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34 results for “ggainey”
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@[email protected] for a change of pace, try Lois McMaster Bujold's "Curse of Chalion" and "Paladin of Souls". For a little lighter fare, Travis Baldree's "Legends and Lattes". You can thank me later :)
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Original study:
R. F. Williamson et al., New insights into early paleoindian (#Gainey) associations with #proboscideans and #canids in the niagara peninsula, southern ontario, #canada, Journal of Archaeological Science: Reports 47, 2023, https://doi.org/10.1016/j.jasrep.2022.103785. 🔓
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Original study:
R. F. Williamson et al., New insights into early paleoindian (#Gainey) associations with #proboscideans and #canids in the niagara peninsula, southern ontario, #canada, Journal of Archaeological Science: Reports 47, 2023, https://doi.org/10.1016/j.jasrep.2022.103785. 🔓
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Original study:
R. F. Williamson et al., New insights into early paleoindian (#Gainey) associations with #proboscideans and #canids in the niagara peninsula, southern ontario, #canada, Journal of Archaeological Science: Reports 47, 2023, https://doi.org/10.1016/j.jasrep.2022.103785. 🔓
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Original study:
R. F. Williamson et al., New insights into early paleoindian (#Gainey) associations with #proboscideans and #canids in the niagara peninsula, southern ontario, #canada, Journal of Archaeological Science: Reports 47, 2023, https://doi.org/10.1016/j.jasrep.2022.103785. 🔓
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Here’s what NC State will pay new men’s basketball coach Justin Gainey :: WRAL.com https://www.rawchili.com/nba/692714/ #Basketball #NCStateSports
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https://www.europesays.com/news/11486/ NC State expected to hire former player Justin Gainey as next men’s basketball coach :: WRAL.com #Headlines #NCStateBasketball #NCStateSports #News #TopStories
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A while back I switched to unflavored vegan protein powder that I buy in bulk. The place was out so I got some whey, thinking it would be a nice little treat to take a break from the graineyness of the vegan powder. I was wrong. I can barely tolerate the sweetness of the artificial flavoring. I was almost gagging getting it down. I guess I've officially made that switch.
#vegetarianism #vegan #veganism #fitness #weightlifting #exercise #nutrition #vegetarian #food #whey #protein -
Maj. Gen. Sean Gainey, Director of the Army's Joint C-UAS Office (JCO), listens to a brief on the MORFIUS interceptor during JCOs' most recent demonstration of the latest C-sUAS technology at U.S. Army Yuma Proving Ground (YPG) on June 8, 2023.
The demonstrations are expected to continue for several more years, with each subsequent test focusing on different types of sUAS threats and C-sUAS systems.
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https://www.lovenba.com/1747746/ NC State reportedly hiring Justin Gainey as new basketball coach; Charlotte Hornets drop two cruc… #999 #999 #Basketball #CharlotteHornets #CurrentEvents #duke #EasternConference #Football #hockey #NBA #NC #NCState #NCSU #news #NFL #NHL #NorthCarolina #Radio #SoutheastDivision #Sports #talk #TheFan #triangle #unc
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https://www.lovenba.com/1747746/ NC State reportedly hiring Justin Gainey as new basketball coach; Charlotte Hornets drop two cruc… #999 #999 #Basketball #CharlotteHornets #CurrentEvents #duke #EasternConference #Football #hockey #NBA #NC #NCState #NCSU #news #NFL #NHL #NorthCarolina #Radio #SoutheastDivision #Sports #talk #TheFan #triangle #unc
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Autism Acceptance, Belonging, and Inclusion at Work Is Just Good Workplace Design
April is Autism Acceptance Month. Creating workspaces that are inclusive and welcoming for everyone, including neurodiverse staff, is an important part of workplace well-being.
We tend to treat autism acceptance, and neurodiversity more broadly, as something separate from the rest of our work. It becomes a program, a training, or a hiring initiative. Something we add on rather than something we build into how work functions. But when you look at what meaningful acceptance requires, it starts to look a lot like good communication practice in general. It looks like clear expectations, thoughtful communication, flexibility, and environments that make it easier for people to do their jobs. Clear is kind.
When we talk about autism acceptance, we often focus on awareness or understanding. Those things matter, but they are only a starting point. Creating spaces that are inclusive and welcoming is the goal. Acceptance shows up in how we design and work on a daily basis. It shows up in job descriptions that are clear about expectations, in structured interviews that reduce guesswork, and in communication practices that don’t rely entirely on verbal exchanges or implicit norms. It shows up in giving people advance notice of changes whenever possible, and in creating workspaces that reduce unnecessary sensory strain. And knowing what things are most likely to cause sensory strain – lighting, noise, air quality, etc. It also shows up in flexibility, both in how work gets done and in recognizing that people may approach tasks differently and still be highly effective. All of that matches the research around what makes healthy workplaces, including the physical space and policies.
None of these changes are particularly radical, and they benefit everyone at work. The same practices that support autistic employees also make work more accessible, consistent, and sustainable for everyone. This is something we see again and again when we talk about workplace design more broadly: when we remove unnecessary barriers, more people are able to do their best work. (Universal design, anyone?)
But just like other aspects of workplace wellbeing, we tend to shift responsibility to the individual. We tell people to be more resilient, to communicate more clearly, to manage their time better, or to engage in more self-care. At the same time, we don’t address or change the underlying issues in place – unclear expectations, constantly shifting priorities, environments that are noisy or distracting, and workflows that depend on interruption and urgency.
If the environment requires people to navigate ambiguity, sensory overload, and inconsistent communication just to function, then the issue is not that some employees need accommodations. The issue is that the workplace has been designed in a way that creates unnecessary barriers.
For autistic employees, that kind of environment can be especially challenging. More broadly, it undermines psychological safety for everyone. Teams function better when expectations are clear, communication is direct, and people feel comfortable expressing concerns or asking for clarification. That is about being more intentional in how we support one another’s work.
It is also important to be clear about what we mean when we talk about supporting autistic employees. The goal is not to help individuals adapt to a system that was not designed with them in mind. The goal is to design systems that allow more people to succeed. When expectations are clear, people make fewer mistakes. When communication improves, collaboration improves for everyone. When environments reduce unnecessary strain, everyone has more capacity to focus and engage in their work. When flexibility is built into the system, retention and job satisfaction improve for everyone.
These are organizational outcomes, not individual accommodations.
If we hire neurodiverse employees without addressing culture, policies, and practices, we are not creating inclusion. We are asking people to navigate the same barriers that existed before, often with the expectation that they will find ways to manage them on their own. Hiring is only one step, and it is not the most difficult one. The more challenging work is examining how decisions are made, how communication happens, how physical and virtual spaces are structured, and what people are expected to manage as part of their day-to-day work.
Where to Start
If this feels like a lot, start with one thing.
- Write expectations down instead of relying on verbal instructions.
- Be explicit, do not rely on implication or assumed understanding.
- Build more predictability into schedules.
- Take a close look at how meetings are structured.
- Create a quiet space for staff, even if it’s small.
- Ask your team what actually helps them do their work.
Creating a work environment that goes beyond autism acceptance to belonging and inclusion at work is not separate from workplace well-being. It is one way of understanding whether our workplaces are functioning in ways that support the people in them. When we design workplaces that support autistic employees, we are also creating environments that are clearer, more flexible, and more sustainable for everyone.
P.S. If you’re an autistic or neurodiverse librarian consider submitting a presentation about creating a welcoming workplace for autistic and/or neurodiverse staff to ThriveLib, a virtual conference created for librarians, library managers, and library workers who are ready to reimagine what well-being looks like in their professional lives.
References and Suggested Readings
Alissa. (2021, February 20). Libraries are for everyone! Except if you’re autistic. Cataloguing the Universe. https://lissertations.net/post/1626
Anderson, A. (2018). Employment and Neurodiverse Librarians. STEMPS Faculty Publications, 82. https://digitalcommons.odu.edu/stemps_fac_pubs/82
Anderson, A. (2021). Job Seeking and Daily Workforce Experiences of Autistic Librarians. The International Journal of Information, Diversity, & Inclusion, 5(3), 38–63.
Anderson, A. (2022, September 26). Researcher’s Corner: At the intersection of autism and libraries. Hiring Librarians. https://hiringlibrarians.com/2022/09/26/researchers-corner-at-the-intersection-of-autism-and-libraries/
Anderson, A. M. (2021a). Exploring the workforce experiences of autistic librarians through accessible and participatory approaches. Library & Information Science Research, 43(2), 101088. https://doi.org/10.1016/j.lisr.2021.101088
Autism Career Pathways 501c3 (Director). (2020, February 10). Lauren the Autistic Librarian [Video recording]. https://www.youtube.com/watch?v=1zglfZn5bak
Bastian, R. (2023, October 23). Tips For Supporting Neurodiversity In The Workplace. Forbes. https://www.forbes.com/sites/rebekahbastian/2019/10/23/tips-for-supporting-neurodiversity-in-the-workplace/
Camp, C., & Finlay, D. J. (2025). The experiences of neurodivergent Library and Information Science [LIS] professionals working in academic libraries – a case study. The Journal of Academic Librarianship, 51(5), 103115. https://doi.org/10.1016/j.acalib.2025.103115
Cohen, R. A., Cooke, P., Holt, M., Lounsberry, M., Roga, E., Farrell, K. S., & Squires, J. (2025). Autistic librarians in the academic library hiring process. College & Research Libraries, 86(5), 705.
