Graphic 2: Strategies can be employed in each area of the HR Life Cycle to create a strong diversity climate in the workplace. The aforementioned companies employed many of the following tactics. In the area of Selection, questions were given to candidates beforehand so that there were no surprises in the interview process. In the area of Training & Development, the office was educated on effective communication methods and how to embrace Neurodiversity when working with others (both online and in-person). This strategy also presents an opportunity for individuals to learn about themselves and examine their knowledge on Neurodiversity. Lastly, in the area of Job Design, remote work was more emphasized along with things like quiet spaces for in-person meetings and noise-canceling headphones for calls. There are many ways to support Neurodiversity and our Neurodivergent colleagues, but the most important thing to do is talk about it honestly so that we can improve the workplace. 2. INTROSPECTIVE REFLECTION My background and experiences I have been living with Anxiety and Depression since I was about nine years old. That was also the time when I first went to counseling. I didn't get diagnosed with ADHD until I was 28. I have tried a few different medications along with therapy and I have finally found a balance that works well for me to function effectively in the workplace. Before that point I would struggle immensely with deadlines, avoid writing emails in fear of saying the " wrong " thing, and generally have difficulty focusing on relatively simple tasks. This was not a result of " laziness " or carelessness; it was the symptoms of my brain not being able to regulate the executive functions that greatly affect work. I had a hard time asking for help and it only got worse the less I communicated. 24