing and coaching healthcare executives. Together they developed a First 90 Days program to help leaders not just land the role — but thrive in it.

In this episode, Neil and Kurt share the frameworks, stories, and mindset shifts that separate leaders who build lasting trust from those who struggle to gain traction.

What we cover:

• The hospital CEO who literally moved into the hospital for his first 90 days — and what it taught him about symbolic leadership
• The 25-50-25 rule for earning authority when you're new
• Why your first visible act may be remembered longer than anything else you do
• How to be quick without being hurried in decision-making
• The parking lot move that turned "our people matter" from a slogan into a reality
• What the book What Got You Here Won't Get You There means for new managers transitioning out of individual contributor roles
• Why most people just want to be heard — and the financial case for making that happen

Whether you're stepping into a C-suite role or your first management position, this conversation offers a repeatable approach to building credibility from day one.

Resources & Links:

• 🔗 Health Search Partners: https://www.healthsearchpartners.com
• 📖 What Got You Here Won't Get You There by Marshall Goldsmith: https://www.amazon.com/What-Got-You-Here-Wont/dp/1401301304
• 🔗 Neil Marshall on LinkedIn: https://www.linkedin.com/in/neilmarshall
• 🔗 Kurt Mosley on LinkedIn: https://www.linkedin.com/in/kurtmosley

Chapters:

00:00 – Meet Neil Marshall and Kurt Mosley02:34 – The origin of the First 90 Days program03:59 – The CEO who moved into the hospital05:03 – What symbolic acts actually are08:11 – The 25-50-25 rule for earning authority09:56 – Building trust through behavior, not titles12:41 – The parking lot symbolic act14:31 – A structured approach to your first 90 days16:08 – Be quick, but don't hurry19:57 – Listening to people who think differently than you21:45 – Advice for new managers from technical roles25:40 – How to earn authority, not just hold a title27:25 – One communication tip from each guest

Most people are terrified of public speaking — but the core skills are ones you already use every day. In this solo episode, drawn directly from his upcoming book, Jeremy breaks down why effective communication follows the same principles whether your audience is one person or a thousand.

What you'll learn:

• Why the mirror/window framework from Good to Great applies directly to communication
• The two things every effective communicator needs to know: their audience's goals and how they process information
• How to engage a group that won't interact — without it feeling like pulling teeth
• When to appeal to logic vs. emotion, and how to handle a mixed audience
• Why delivering information in multiple formats benefits everyone — neurodivergent and neurotypical alike
• How to gather audience intelligence before you ever step on stage

The core principle: Whether the audience is one person or a thousand, it's not about you — it's about what they're going to get from what you say.

Call to Action

Jeremy's book on neurodiversity and workplace communication is coming spring 2026. Sign up for the Launch VIP list for sneak previews and early discounts — link in the show notes.

Interested in public speaking coaching or interpersonal communication training? Reach out to Jeremy directly and he'll get you connected with the right resources.

ADHD is the most commonly cited form of neurodivergence — but it's widely misunderstood. In this episode, Jeremy Doran explains what ADHD actually is: not a deficit of attention, but a challenge in regulating it. He covers the science behind dopamine dysregulation, why diagnosis rates vary so widely (especially between men and women), and the remarkable strengths ADHD brings to the workplace — including hyper-focus, creativity, and the kind of unconventional thinking that drives innovation.

Jeremy also shares concrete, practical strategies — both for people with ADHD navigating their careers and for the leaders and colleagues who work alongside them.

If you lead technical teams, work in a STEM environment, or just want to understand how different brains operate — this one's worth your time.

In this episode:

• Why ADHD is a dysregulation problem, not an attention deficit
• The surprising statistics on diagnosis — including why women are dramatically underdiagnosed
• The three powerful strengths ADHD brings to teams: hyper-focus, creativity, and unconventional thinking
• Practical strategies for individuals with ADHD to structure their work
• What managers and colleagues can do to unlock the full potential of neurodivergent team members

Chapters:00:00 Introduction to ADHD in the Workplace00:51 Common Misconceptions About ADHD01:27 Understanding ADHD: Myths and Realities02:44 How Common Is ADHD?04:08 How to Capitalize on Strengths and Manage the Challenges04:57 Strengths and Challenges of ADHD06:58 Working Alongside Someone with ADHD07:06 Strategies for Managing ADHD in Professional Settings08:01 The Bottom Line

Keywords: ADHD, neurodivergence, neurodiversity, workplace, leadership, STEM, hyper-focus, creativity, executive function, time management

📘 My book on neurodivergence and leadership is coming Spring 2026. Sign up for the VIP Launch List for sneak previews and launch discounts:

Being neurodivergent isn't the problem. The world being built for neurotypical people is — but that doesn't mean you're off the hook for figuring out how to navigate it.

In this episode, Jeremy Doran uses three everyday examples — left-handedness, introversion, and non-native speakers — to build a case for why fitting in costs some people dramatically more than others. Then he introduces Dr. Matt Zakreski's seven-foot-tall analogy to reframe what neurodivergence actually is: not a deficit, but a trait paying a tax that most people never notice.

If you lead technical teams, this episode will change how you think about who's quietly exhausted on your team — and why.

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