Commissioner, O. of the. (2023). Be Aware of Potentially Dangerous Products and Therapies that Claim to Treat Autism. FDA. https://www.fda.gov/consumers/consumer-updates/be-aware-potentially-dangerous-products-and-therapies-claim-treat-autism
Contributor, G. (2017b, April 16). Perspectives of an Autistic Children’s Librarian. ALSC Blog. https://www.alsc.ala.org/blog/2017/04/perspective-autistic-childrens-librarian/
Doyle, N. (2019, November 24). Ableism In The Workplace: When Trying Harder Doesn’t Work. Forbes. https://www.forbes.com/sites/drnancydoyle/2019/11/24/ableism-in-the-workplace-when-trying-harder-doesnt-work/
Emily. (2012, June 29). Further Questions: Would You Hire a Person Who Has an Autistic Spectrum Disorder For a Reference Librarian Position? Hiring Librarians. https://hiringlibrarians.com/2012/06/29/further-questions-would-you-hire-a-person-who-has-an-autistic-spectrum-disorder-for-a-reference-librarian-position/
Eng, A. (2017). Neurodiversity in the Library: One Librarian’s Experience. In the Library with the Lead Pipe. https://www.inthelibrarywiththeleadpipe.org/2017/neurodiversity-in-the-library/
Finn, J. (2023, September 16). Two Librarians Fired Over Autism-Awareness Display, Because Rainbow. Prism & Pen. https://medium.com/prismnpen/two-librarians-fired-over-autism-awareness-display-because-rainbow-c8b3fbd2c916
Furr, P. (2023, March 7). Why It’s Important To Embrace Neurodiversity In The Workplace (And How To Do It Effectively). Forbes. Retrieved April 25, 2024, from https://www.forbes.com/sites/forbesbusinesscouncil/2023/03/07/why-its-important-to-embrace-neurodiversity-in-the-workplace-and-how-to-do-it-effectively/
Gainey, K. (2023, September 20). What Is Social Skills Training & How Is It Used? Choosing Therapy. https://www.choosingtherapy.com/social-skills-training/
Geraghty, T. (2024, July 26). Psychological safety and neurodiversity. Psych Safety. https://psychsafety.com/psychological-safety-and-neurodiversity/
Giles-Smith, L., & Popowich, E. (2023). Autistic employees in Canadian academic libraries: Barriers, opportunities, and ways forward. Canadian Journal of Academic Librarianship, 9, 1–22.
Haire, A. (2025). What Does It Mean to Be Information Literate for an Autistic Librarian in the Academic Library Workplace?. Journal of Information Literacy, 19(1), 27–47.
Howard, J. (2022, December 14). It’s Important to Create Psychological Safety for Autistic Professionals. https://www.inclusionhub.com/articles/create-psychological-safety-for-autistic-professionals
Inc, G. (2025, April 25). Neurodiverse Workers: Hidden Challenges, Untapped Potential. Gallup.Com. https://www.gallup.com/workplace/659618/neurodiverse-workers-hidden-challenges-untapped-potential.aspx
Is Your Workplace Neurodivergent Competent? (2022, September 20). Psych Central. https://psychcentral.com/health/neurodiversity-in-the-workplace
jrose. (2022, October 31). Neurodiversity and Libraries. Liblime. https://liblime.com/2022/10/31/neurodiversity-and-libraries/
Juarez, A. H. (Host). (2025, May 30). Cultivating an Inclusive Workplace for Neurodivergent Staff with Renee Grassi (No. 174) [Broadcast]. https://libraryleadershippodcast.com/174-cultivating-an-inclusive-workplace-for-neurodivergent-staff-with-renee-grassi/
Louise Taylor. (2022, January 11). Communication Styles, Counseling, and Neurodiversity. Psychology Today. https://www.psychologytoday.com/us/blog/the-neurodivergent-therapist/202201/communication-styles-counseling-and-neurodiversity
Ludmila Praslova. (2022, April 24). Workplace bullying of autistic people: A Vicious cycle. Specialisterne. https://us.specialisterne.com/workplace-bullying-of-autistic-people-a-vicious-cycle/
Ludmila Praslova. (2022, February 1). Moral Injury at Work and Neurodiversity: Are there Additional Risk Factors? Specialisterne. https://ca.specialisterne.com/moral-injury-at-work-and-neurodiversity-are-there-additional-risk-factors/
Maddock, K. (n.d.). To what extent are autistic library staff in the UK supported in their workplace?
Maxwell, L. (2022, July 25). Being an Autistic School Librarian. BOOK RIOT. https://bookriot.com/being-an-autistic-school-librarian/
Motti, S. W., Niloofar Kalantari, Vivian. (2024, April 24). Neurodiversity inclusion starts with the job interview. Fast Company. https://www.fastcompany.com/91111139/neurodiversity-inclusion-starts-with-the-job-interview
Nasland, R., Dudheker, S., & Dudheker, R. N. and S. (2023, July 20). Designing for Neurodiversity in the Workplace. Work Design Magazine. https://www.workdesign.com/2023/07/designing-for-neurodiversity-in-the-workplace/
Neurodiversity in the Library: One Librarian’s Experience – In the Library with the Lead Pipe. (n.d.). Retrieved May 24, 2022, from https://www.inthelibrarywiththeleadpipe.org/2017/neurodiversity-in-the-library/
Neurodiversity Resources For Students—Neurodiversity Hub<br/>. (n.d.). Neurodiversity Hub. Retrieved April 3, 2026, from https://www.neurodiversityhub.org/training1
Newman, B. L. (2024, April 26). Supporting Neurodiversity in the Library Workplace. Librarian by Day. https://librarianbyday.net/2024/04/26/supporting-neurodiversity-in-the-library-workplace/
Praslova, L. N. (2022, June 21). An Intersectional Approach to Inclusion at Work. Harvard Business Review. https://hbr.org/2022/06/an-intersectional-approach-to-inclusion-at-work
Rosa, S. D. R. (2018, September 14). What Is Light Sensitivity Like for One Autistic? Thinking Person’s Guide to Autism. http://www.thinkingautismguide.com/2018/09/what-is-light-sensitivity-like-for-one.html
Smith, S. (n.d.). Training & Resource Center. Autism Society. Retrieved April 3, 2026, from https://autismsociety.org/training-resource-center/
Southey, S., Morris, R., Nicholas, D., & Pilatzke, M. (2024). Autistic perspectives on employment: A scoping review. Journal of Occupational Rehabilitation, 34(4), 756–769.
Staff, L. (2026, April 2). Autism Librarian. Autism Librarian. https://autismlibrarian.wordpress.com/
Steinemann, A. (2019). Ten questions concerning fragrance-free policies and indoor environments. Building and Environment, 159, 106054. https://doi.org/10.1016/j.buildenv.2019.03.052
The Association of Southeastern Research Libraries (ASERL) (Director). (2024, February 29). Library Accessibility Alliance (LAA) Webinar: Transforming Librarianship to Model Neuroinclusion in Libraries [Video recording]. https://vimeo.com/918005788
Torres, A. (n.d.). Neurodiversity at Work Playbook: Employee Engagement & Growth Series. Disability:IN. Retrieved April 4, 2025, from https://disabilityin.org/resource/neurodiversity-at-work-playbook-employee-engagement-growth-series/
Training Autistic Employees—Hire Autism. (2022, January 5). https://www.hireautism.org/resource-center/training-autistic-employees/
Tumlin, Z. (2019). “This Is a Quiet Library, Except When It’s Not:” On the Lack of Neurodiversity Awareness in Librarianship. Music Reference Services Quarterly, 22(1–2), 3–17. https://doi.org/10.1080/10588167.2019.1575017
#autism #autismAcceptance #autismAcceptanceMonth #Librarians #Libraries #neurodiverseWorkplace #neurodiversity -
It's amazing to see the conversation stirred up on social media by the recent political ads by Colin Keith Gray and Grainey Pictures. [We're a non-profit organization, we don't (and can't) talk about partisan politics, so we're not bringing it up to discuss the ads themselves.]
We are long-time fans of Colin's work. We're proud to be the creators of the official learning guide for his documentary about the affordable housing crisis — Unzipped: An Autopsy of American Inequality.
If your learning community is exploring affordable housing, gentrification, homelessness, and social justice, these are outstanding teaching tools and conversation starters.
Learn more about Colin Keith Gray's documentary Unzipped, including where to watch it, and get your free learning guide:
https://www.justwatch.com/us/movie/unzipped-an-autopsy-of-american-inequality
#ColinKeithGray #Unzipped #GraineyPictures #Film #Documentary #Affordableousing #AffordableHousingCrisis #Poverty #Gentrifiation #Homelessness #SocialJustice #Education
@film @education -
Justin Gainey introduced as NC State’s men’s basketball coach https://www.rawchili.com/nba/693058/ #12News #Basketball #BasketballCoach #flipboard #Home #JustinGainey #LastGame #LocalNews #man #NationalNews #NCState #NCStateJustinGainey #NCStateMen'sBasketball #NCStateUniversity #NewHeadCoach #NewsGoogle #NewsGoogleCom #newsbreak #NewsbreakappCom #NorthCarolina #NorthCarolinaStateUniversity #NowcastStreamingNewscastsnavigate #NowcastTv #Piedmont #player #Tennessee #triad #weather #WolfpackNCState #WXII #year
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https://www.fogolf.com/1073404/tommy-two-gloves-gainey-wins-pga-tour-skins-game-returns-with-tommy-fleetwood-and-keegan-bradley/ Tommy “Two Gloves” Gainey Wins! PGA Tour Skins Game Returns with Tommy Fleetwood and Keegan Bradley #Bradley #Fleetwood #Gainey #game #Gloves #GolfEquipment #GolfEquipmentVideos #GolfEquipmentVlog #GolfEquipmentYouTube #GolfGloves #GolfGlovesVideos #GolfGlovesVlog #GolfGlovesYouTube #Keegan #pga #Returns #skins #Tommy #Tour #wins
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Tennessee Basketball Support Staff Member Following Justin Gainey To NC State https://www.rawchili.com/nba/692084/ #Basketball #JustinGainey #NcStateBasketball #RileyCollins #TennesseeBasketball
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#Blood residue on #StoneTools provides first evidence for Paleo-Indian (#Gainey) #mastodon hunting 13,000 years ago in Southern #Ontario region, #Canada:
https://www.thespec.com/news/hamilton-region/2022/12/31/discovery-of-mastodon-blood-on-ice-age-tools-first-of-its-kind-in-ontario.html by @[email protected] via @[email protected]
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Market Square business owners say they’re struggling during major renovations ahead of NFL Draft – WPXI
PITTSBURGH — Hundreds of millions of dollars are being pour…
#nfl #nfldraft #NFLDraft #arts_fest #cc_clark #channel_11 #clark_fit_boxing #Football #gainey #joe_parsons #market_square #news #NFL #nfl_draft #northside_pride_week #ott_news #pdp #Pittsburgh #pittsburghnews #pittsburgh_downtown_partnership #rich_pierce #video #whiskey_bee's #wpxi-news #wpxi.com
https://www.rawchili.com/nfl/141387/ -
Autism Acceptance, Belonging, and Inclusion at Work Is Just Good Workplace Design
April is Autism Acceptance Month. Creating workspaces that are inclusive and welcoming for everyone, including neurodiverse staff, is an important part of workplace well-being.
