Kim K.

is neurodiversity-affirming ABA possible? tune into episode 128 with @the.dr.tay Unfurling Littles LLC | ACT and neurodiversity affirming approaches in ABA >> Dr. Tay and Maggie from Unfurling Littles dive into how Acceptance and Commitment Therapy (ACT) can be integrated into Applied Behavior Analysis (ABA) to create a more compassionate, child-led approach. Maggie shares her personal journey as an autistic individual and how it shaped her practice. They also tackle common concerns about traditional ABA, offering insights into mindful play, regulation, and validating emotions for both children and families. THANK YOU 🌟 @unfurling_littles for sharing your expertise and personal story, helping us all better understand how to foster growth through neurodiversity affirming practices >> COMMENT “128” to learn more about balancing family and child values in therapy while creating joyful, engaging interactions p.s. this episode is airing as I travel 🤪 so apologies for the background noise on this promo! wanted to get it out today #autismawareness #autismacceptance #autismjourney #neurodiversityaffirming #ACTtherapy #ABAtherapy #childledtherapy #mindfulparenting . . . DISCLAIMER: Information shared by Dr. Taylor Day "Dr. Tay" on social media is not intended to replace or be constituted as clinical or medical care. It’s intended for educational purposes only. Dr. Tay always aims to provide neurodivergent affirming care, which includes ongoing learning and pivoting. It’s important to be aware that although tips shared on social media can be useful, she is unable to provide specific applications to your child or relevant nuance to your family's situation. If you need support, please establish care with a licensed provider so that they can provide tailored recommendations for you or your child.

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One of the reasons that there is a lack of psychological safety is not necessarily based on DEI initiatives but on the fact that there are #Psychosocialhazards that have not been identified, assessed, and mitigated. You don't have fewer fires just because you have a fire department. You have few fires when you separate heat, fuel, oxygen, and the chemical reaction that causes them. Psychological safety will not exist or be consistent when there are issues in the work environment, how work is designed, and social interactions perceived or experienced as threatening to the extent that they cause people to behave differently than they would otherwise. Want to know more? My new book is available for pre-sale. https://lnkd.in/eBDZFnb9. I'm happy to help. #psychosocialhazardsarereal #workplacementalhealth ID2 Solutions

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Digital Accessibility shouldn't be an after thought. It should be your default setting. #Disability #DisabilityConfident #DigitalInclusion Alt Description: Grey background with black text: Digital Accessibility shouldn't be an after thought, it should be your default setting.

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“There is legitimate risk in hiring employees with disabilities” It is true that there is legitimate risk. But the risk doesn’t lie with hiring a protected class of people. It lies with judgment, discrimination, and assumption. It lies with a lack of training around disabilities and accommodations. A lack of unbiased and accessible processes. A lack of understanding around disability, the ADA, and other relevant laws. Identifying the risk as inherent with the employee sets yourself up to discriminate when you solve for the risk by not hiring a protected class. Or by firing them when they disclose and request an accommodation. Instead of seeing and supporting the human as a valuable potential employee, you view and treat them as a risk to mitigate. Disabled employees are not a risk to mitigate. How you interact with them is. (For the most effective way to mitigate the real risks, especially as it relates to responding to disability disclosure and accommodations, use Disclo. They made it easy to both protect your company and support the employee.)

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When we expect people on stress related leave from workplace psychological harm, or those on the brink of a break-down from ongoing abuse, to go back to work in an environment that remains toxic, we are setting them and the organization up for failure. #PsychologicalHealthAndSafety #PsychologicalSafety #WPB #CultureMatters #DEIB #Incusion #Belonging

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#ActuallyAutistic #AskingAutistics - there’s a myth Autistic People “don’t have an imagination” - what do you think about this myth? More in my latest Substack post (https://lnkd.in/giW4fZ-y).

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"Im not Disabled, why should I care?" You might mistakenly think Disability is some faraway experience, or that because you are not Disabled it doesn't matter if you're an ally or not. Well, prepare to be shocked. Allyship isn't just about supporting Disabled people in the now. It's also about future planning. Future planning for when you or someone you know inevitably experiences Disability, either permanently or temporarily. Don't let future you regret current yous’ choice of not advocating for Disabled people in the now. It's not if you experience Disability, it is when. Image Description: Text reads, “Allyship isn't just about supporting Disabled people in the now”. Below are five stick people representing both visible and non-visible disabilities. Text continues, “It's also about future planning”. Below are six stick people holding a banner with text which reads, It's not if you experience Disability, it is when. Text concludes, “Future planning for when you or someone you know inevitably experiences Disability”. #WednesdayWisdom #DisabilityInclusion #DiversityAndInclusion #Ableism

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