We tend to treat autism acceptance, and neurodiversity more broadly, as something separate from the rest of our work. It becomes a program, a training, or a hiring initiative. Something we add on rather than something we build into how work functions. But when you look at what meaningful acceptance requires, it starts to look a lot like good communication practice in general. It looks like clear expectations, thoughtful communication, flexibility, and environments that make it easier for people to do their jobs. Clear is kind.
When we talk about autism acceptance, we often focus on awareness or understanding. Those things matter, but they are only a starting point. Creating spaces that are inclusive and welcoming is the goal. Acceptance shows up in how we design and work on a daily basis. It shows up in job descriptions that are clear about expectations, in structured interviews that reduce guesswork, and in communication practices that don’t rely entirely on verbal exchanges or implicit norms. It shows up in giving people advance notice of changes whenever possible, and in creating workspaces that reduce unnecessary sensory strain. And knowing what things are most likely to cause sensory strain – lighting, noise, air quality, etc. It also shows up in flexibility, both in how work gets done and in recognizing that people may approach tasks differently and still be highly effective. All of that matches the research around what makes healthy workplaces, including the physical space and policies.
None of these changes are particularly radical, and they benefit everyone at work. The same practices that support autistic employees also make work more accessible, consistent, and sustainable for everyone. This is something we see again and again when we talk about workplace design more broadly: when we remove unnecessary barriers, more people are able to do their best work. (Universal design, anyone?)
But just like other aspects of workplace wellbeing, we tend to shift responsibility to the individual. We tell people to be more resilient, to communicate more clearly, to manage their time better, or to engage in more self-care. At the same time, we don’t address or change the underlying issues in place – unclear expectations, constantly shifting priorities, environments that are noisy or distracting, and workflows that depend on interruption and urgency.
If the environment requires people to navigate ambiguity, sensory overload, and inconsistent communication just to function, then the issue is not that some employees need accommodations. The issue is that the workplace has been designed in a way that creates unnecessary barriers.
For autistic employees, that kind of environment can be especially challenging. More broadly, it undermines psychological safety for everyone. Teams function better when expectations are clear, communication is direct, and people feel comfortable expressing concerns or asking for clarification. That is about being more intentional in how we support one another’s work.
It is also important to be clear about what we mean when we talk about supporting autistic employees. The goal is not to help individuals adapt to a system that was not designed with them in mind. The goal is to design systems that allow more people to succeed. When expectations are clear, people make fewer mistakes. When communication improves, collaboration improves for everyone. When environments reduce unnecessary strain, everyone has more capacity to focus and engage in their work. When flexibility is built into the system, retention and job satisfaction improve for everyone.
These are organizational outcomes, not individual accommodations.
If we hire neurodiverse employees without addressing culture, policies, and practices, we are not creating inclusion. We are asking people to navigate the same barriers that existed before, often with the expectation that they will find ways to manage them on their own. Hiring is only one step, and it is not the most difficult one. The more challenging work is examining how decisions are made, how communication happens, how physical and virtual spaces are structured, and what people are expected to manage as part of their day-to-day work.
Where to Start
If this feels like a lot, start with one thing.
- Write expectations down instead of relying on verbal instructions.
- Be explicit, do not rely on implication or assumed understanding.
- Build more predictability into schedules.
- Take a close look at how meetings are structured.
- Create a quiet space for staff, even if it’s small.
- Ask your team what actually helps them do their work.
Creating a work environment that goes beyond autism acceptance to belonging and inclusion at work is not separate from workplace well-being. It is one way of understanding whether our workplaces are functioning in ways that support the people in them. When we design workplaces that support autistic employees, we are also creating environments that are clearer, more flexible, and more sustainable for everyone.
P.S. If you’re an autistic or neurodiverse librarian consider submitting a presentation about creating a welcoming workplace for autistic and/or neurodiverse staff to ThriveLib, a virtual conference created for librarians, library managers, and library workers who are ready to reimagine what well-being looks like in their professional lives.
References and Suggested Readings
Alissa. (2021, February 20). Libraries are for everyone! Except if you’re autistic. Cataloguing the Universe. https://lissertations.net/post/1626
Anderson, A. (2018). Employment and Neurodiverse Librarians. STEMPS Faculty Publications, 82. https://digitalcommons.odu.edu/stemps_fac_pubs/82
Anderson, A. (2021). Job Seeking and Daily Workforce Experiences of Autistic Librarians. The International Journal of Information, Diversity, & Inclusion, 5(3), 38–63.
Anderson, A. (2022, September 26). Researcher’s Corner: At the intersection of autism and libraries. Hiring Librarians. https://hiringlibrarians.com/2022/09/26/researchers-corner-at-the-intersection-of-autism-and-libraries/
Anderson, A. M. (2021a). Exploring the workforce experiences of autistic librarians through accessible and participatory approaches. Library & Information Science Research, 43(2), 101088. https://doi.org/10.1016/j.lisr.2021.101088
Autism Career Pathways 501c3 (Director). (2020, February 10). Lauren the Autistic Librarian [Video recording]. https://www.youtube.com/watch?v=1zglfZn5bak
Bastian, R. (2023, October 23). Tips For Supporting Neurodiversity In The Workplace. Forbes. https://www.forbes.com/sites/rebekahbastian/2019/10/23/tips-for-supporting-neurodiversity-in-the-workplace/
Camp, C., & Finlay, D. J. (2025). The experiences of neurodivergent Library and Information Science [LIS] professionals working in academic libraries – a case study. The Journal of Academic Librarianship, 51(5), 103115. https://doi.org/10.1016/j.acalib.2025.103115
Cohen, R. A., Cooke, P., Holt, M., Lounsberry, M., Roga, E., Farrell, K. S., & Squires, J. (2025). Autistic librarians in the academic library hiring process. College & Research Libraries, 86(5), 705.
Commissioner, O. of the. (2023). Be Aware of Potentially Dangerous Products and Therapies that Claim to Treat Autism. FDA. https://www.fda.gov/consumers/consumer-updates/be-aware-potentially-dangerous-products-and-therapies-claim-treat-autism
Contributor, G. (2017b, April 16). Perspectives of an Autistic Children’s Librarian. ALSC Blog. https://www.alsc.ala.org/blog/2017/04/perspective-autistic-childrens-librarian/
Doyle, N. (2019, November 24). Ableism In The Workplace: When Trying Harder Doesn’t Work. Forbes. https://www.forbes.com/sites/drnancydoyle/2019/11/24/ableism-in-the-workplace-when-trying-harder-doesnt-work/
Emily. (2012, June 29). Further Questions: Would You Hire a Person Who Has an Autistic Spectrum Disorder For a Reference Librarian Position? Hiring Librarians. https://hiringlibrarians.com/2012/06/29/further-questions-would-you-hire-a-person-who-has-an-autistic-spectrum-disorder-for-a-reference-librarian-position/
Eng, A. (2017). Neurodiversity in the Library: One Librarian’s Experience. In the Library with the Lead Pipe. https://www.inthelibrarywiththeleadpipe.org/2017/neurodiversity-in-the-library/
Finn, J. (2023, September 16). Two Librarians Fired Over Autism-Awareness Display, Because Rainbow. Prism & Pen. https://medium.com/prismnpen/two-librarians-fired-over-autism-awareness-display-because-rainbow-c8b3fbd2c916
Furr, P. (2023, March 7). Why It’s Important To Embrace Neurodiversity In The Workplace (And How To Do It Effectively). Forbes. Retrieved April 25, 2024, from https://www.forbes.com/sites/forbesbusinesscouncil/2023/03/07/why-its-important-to-embrace-neurodiversity-in-the-workplace-and-how-to-do-it-effectively/
Gainey, K. (2023, September 20). What Is Social Skills Training & How Is It Used? Choosing Therapy. https://www.choosingtherapy.com/social-skills-training/
Geraghty, T. (2024, July 26). Psychological safety and neurodiversity. Psych Safety. https://psychsafety.com/psychological-safety-and-neurodiversity/
Giles-Smith, L., & Popowich, E. (2023). Autistic employees in Canadian academic libraries: Barriers, opportunities, and ways forward. Canadian Journal of Academic Librarianship, 9, 1–22.
Haire, A. (2025). What Does It Mean to Be Information Literate for an Autistic Librarian in the Academic Library Workplace?. Journal of Information Literacy, 19(1), 27–47.
Howard, J. (2022, December 14). It’s Important to Create Psychological Safety for Autistic Professionals. https://www.inclusionhub.com/articles/create-psychological-safety-for-autistic-professionals
Inc, G. (2025, April 25). Neurodiverse Workers: Hidden Challenges, Untapped Potential. Gallup.Com. https://www.gallup.com/workplace/659618/neurodiverse-workers-hidden-challenges-untapped-potential.aspx
Is Your Workplace Neurodivergent Competent? (2022, September 20). Psych Central. https://psychcentral.com/health/neurodiversity-in-the-workplace
jrose. (2022, October 31). Neurodiversity and Libraries. Liblime. https://liblime.com/2022/10/31/neurodiversity-and-libraries/
Juarez, A. H. (Host). (2025, May 30). Cultivating an Inclusive Workplace for Neurodivergent Staff with Renee Grassi (No. 174) [Broadcast]. https://libraryleadershippodcast.com/174-cultivating-an-inclusive-workplace-for-neurodivergent-staff-with-renee-grassi/
Louise Taylor. (2022, January 11). Communication Styles, Counseling, and Neurodiversity. Psychology Today. https://www.psychologytoday.com/us/blog/the-neurodivergent-therapist/202201/communication-styles-counseling-and-neurodiversity
Ludmila Praslova. (2022, April 24). Workplace bullying of autistic people: A Vicious cycle. Specialisterne. https://us.specialisterne.com/workplace-bullying-of-autistic-people-a-vicious-cycle/
Ludmila Praslova. (2022, February 1). Moral Injury at Work and Neurodiversity: Are there Additional Risk Factors? Specialisterne. https://ca.specialisterne.com/moral-injury-at-work-and-neurodiversity-are-there-additional-risk-factors/
Maddock, K. (n.d.). To what extent are autistic library staff in the UK supported in their workplace?
Maxwell, L. (2022, July 25). Being an Autistic School Librarian. BOOK RIOT. https://bookriot.com/being-an-autistic-school-librarian/
Motti, S. W., Niloofar Kalantari, Vivian. (2024, April 24). Neurodiversity inclusion starts with the job interview. Fast Company. https://www.fastcompany.com/91111139/neurodiversity-inclusion-starts-with-the-job-interview
Nasland, R., Dudheker, S., & Dudheker, R. N. and S. (2023, July 20). Designing for Neurodiversity in the Workplace. Work Design Magazine. https://www.workdesign.com/2023/07/designing-for-neurodiversity-in-the-workplace/
Neurodiversity in the Library: One Librarian’s Experience – In the Library with the Lead Pipe. (n.d.). Retrieved May 24, 2022, from https://www.inthelibrarywiththeleadpipe.org/2017/neurodiversity-in-the-library/
Neurodiversity Resources For Students—Neurodiversity Hub<br/>. (n.d.). Neurodiversity Hub. Retrieved April 3, 2026, from https://www.neurodiversityhub.org/training1
Newman, B. L. (2024, April 26). Supporting Neurodiversity in the Library Workplace. Librarian by Day. https://librarianbyday.net/2024/04/26/supporting-neurodiversity-in-the-library-workplace/
Praslova, L. N. (2022, June 21). An Intersectional Approach to Inclusion at Work. Harvard Business Review. https://hbr.org/2022/06/an-intersectional-approach-to-inclusion-at-work
Rosa, S. D. R. (2018, September 14). What Is Light Sensitivity Like for One Autistic? Thinking Person’s Guide to Autism. http://www.thinkingautismguide.com/2018/09/what-is-light-sensitivity-like-for-one.html
Smith, S. (n.d.). Training & Resource Center. Autism Society. Retrieved April 3, 2026, from https://autismsociety.org/training-resource-center/
Southey, S., Morris, R., Nicholas, D., & Pilatzke, M. (2024). Autistic perspectives on employment: A scoping review. Journal of Occupational Rehabilitation, 34(4), 756–769.
Staff, L. (2026, April 2). Autism Librarian. Autism Librarian. https://autismlibrarian.wordpress.com/
Steinemann, A. (2019). Ten questions concerning fragrance-free policies and indoor environments. Building and Environment, 159, 106054. https://doi.org/10.1016/j.buildenv.2019.03.052
The Association of Southeastern Research Libraries (ASERL) (Director). (2024, February 29). Library Accessibility Alliance (LAA) Webinar: Transforming Librarianship to Model Neuroinclusion in Libraries [Video recording]. https://vimeo.com/918005788
Torres, A. (n.d.). Neurodiversity at Work Playbook: Employee Engagement & Growth Series. Disability:IN. Retrieved April 4, 2025, from https://disabilityin.org/resource/neurodiversity-at-work-playbook-employee-engagement-growth-series/
Training Autistic Employees—Hire Autism. (2022, January 5). https://www.hireautism.org/resource-center/training-autistic-employees/
Tumlin, Z. (2019). “This Is a Quiet Library, Except When It’s Not:” On the Lack of Neurodiversity Awareness in Librarianship. Music Reference Services Quarterly, 22(1–2), 3–17. https://doi.org/10.1080/10588167.2019.1575017
#autism #autismAcceptance #autismAcceptanceMonth #Librarians #Libraries #neurodiverseWorkplace #neurodiversity -
Autism Acceptance, Belonging, and Inclusion at Work Is Just Good Workplace Design
April is Autism Acceptance Month. Creating workspaces that are inclusive and welcoming for everyone, including neurodiverse staff, is an important part of workplace well-being.
We tend to treat autism acceptance, and neurodiversity more broadly, as something separate from the rest of our work. It becomes a program, a training, or a hiring initiative. Something we add on rather than something we build into how work functions. But when you look at what meaningful acceptance requires, it starts to look a lot like good communication practice in general. It looks like clear expectations, thoughtful communication, flexibility, and environments that make it easier for people to do their jobs. Clear is kind.
When we talk about autism acceptance, we often focus on awareness or understanding. Those things matter, but they are only a starting point. Creating spaces that are inclusive and welcoming is the goal. Acceptance shows up in how we design and work on a daily basis. It shows up in job descriptions that are clear about expectations, in structured interviews that reduce guesswork, and in communication practices that don’t rely entirely on verbal exchanges or implicit norms. It shows up in giving people advance notice of changes whenever possible, and in creating workspaces that reduce unnecessary sensory strain. And knowing what things are most likely to cause sensory strain – lighting, noise, air quality, etc. It also shows up in flexibility, both in how work gets done and in recognizing that people may approach tasks differently and still be highly effective. All of that matches the research around what makes healthy workplaces, including the physical space and policies.
None of these changes are particularly radical, and they benefit everyone at work. The same practices that support autistic employees also make work more accessible, consistent, and sustainable for everyone. This is something we see again and again when we talk about workplace design more broadly: when we remove unnecessary barriers, more people are able to do their best work. (Universal design, anyone?)
But just like other aspects of workplace wellbeing, we tend to shift responsibility to the individual. We tell people to be more resilient, to communicate more clearly, to manage their time better, or to engage in more self-care. At the same time, we don’t address or change the underlying issues in place – unclear expectations, constantly shifting priorities, environments that are noisy or distracting, and workflows that depend on interruption and urgency.
If the environment requires people to navigate ambiguity, sensory overload, and inconsistent communication just to function, then the issue is not that some employees need accommodations. The issue is that the workplace has been designed in a way that creates unnecessary barriers.
For autistic employees, that kind of environment can be especially challenging. More broadly, it undermines psychological safety for everyone. Teams function better when expectations are clear, communication is direct, and people feel comfortable expressing concerns or asking for clarification. That is about being more intentional in how we support one another’s work.
It is also important to be clear about what we mean when we talk about supporting autistic employees. The goal is not to help individuals adapt to a system that was not designed with them in mind. The goal is to design systems that allow more people to succeed. When expectations are clear, people make fewer mistakes. When communication improves, collaboration improves for everyone. When environments reduce unnecessary strain, everyone has more capacity to focus and engage in their work. When flexibility is built into the system, retention and job satisfaction improve for everyone.
These are organizational outcomes, not individual accommodations.
If we hire neurodiverse employees without addressing culture, policies, and practices, we are not creating inclusion. We are asking people to navigate the same barriers that existed before, often with the expectation that they will find ways to manage them on their own. Hiring is only one step, and it is not the most difficult one. The more challenging work is examining how decisions are made, how communication happens, how physical and virtual spaces are structured, and what people are expected to manage as part of their day-to-day work.
Where to Start
If this feels like a lot, start with one thing.
- Write expectations down instead of relying on verbal instructions.
- Be explicit, do not rely on implication or assumed understanding.
- Build more predictability into schedules.
- Take a close look at how meetings are structured.
- Create a quiet space for staff, even if it’s small.
- Ask your team what actually helps them do their work.
Creating a work environment that goes beyond autism acceptance to belonging and inclusion at work is not separate from workplace well-being. It is one way of understanding whether our workplaces are functioning in ways that support the people in them. When we design workplaces that support autistic employees, we are also creating environments that are clearer, more flexible, and more sustainable for everyone.
P.S. If you’re an autistic or neurodiverse librarian consider submitting a presentation about creating a welcoming workplace for autistic and/or neurodiverse staff to ThriveLib, a virtual conference created for librarians, library managers, and library workers who are ready to reimagine what well-being looks like in their professional lives.
References and Suggested Readings
Alissa. (2021, February 20). Libraries are for everyone! Except if you’re autistic. Cataloguing the Universe. https://lissertations.net/post/1626
Anderson, A. (2018). Employment and Neurodiverse Librarians. STEMPS Faculty Publications, 82. https://digitalcommons.odu.edu/stemps_fac_pubs/82
Anderson, A. (2021). Job Seeking and Daily Workforce Experiences of Autistic Librarians. The International Journal of Information, Diversity, & Inclusion, 5(3), 38–63.
Anderson, A. (2022, September 26). Researcher’s Corner: At the intersection of autism and libraries. Hiring Librarians. https://hiringlibrarians.com/2022/09/26/researchers-corner-at-the-intersection-of-autism-and-libraries/
Anderson, A. M. (2021a). Exploring the workforce experiences of autistic librarians through accessible and participatory approaches. Library & Information Science Research, 43(2), 101088. https://doi.org/10.1016/j.lisr.2021.101088
Autism Career Pathways 501c3 (Director). (2020, February 10). Lauren the Autistic Librarian [Video recording]. https://www.youtube.com/watch?v=1zglfZn5bak
Bastian, R. (2023, October 23). Tips For Supporting Neurodiversity In The Workplace. Forbes. https://www.forbes.com/sites/rebekahbastian/2019/10/23/tips-for-supporting-neurodiversity-in-the-workplace/
Camp, C., & Finlay, D. J. (2025). The experiences of neurodivergent Library and Information Science [LIS] professionals working in academic libraries – a case study. The Journal of Academic Librarianship, 51(5), 103115. https://doi.org/10.1016/j.acalib.2025.103115
Cohen, R. A., Cooke, P., Holt, M., Lounsberry, M., Roga, E., Farrell, K. S., & Squires, J. (2025). Autistic librarians in the academic library hiring process. College & Research Libraries, 86(5), 705.
Commissioner, O. of the. (2023). Be Aware of Potentially Dangerous Products and Therapies that Claim to Treat Autism. FDA. https://www.fda.gov/consumers/consumer-updates/be-aware-potentially-dangerous-products-and-therapies-claim-treat-autism
Contributor, G. (2017b, April 16). Perspectives of an Autistic Children’s Librarian. ALSC Blog. https://www.alsc.ala.org/blog/2017/04/perspective-autistic-childrens-librarian/
Doyle, N. (2019, November 24). Ableism In The Workplace: When Trying Harder Doesn’t Work. Forbes. https://www.forbes.com/sites/drnancydoyle/2019/11/24/ableism-in-the-workplace-when-trying-harder-doesnt-work/
Emily. (2012, June 29). Further Questions: Would You Hire a Person Who Has an Autistic Spectrum Disorder For a Reference Librarian Position? Hiring Librarians. https://hiringlibrarians.com/2012/06/29/further-questions-would-you-hire-a-person-who-has-an-autistic-spectrum-disorder-for-a-reference-librarian-position/
Eng, A. (2017). Neurodiversity in the Library: One Librarian’s Experience. In the Library with the Lead Pipe. https://www.inthelibrarywiththeleadpipe.org/2017/neurodiversity-in-the-library/
Finn, J. (2023, September 16). Two Librarians Fired Over Autism-Awareness Display, Because Rainbow. Prism & Pen. https://medium.com/prismnpen/two-librarians-fired-over-autism-awareness-display-because-rainbow-c8b3fbd2c916
Furr, P. (2023, March 7). Why It’s Important To Embrace Neurodiversity In The Workplace (And How To Do It Effectively). Forbes. Retrieved April 25, 2024, from https://www.forbes.com/sites/forbesbusinesscouncil/2023/03/07/why-its-important-to-embrace-neurodiversity-in-the-workplace-and-how-to-do-it-effectively/
Gainey, K. (2023, September 20). What Is Social Skills Training & How Is It Used? Choosing Therapy. https://www.choosingtherapy.com/social-skills-training/
Geraghty, T. (2024, July 26). Psychological safety and neurodiversity. Psych Safety. https://psychsafety.com/psychological-safety-and-neurodiversity/
Giles-Smith, L., & Popowich, E. (2023). Autistic employees in Canadian academic libraries: Barriers, opportunities, and ways forward. Canadian Journal of Academic Librarianship, 9, 1–22.
Haire, A. (2025). What Does It Mean to Be Information Literate for an Autistic Librarian in the Academic Library Workplace?. Journal of Information Literacy, 19(1), 27–47.
Howard, J. (2022, December 14). It’s Important to Create Psychological Safety for Autistic Professionals. https://www.inclusionhub.com/articles/create-psychological-safety-for-autistic-professionals
Inc, G. (2025, April 25). Neurodiverse Workers: Hidden Challenges, Untapped Potential. Gallup.Com. https://www.gallup.com/workplace/659618/neurodiverse-workers-hidden-challenges-untapped-potential.aspx
Is Your Workplace Neurodivergent Competent? (2022, September 20). Psych Central. https://psychcentral.com/health/neurodiversity-in-the-workplace
jrose. (2022, October 31). Neurodiversity and Libraries. Liblime. https://liblime.com/2022/10/31/neurodiversity-and-libraries/
Juarez, A. H. (Host). (2025, May 30). Cultivating an Inclusive Workplace for Neurodivergent Staff with Renee Grassi (No. 174) [Broadcast]. https://libraryleadershippodcast.com/174-cultivating-an-inclusive-workplace-for-neurodivergent-staff-with-renee-grassi/
Louise Taylor. (2022, January 11). Communication Styles, Counseling, and Neurodiversity. Psychology Today. https://www.psychologytoday.com/us/blog/the-neurodivergent-therapist/202201/communication-styles-counseling-and-neurodiversity
Ludmila Praslova. (2022, April 24). Workplace bullying of autistic people: A Vicious cycle. Specialisterne. https://us.specialisterne.com/workplace-bullying-of-autistic-people-a-vicious-cycle/
Ludmila Praslova. (2022, February 1). Moral Injury at Work and Neurodiversity: Are there Additional Risk Factors? Specialisterne. https://ca.specialisterne.com/moral-injury-at-work-and-neurodiversity-are-there-additional-risk-factors/
Maddock, K. (n.d.). To what extent are autistic library staff in the UK supported in their workplace?
Maxwell, L. (2022, July 25). Being an Autistic School Librarian. BOOK RIOT. https://bookriot.com/being-an-autistic-school-librarian/
Motti, S. W., Niloofar Kalantari, Vivian. (2024, April 24). Neurodiversity inclusion starts with the job interview. Fast Company. https://www.fastcompany.com/91111139/neurodiversity-inclusion-starts-with-the-job-interview
Nasland, R., Dudheker, S., & Dudheker, R. N. and S. (2023, July 20). Designing for Neurodiversity in the Workplace. Work Design Magazine. https://www.workdesign.com/2023/07/designing-for-neurodiversity-in-the-workplace/
Neurodiversity in the Library: One Librarian’s Experience – In the Library with the Lead Pipe. (n.d.). Retrieved May 24, 2022, from https://www.inthelibrarywiththeleadpipe.org/2017/neurodiversity-in-the-library/
Neurodiversity Resources For Students—Neurodiversity Hub<br/>. (n.d.). Neurodiversity Hub. Retrieved April 3, 2026, from https://www.neurodiversityhub.org/training1
Newman, B. L. (2024, April 26). Supporting Neurodiversity in the Library Workplace. Librarian by Day. https://librarianbyday.net/2024/04/26/supporting-neurodiversity-in-the-library-workplace/
Praslova, L. N. (2022, June 21). An Intersectional Approach to Inclusion at Work. Harvard Business Review. https://hbr.org/2022/06/an-intersectional-approach-to-inclusion-at-work
Rosa, S. D. R. (2018, September 14). What Is Light Sensitivity Like for One Autistic? Thinking Person’s Guide to Autism. http://www.thinkingautismguide.com/2018/09/what-is-light-sensitivity-like-for-one.html
Smith, S. (n.d.). Training & Resource Center. Autism Society. Retrieved April 3, 2026, from https://autismsociety.org/training-resource-center/
Southey, S., Morris, R., Nicholas, D., & Pilatzke, M. (2024). Autistic perspectives on employment: A scoping review. Journal of Occupational Rehabilitation, 34(4), 756–769.
Staff, L. (2026, April 2). Autism Librarian. Autism Librarian. https://autismlibrarian.wordpress.com/
Steinemann, A. (2019). Ten questions concerning fragrance-free policies and indoor environments. Building and Environment, 159, 106054. https://doi.org/10.1016/j.buildenv.2019.03.052
The Association of Southeastern Research Libraries (ASERL) (Director). (2024, February 29). Library Accessibility Alliance (LAA) Webinar: Transforming Librarianship to Model Neuroinclusion in Libraries [Video recording]. https://vimeo.com/918005788
Torres, A. (n.d.). Neurodiversity at Work Playbook: Employee Engagement & Growth Series. Disability:IN. Retrieved April 4, 2025, from https://disabilityin.org/resource/neurodiversity-at-work-playbook-employee-engagement-growth-series/
Training Autistic Employees—Hire Autism. (2022, January 5). https://www.hireautism.org/resource-center/training-autistic-employees/
Tumlin, Z. (2019). “This Is a Quiet Library, Except When It’s Not:” On the Lack of Neurodiversity Awareness in Librarianship. Music Reference Services Quarterly, 22(1–2), 3–17. https://doi.org/10.1080/10588167.2019.1575017
#autism #autismAcceptance #autismAcceptanceMonth #Librarians #Libraries #neurodiverseWorkplace #neurodiversity -
Autism Acceptance, Belonging, and Inclusion at Work Is Just Good Workplace Design
April is Autism Acceptance Month. Creating workspaces that are inclusive and welcoming for everyone, including neurodiverse staff, is an important part of workplace well-being.
We tend to treat autism acceptance, and neurodiversity more broadly, as something separate from the rest of our work. It becomes a program, a training, or a hiring initiative. Something we add on rather than something we build into how work functions. But when you look at what meaningful acceptance requires, it starts to look a lot like good communication practice in general. It looks like clear expectations, thoughtful communication, flexibility, and environments that make it easier for people to do their jobs. Clear is kind.
When we talk about autism acceptance, we often focus on awareness or understanding. Those things matter, but they are only a starting point. Creating spaces that are inclusive and welcoming is the goal. Acceptance shows up in how we design and work on a daily basis. It shows up in job descriptions that are clear about expectations, in structured interviews that reduce guesswork, and in communication practices that don’t rely entirely on verbal exchanges or implicit norms. It shows up in giving people advance notice of changes whenever possible, and in creating workspaces that reduce unnecessary sensory strain. And knowing what things are most likely to cause sensory strain – lighting, noise, air quality, etc. It also shows up in flexibility, both in how work gets done and in recognizing that people may approach tasks differently and still be highly effective. All of that matches the research around what makes healthy workplaces, including the physical space and policies.
None of these changes are particularly radical, and they benefit everyone at work. The same practices that support autistic employees also make work more accessible, consistent, and sustainable for everyone. This is something we see again and again when we talk about workplace design more broadly: when we remove unnecessary barriers, more people are able to do their best work. (Universal design, anyone?)
But just like other aspects of workplace wellbeing, we tend to shift responsibility to the individual. We tell people to be more resilient, to communicate more clearly, to manage their time better, or to engage in more self-care. At the same time, we don’t address or change the underlying issues in place – unclear expectations, constantly shifting priorities, environments that are noisy or distracting, and workflows that depend on interruption and urgency.
If the environment requires people to navigate ambiguity, sensory overload, and inconsistent communication just to function, then the issue is not that some employees need accommodations. The issue is that the workplace has been designed in a way that creates unnecessary barriers.
For autistic employees, that kind of environment can be especially challenging. More broadly, it undermines psychological safety for everyone. Teams function better when expectations are clear, communication is direct, and people feel comfortable expressing concerns or asking for clarification. That is about being more intentional in how we support one another’s work.
It is also important to be clear about what we mean when we talk about supporting autistic employees. The goal is not to help individuals adapt to a system that was not designed with them in mind. The goal is to design systems that allow more people to succeed. When expectations are clear, people make fewer mistakes. When communication improves, collaboration improves for everyone. When environments reduce unnecessary strain, everyone has more capacity to focus and engage in their work. When flexibility is built into the system, retention and job satisfaction improve for everyone.
These are organizational outcomes, not individual accommodations.
If we hire neurodiverse employees without addressing culture, policies, and practices, we are not creating inclusion. We are asking people to navigate the same barriers that existed before, often with the expectation that they will find ways to manage them on their own. Hiring is only one step, and it is not the most difficult one. The more challenging work is examining how decisions are made, how communication happens, how physical and virtual spaces are structured, and what people are expected to manage as part of their day-to-day work.
Where to Start
If this feels like a lot, start with one thing.
- Write expectations down instead of relying on verbal instructions.
- Be explicit, do not rely on implication or assumed understanding.
- Build more predictability into schedules.
- Take a close look at how meetings are structured.
- Create a quiet space for staff, even if it’s small.
- Ask your team what actually helps them do their work.
Creating a work environment that goes beyond autism acceptance to belonging and inclusion at work is not separate from workplace well-being. It is one way of understanding whether our workplaces are functioning in ways that support the people in them. When we design workplaces that support autistic employees, we are also creating environments that are clearer, more flexible, and more sustainable for everyone.
P.S. If you’re an autistic or neurodiverse librarian consider submitting a presentation about creating a welcoming workplace for autistic and/or neurodiverse staff to ThriveLib, a virtual conference created for librarians, library managers, and library workers who are ready to reimagine what well-being looks like in their professional lives.
References and Suggested Readings
Alissa. (2021, February 20). Libraries are for everyone! Except if you’re autistic. Cataloguing the Universe. https://lissertations.net/post/1626
Anderson, A. (2018). Employment and Neurodiverse Librarians. STEMPS Faculty Publications, 82. https://digitalcommons.odu.edu/stemps_fac_pubs/82
Anderson, A. (2021). Job Seeking and Daily Workforce Experiences of Autistic Librarians. The International Journal of Information, Diversity, & Inclusion, 5(3), 38–63.
Anderson, A. (2022, September 26). Researcher’s Corner: At the intersection of autism and libraries. Hiring Librarians. https://hiringlibrarians.com/2022/09/26/researchers-corner-at-the-intersection-of-autism-and-libraries/
Anderson, A. M. (2021a). Exploring the workforce experiences of autistic librarians through accessible and participatory approaches. Library & Information Science Research, 43(2), 101088. https://doi.org/10.1016/j.lisr.2021.101088
Autism Career Pathways 501c3 (Director). (2020, February 10). Lauren the Autistic Librarian [Video recording]. https://www.youtube.com/watch?v=1zglfZn5bak
Bastian, R. (2023, October 23). Tips For Supporting Neurodiversity In The Workplace. Forbes. https://www.forbes.com/sites/rebekahbastian/2019/10/23/tips-for-supporting-neurodiversity-in-the-workplace/
Camp, C., & Finlay, D. J. (2025). The experiences of neurodivergent Library and Information Science [LIS] professionals working in academic libraries – a case study. The Journal of Academic Librarianship, 51(5), 103115. https://doi.org/10.1016/j.acalib.2025.103115
Cohen, R. A., Cooke, P., Holt, M., Lounsberry, M., Roga, E., Farrell, K. S., & Squires, J. (2025). Autistic librarians in the academic library hiring process. College & Research Libraries, 86(5), 705.
Commissioner, O. of the. (2023). Be Aware of Potentially Dangerous Products and Therapies that Claim to Treat Autism. FDA. https://www.fda.gov/consumers/consumer-updates/be-aware-potentially-dangerous-products-and-therapies-claim-treat-autism
Contributor, G. (2017b, April 16). Perspectives of an Autistic Children’s Librarian. ALSC Blog. https://www.alsc.ala.org/blog/2017/04/perspective-autistic-childrens-librarian/
Doyle, N. (2019, November 24). Ableism In The Workplace: When Trying Harder Doesn’t Work. Forbes. https://www.forbes.com/sites/drnancydoyle/2019/11/24/ableism-in-the-workplace-when-trying-harder-doesnt-work/
Emily. (2012, June 29). Further Questions: Would You Hire a Person Who Has an Autistic Spectrum Disorder For a Reference Librarian Position? Hiring Librarians. https://hiringlibrarians.com/2012/06/29/further-questions-would-you-hire-a-person-who-has-an-autistic-spectrum-disorder-for-a-reference-librarian-position/
Eng, A. (2017). Neurodiversity in the Library: One Librarian’s Experience. In the Library with the Lead Pipe. https://www.inthelibrarywiththeleadpipe.org/2017/neurodiversity-in-the-library/
Finn, J. (2023, September 16). Two Librarians Fired Over Autism-Awareness Display, Because Rainbow. Prism & Pen. https://medium.com/prismnpen/two-librarians-fired-over-autism-awareness-display-because-rainbow-c8b3fbd2c916
Furr, P. (2023, March 7). Why It’s Important To Embrace Neurodiversity In The Workplace (And How To Do It Effectively). Forbes. Retrieved April 25, 2024, from https://www.forbes.com/sites/forbesbusinesscouncil/2023/03/07/why-its-important-to-embrace-neurodiversity-in-the-workplace-and-how-to-do-it-effectively/
Gainey, K. (2023, September 20). What Is Social Skills Training & How Is It Used? Choosing Therapy. https://www.choosingtherapy.com/social-skills-training/
Geraghty, T. (2024, July 26). Psychological safety and neurodiversity. Psych Safety. https://psychsafety.com/psychological-safety-and-neurodiversity/
Giles-Smith, L., & Popowich, E. (2023). Autistic employees in Canadian academic libraries: Barriers, opportunities, and ways forward. Canadian Journal of Academic Librarianship, 9, 1–22.
Haire, A. (2025). What Does It Mean to Be Information Literate for an Autistic Librarian in the Academic Library Workplace?. Journal of Information Literacy, 19(1), 27–47.
Howard, J. (2022, December 14). It’s Important to Create Psychological Safety for Autistic Professionals. https://www.inclusionhub.com/articles/create-psychological-safety-for-autistic-professionals
Inc, G. (2025, April 25). Neurodiverse Workers: Hidden Challenges, Untapped Potential. Gallup.Com. https://www.gallup.com/workplace/659618/neurodiverse-workers-hidden-challenges-untapped-potential.aspx
Is Your Workplace Neurodivergent Competent? (2022, September 20). Psych Central. https://psychcentral.com/health/neurodiversity-in-the-workplace
jrose. (2022, October 31). Neurodiversity and Libraries. Liblime. https://liblime.com/2022/10/31/neurodiversity-and-libraries/
Juarez, A. H. (Host). (2025, May 30). Cultivating an Inclusive Workplace for Neurodivergent Staff with Renee Grassi (No. 174) [Broadcast]. https://libraryleadershippodcast.com/174-cultivating-an-inclusive-workplace-for-neurodivergent-staff-with-renee-grassi/
Louise Taylor. (2022, January 11). Communication Styles, Counseling, and Neurodiversity. Psychology Today. https://www.psychologytoday.com/us/blog/the-neurodivergent-therapist/202201/communication-styles-counseling-and-neurodiversity
Ludmila Praslova. (2022, April 24). Workplace bullying of autistic people: A Vicious cycle. Specialisterne. https://us.specialisterne.com/workplace-bullying-of-autistic-people-a-vicious-cycle/
Ludmila Praslova. (2022, February 1). Moral Injury at Work and Neurodiversity: Are there Additional Risk Factors? Specialisterne. https://ca.specialisterne.com/moral-injury-at-work-and-neurodiversity-are-there-additional-risk-factors/
Maddock, K. (n.d.). To what extent are autistic library staff in the UK supported in their workplace?
Maxwell, L. (2022, July 25). Being an Autistic School Librarian. BOOK RIOT. https://bookriot.com/being-an-autistic-school-librarian/
Motti, S. W., Niloofar Kalantari, Vivian. (2024, April 24). Neurodiversity inclusion starts with the job interview. Fast Company. https://www.fastcompany.com/91111139/neurodiversity-inclusion-starts-with-the-job-interview
Nasland, R., Dudheker, S., & Dudheker, R. N. and S. (2023, July 20). Designing for Neurodiversity in the Workplace. Work Design Magazine. https://www.workdesign.com/2023/07/designing-for-neurodiversity-in-the-workplace/
Neurodiversity in the Library: One Librarian’s Experience – In the Library with the Lead Pipe. (n.d.). Retrieved May 24, 2022, from https://www.inthelibrarywiththeleadpipe.org/2017/neurodiversity-in-the-library/
Neurodiversity Resources For Students—Neurodiversity Hub<br/>. (n.d.). Neurodiversity Hub. Retrieved April 3, 2026, from https://www.neurodiversityhub.org/training1
Newman, B. L. (2024, April 26). Supporting Neurodiversity in the Library Workplace. Librarian by Day. https://librarianbyday.net/2024/04/26/supporting-neurodiversity-in-the-library-workplace/
Praslova, L. N. (2022, June 21). An Intersectional Approach to Inclusion at Work. Harvard Business Review. https://hbr.org/2022/06/an-intersectional-approach-to-inclusion-at-work
Rosa, S. D. R. (2018, September 14). What Is Light Sensitivity Like for One Autistic? Thinking Person’s Guide to Autism. http://www.thinkingautismguide.com/2018/09/what-is-light-sensitivity-like-for-one.html
Smith, S. (n.d.). Training & Resource Center. Autism Society. Retrieved April 3, 2026, from https://autismsociety.org/training-resource-center/
Southey, S., Morris, R., Nicholas, D., & Pilatzke, M. (2024). Autistic perspectives on employment: A scoping review. Journal of Occupational Rehabilitation, 34(4), 756–769.
Staff, L. (2026, April 2). Autism Librarian. Autism Librarian. https://autismlibrarian.wordpress.com/
Steinemann, A. (2019). Ten questions concerning fragrance-free policies and indoor environments. Building and Environment, 159, 106054. https://doi.org/10.1016/j.buildenv.2019.03.052
The Association of Southeastern Research Libraries (ASERL) (Director). (2024, February 29). Library Accessibility Alliance (LAA) Webinar: Transforming Librarianship to Model Neuroinclusion in Libraries [Video recording]. https://vimeo.com/918005788
Torres, A. (n.d.). Neurodiversity at Work Playbook: Employee Engagement & Growth Series. Disability:IN. Retrieved April 4, 2025, from https://disabilityin.org/resource/neurodiversity-at-work-playbook-employee-engagement-growth-series/
Training Autistic Employees—Hire Autism. (2022, January 5). https://www.hireautism.org/resource-center/training-autistic-employees/
Tumlin, Z. (2019). “This Is a Quiet Library, Except When It’s Not:” On the Lack of Neurodiversity Awareness in Librarianship. Music Reference Services Quarterly, 22(1–2), 3–17. https://doi.org/10.1080/10588167.2019.1575017
#autism #autismAcceptance #autismAcceptanceMonth #Librarians #Libraries #neurodiverseWorkplace #neurodiversity -
Autism Acceptance, Belonging, and Inclusion at Work Is Just Good Workplace Design
April is Autism Acceptance Month. Creating workspaces that are inclusive and welcoming for everyone, including neurodiverse staff, is an important part of workplace well-being.
We tend to treat autism acceptance, and neurodiversity more broadly, as something separate from the rest of our work. It becomes a program, a training, or a hiring initiative. Something we add on rather than something we build into how work functions. But when you look at what meaningful acceptance requires, it starts to look a lot like good communication practice in general. It looks like clear expectations, thoughtful communication, flexibility, and environments that make it easier for people to do their jobs. Clear is kind.
When we talk about autism acceptance, we often focus on awareness or understanding. Those things matter, but they are only a starting point. Creating spaces that are inclusive and welcoming is the goal. Acceptance shows up in how we design and work on a daily basis. It shows up in job descriptions that are clear about expectations, in structured interviews that reduce guesswork, and in communication practices that don’t rely entirely on verbal exchanges or implicit norms. It shows up in giving people advance notice of changes whenever possible, and in creating workspaces that reduce unnecessary sensory strain. And knowing what things are most likely to cause sensory strain – lighting, noise, air quality, etc. It also shows up in flexibility, both in how work gets done and in recognizing that people may approach tasks differently and still be highly effective. All of that matches the research around what makes healthy workplaces, including the physical space and policies.
None of these changes are particularly radical, and they benefit everyone at work. The same practices that support autistic employees also make work more accessible, consistent, and sustainable for everyone. This is something we see again and again when we talk about workplace design more broadly: when we remove unnecessary barriers, more people are able to do their best work. (Universal design, anyone?)
But just like other aspects of workplace wellbeing, we tend to shift responsibility to the individual. We tell people to be more resilient, to communicate more clearly, to manage their time better, or to engage in more self-care. At the same time, we don’t address or change the underlying issues in place – unclear expectations, constantly shifting priorities, environments that are noisy or distracting, and workflows that depend on interruption and urgency.
If the environment requires people to navigate ambiguity, sensory overload, and inconsistent communication just to function, then the issue is not that some employees need accommodations. The issue is that the workplace has been designed in a way that creates unnecessary barriers.
For autistic employees, that kind of environment can be especially challenging. More broadly, it undermines psychological safety for everyone. Teams function better when expectations are clear, communication is direct, and people feel comfortable expressing concerns or asking for clarification. That is about being more intentional in how we support one another’s work.
It is also important to be clear about what we mean when we talk about supporting autistic employees. The goal is not to help individuals adapt to a system that was not designed with them in mind. The goal is to design systems that allow more people to succeed. When expectations are clear, people make fewer mistakes. When communication improves, collaboration improves for everyone. When environments reduce unnecessary strain, everyone has more capacity to focus and engage in their work. When flexibility is built into the system, retention and job satisfaction improve for everyone.
These are organizational outcomes, not individual accommodations.
If we hire neurodiverse employees without addressing culture, policies, and practices, we are not creating inclusion. We are asking people to navigate the same barriers that existed before, often with the expectation that they will find ways to manage them on their own. Hiring is only one step, and it is not the most difficult one. The more challenging work is examining how decisions are made, how communication happens, how physical and virtual spaces are structured, and what people are expected to manage as part of their day-to-day work.
Where to Start
If this feels like a lot, start with one thing.
- Write expectations down instead of relying on verbal instructions.
- Be explicit, do not rely on implication or assumed understanding.
- Build more predictability into schedules.
- Take a close look at how meetings are structured.
- Create a quiet space for staff, even if it’s small.
- Ask your team what actually helps them do their work.
Creating a work environment that goes beyond autism acceptance to belonging and inclusion at work is not separate from workplace well-being. It is one way of understanding whether our workplaces are functioning in ways that support the people in them. When we design workplaces that support autistic employees, we are also creating environments that are clearer, more flexible, and more sustainable for everyone.
P.S. If you’re an autistic or neurodiverse librarian consider submitting a presentation about creating a welcoming workplace for autistic and/or neurodiverse staff to ThriveLib, a virtual conference created for librarians, library managers, and library workers who are ready to reimagine what well-being looks like in their professional lives.
References and Suggested Readings
Alissa. (2021, February 20). Libraries are for everyone! Except if you’re autistic. Cataloguing the Universe. https://lissertations.net/post/1626
Anderson, A. (2018). Employment and Neurodiverse Librarians. STEMPS Faculty Publications, 82. https://digitalcommons.odu.edu/stemps_fac_pubs/82
Anderson, A. (2021). Job Seeking and Daily Workforce Experiences of Autistic Librarians. The International Journal of Information, Diversity, & Inclusion, 5(3), 38–63.
Anderson, A. (2022, September 26). Researcher’s Corner: At the intersection of autism and libraries. Hiring Librarians. https://hiringlibrarians.com/2022/09/26/researchers-corner-at-the-intersection-of-autism-and-libraries/
Anderson, A. M. (2021a). Exploring the workforce experiences of autistic librarians through accessible and participatory approaches. Library & Information Science Research, 43(2), 101088. https://doi.org/10.1016/j.lisr.2021.101088
Autism Career Pathways 501c3 (Director). (2020, February 10). Lauren the Autistic Librarian [Video recording]. https://www.youtube.com/watch?v=1zglfZn5bak
Bastian, R. (2023, October 23). Tips For Supporting Neurodiversity In The Workplace. Forbes. https://www.forbes.com/sites/rebekahbastian/2019/10/23/tips-for-supporting-neurodiversity-in-the-workplace/
Camp, C., & Finlay, D. J. (2025). The experiences of neurodivergent Library and Information Science [LIS] professionals working in academic libraries – a case study. The Journal of Academic Librarianship, 51(5), 103115. https://doi.org/10.1016/j.acalib.2025.103115
Cohen, R. A., Cooke, P., Holt, M., Lounsberry, M., Roga, E., Farrell, K. S., & Squires, J. (2025). Autistic librarians in the academic library hiring process. College & Research Libraries, 86(5), 705.
Commissioner, O. of the. (2023). Be Aware of Potentially Dangerous Products and Therapies that Claim to Treat Autism. FDA. https://www.fda.gov/consumers/consumer-updates/be-aware-potentially-dangerous-products-and-therapies-claim-treat-autism
Contributor, G. (2017b, April 16). Perspectives of an Autistic Children’s Librarian. ALSC Blog. https://www.alsc.ala.org/blog/2017/04/perspective-autistic-childrens-librarian/
Doyle, N. (2019, November 24). Ableism In The Workplace: When Trying Harder Doesn’t Work. Forbes. https://www.forbes.com/sites/drnancydoyle/2019/11/24/ableism-in-the-workplace-when-trying-harder-doesnt-work/
Emily. (2012, June 29). Further Questions: Would You Hire a Person Who Has an Autistic Spectrum Disorder For a Reference Librarian Position? Hiring Librarians. https://hiringlibrarians.com/2012/06/29/further-questions-would-you-hire-a-person-who-has-an-autistic-spectrum-disorder-for-a-reference-librarian-position/
Eng, A. (2017). Neurodiversity in the Library: One Librarian’s Experience. In the Library with the Lead Pipe. https://www.inthelibrarywiththeleadpipe.org/2017/neurodiversity-in-the-library/
Finn, J. (2023, September 16). Two Librarians Fired Over Autism-Awareness Display, Because Rainbow. Prism & Pen. https://medium.com/prismnpen/two-librarians-fired-over-autism-awareness-display-because-rainbow-c8b3fbd2c916
Furr, P. (2023, March 7). Why It’s Important To Embrace Neurodiversity In The Workplace (And How To Do It Effectively). Forbes. Retrieved April 25, 2024, from https://www.forbes.com/sites/forbesbusinesscouncil/2023/03/07/why-its-important-to-embrace-neurodiversity-in-the-workplace-and-how-to-do-it-effectively/
Gainey, K. (2023, September 20). What Is Social Skills Training & How Is It Used? Choosing Therapy. https://www.choosingtherapy.com/social-skills-training/
Geraghty, T. (2024, July 26). Psychological safety and neurodiversity. Psych Safety. https://psychsafety.com/psychological-safety-and-neurodiversity/
Giles-Smith, L., & Popowich, E. (2023). Autistic employees in Canadian academic libraries: Barriers, opportunities, and ways forward. Canadian Journal of Academic Librarianship, 9, 1–22.
Haire, A. (2025). What Does It Mean to Be Information Literate for an Autistic Librarian in the Academic Library Workplace?. Journal of Information Literacy, 19(1), 27–47.
Howard, J. (2022, December 14). It’s Important to Create Psychological Safety for Autistic Professionals. https://www.inclusionhub.com/articles/create-psychological-safety-for-autistic-professionals
Inc, G. (2025, April 25). Neurodiverse Workers: Hidden Challenges, Untapped Potential. Gallup.Com. https://www.gallup.com/workplace/659618/neurodiverse-workers-hidden-challenges-untapped-potential.aspx
Is Your Workplace Neurodivergent Competent? (2022, September 20). Psych Central. https://psychcentral.com/health/neurodiversity-in-the-workplace
jrose. (2022, October 31). Neurodiversity and Libraries. Liblime. https://liblime.com/2022/10/31/neurodiversity-and-libraries/
Juarez, A. H. (Host). (2025, May 30). Cultivating an Inclusive Workplace for Neurodivergent Staff with Renee Grassi (No. 174) [Broadcast]. https://libraryleadershippodcast.com/174-cultivating-an-inclusive-workplace-for-neurodivergent-staff-with-renee-grassi/
Louise Taylor. (2022, January 11). Communication Styles, Counseling, and Neurodiversity. Psychology Today. https://www.psychologytoday.com/us/blog/the-neurodivergent-therapist/202201/communication-styles-counseling-and-neurodiversity
Ludmila Praslova. (2022, April 24). Workplace bullying of autistic people: A Vicious cycle. Specialisterne. https://us.specialisterne.com/workplace-bullying-of-autistic-people-a-vicious-cycle/
Ludmila Praslova. (2022, February 1). Moral Injury at Work and Neurodiversity: Are there Additional Risk Factors? Specialisterne. https://ca.specialisterne.com/moral-injury-at-work-and-neurodiversity-are-there-additional-risk-factors/
Maddock, K. (n.d.). To what extent are autistic library staff in the UK supported in their workplace?
Maxwell, L. (2022, July 25). Being an Autistic School Librarian. BOOK RIOT. https://bookriot.com/being-an-autistic-school-librarian/
Motti, S. W., Niloofar Kalantari, Vivian. (2024, April 24). Neurodiversity inclusion starts with the job interview. Fast Company. https://www.fastcompany.com/91111139/neurodiversity-inclusion-starts-with-the-job-interview
Nasland, R., Dudheker, S., & Dudheker, R. N. and S. (2023, July 20). Designing for Neurodiversity in the Workplace. Work Design Magazine. https://www.workdesign.com/2023/07/designing-for-neurodiversity-in-the-workplace/
Neurodiversity in the Library: One Librarian’s Experience – In the Library with the Lead Pipe. (n.d.). Retrieved May 24, 2022, from https://www.inthelibrarywiththeleadpipe.org/2017/neurodiversity-in-the-library/
Neurodiversity Resources For Students—Neurodiversity Hub<br/>. (n.d.). Neurodiversity Hub. Retrieved April 3, 2026, from https://www.neurodiversityhub.org/training1
Newman, B. L. (2024, April 26). Supporting Neurodiversity in the Library Workplace. Librarian by Day. https://librarianbyday.net/2024/04/26/supporting-neurodiversity-in-the-library-workplace/
Praslova, L. N. (2022, June 21). An Intersectional Approach to Inclusion at Work. Harvard Business Review. https://hbr.org/2022/06/an-intersectional-approach-to-inclusion-at-work
Rosa, S. D. R. (2018, September 14). What Is Light Sensitivity Like for One Autistic? Thinking Person’s Guide to Autism. http://www.thinkingautismguide.com/2018/09/what-is-light-sensitivity-like-for-one.html
Smith, S. (n.d.). Training & Resource Center. Autism Society. Retrieved April 3, 2026, from https://autismsociety.org/training-resource-center/
Southey, S., Morris, R., Nicholas, D., & Pilatzke, M. (2024). Autistic perspectives on employment: A scoping review. Journal of Occupational Rehabilitation, 34(4), 756–769.
Staff, L. (2026, April 2). Autism Librarian. Autism Librarian. https://autismlibrarian.wordpress.com/
Steinemann, A. (2019). Ten questions concerning fragrance-free policies and indoor environments. Building and Environment, 159, 106054. https://doi.org/10.1016/j.buildenv.2019.03.052
The Association of Southeastern Research Libraries (ASERL) (Director). (2024, February 29). Library Accessibility Alliance (LAA) Webinar: Transforming Librarianship to Model Neuroinclusion in Libraries [Video recording]. https://vimeo.com/918005788
Torres, A. (n.d.). Neurodiversity at Work Playbook: Employee Engagement & Growth Series. Disability:IN. Retrieved April 4, 2025, from https://disabilityin.org/resource/neurodiversity-at-work-playbook-employee-engagement-growth-series/
Training Autistic Employees—Hire Autism. (2022, January 5). https://www.hireautism.org/resource-center/training-autistic-employees/
Tumlin, Z. (2019). “This Is a Quiet Library, Except When It’s Not:” On the Lack of Neurodiversity Awareness in Librarianship. Music Reference Services Quarterly, 22(1–2), 3–17. https://doi.org/10.1080/10588167.2019.1575017
#autism #autismAcceptance #autismAcceptanceMonth #Librarians #Libraries #neurodiverseWorkplace #neurodiversity -
Summer Suns add NCAA Tournament All-Region guard, Tucson product Jordan Gainey https://www.rawchili.com/4357271/ #add #all #basketball #bright #FrontPage #gainey #guard #jordan #ncaa #NCAABasketball #NCAAB #of #product #region #side #summer #sun #Suns #SunsSummerLeague #the #tournament #Tucson
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Summer Suns add NCAA Tournament All-Region guard, Tucson product Jordan Gainey https://www.rawchili.com/4357271/ #add #all #basketball #bright #FrontPage #gainey #guard #jordan #ncaa #NCAABasketball #NCAAB #of #product #region #side #summer #sun #Suns #SunsSummerLeague #the #tournament #Tucson
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Original study:
R. F. Williamson et al., New insights into early paleoindian (#Gainey) associations with #proboscideans and #canids in the niagara peninsula, southern ontario, #canada, Journal of Archaeological Science: Reports 47, 2023, https://doi.org/10.1016/j.jasrep.2022.103785. 🔓
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#Blood residue on #StoneTools provides first evidence for Paleo-Indian (#Gainey) #mastodon hunting 13,000 years ago in Southern #Ontario region, #Canada:
https://www.thespec.com/news/hamilton-region/2022/12/31/discovery-of-mastodon-blood-on-ice-age-tools-first-of-its-kind-in-ontario.html by @[email protected] via @[email protected]
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#Blood residue on #StoneTools provides first evidence for Paleo-Indian (#Gainey) #mastodon hunting 13,000 years ago in Southern #Ontario region, #Canada:
https://www.thespec.com/news/hamilton-region/2022/12/31/discovery-of-mastodon-blood-on-ice-age-tools-first-of-its-kind-in-ontario.html by @[email protected] via @[email protected]
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#Blood residue on #StoneTools provides first evidence for Paleo-Indian (#Gainey) #mastodon hunting 13,000 years ago in Southern #Ontario region, #Canada:
https://www.thespec.com/news/hamilton-region/2022/12/31/discovery-of-mastodon-blood-on-ice-age-tools-first-of-its-kind-in-ontario.html by @[email protected] via @[email protected]
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#Blood residue on #StoneTools provides first evidence for Paleo-Indian (#Gainey) #mastodon hunting 13,000 years ago in Southern #Ontario region, #Canada:
https://www.thespec.com/news/hamilton-region/2022/12/31/discovery-of-mastodon-blood-on-ice-age-tools-first-of-its-kind-in-ontario.html by @[email protected] via @[email protected]
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First Siphon Coffee Adventure: Brewing Magic
What attracted me to CoffeeGeek was the fantastical assortment of ways to brew coffee displayed on the website. I remember the first time I saw the (old) how to on vacuum brewers (aka siphon coffee makers) and thought it was a combination of science and magic. When I signed on as a writer here, I told Mark (Prince, Senior Editor) about my fascination with these science shows, and he promptly shipped me a Hario Coffee “Syphon” TCA-2 Technica model to try out and write about.
Writing for CoffeeGeek has perks: I was given a Hario Technica to write about!It Arrives
So there I was, staring at this strange contraption called a siphon coffee maker, wondering if it was a coffee-making apparatus or an alien spaceship that had somehow landed on my kitchen counter. With a mix of excitement and curiosity, I embarked on a siphon coffee adventure, hoping to unlock the secrets of this brewing marvel. I did my research, watching youtube vids, and relying heavily on the How To for Siphon Coffee right here on this website.
To get the journey moving along, I gathered all the necessary ingredients: fresh coffee beans, filtered water, a brand new Baratza Encore ESP grinder, a kettle to pre-heat the water, and the Hario Technica siphon coffee maker kit. I got the kettle going. Ground up the coffee, with luscious aromas filling the air, teasing my senses and building anticipation for the brewing process ahead.
With coffee grounds in hand, I began the final setup. The siphon coffee maker consists of two glass chambers, one stacked on top of the other, connected by a narrow tube. The lower chamber houses the water, while the upper chamber holds the coffee grounds. It all seemed straightforward enough—until I saw the small alcohol burner that accompanied the kit. Urk.
Okay. After a trip to the automotive (!!) store, where I picked up some denatured alcohol for the cloth wick burner, I was back home, ready to try again. (sidenote – do not use isopropyl alcohol, only denatured alcohol or methyl hydrate (in Canada) for these things).
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Coffee: ground up. Filtered water: boiled in a kettle. Siphon prepared with the cloth filter apparatus attached and sprung loaded. 350ml of hot water poured into the lower globe. Now, the nervous part.
I gingerly moved the cloth wick burner under the lower glob, and feeling a twinge of nervousness, lit a match and fired it up. Lighting the burner was like lighting a miniature campfire on my kitchen counter, and visions of flames engulfing my entire home briefly danced in my mind. But hey, what’s an adventure without a little risk, right?
With trepidation, I lit the burner, and a soft, blue yellow/blueish flickered to life. Phew! Disaster averted.
The water in the lower globe, already heated, seemed to react instantly to the soft flame underneath. A mesmerizing transformation began. Bubbles formed, dancing and swirling, as if they were excited about the brewing process too.
I learned this was the point to add the top siphon component to the bottom, but not in a tight seal: place the siphon into the bottom globe but at an angle. I can’t actually recall why. (ed.note – this is to introduce the steel balls on the filter spring to the bottom globe before you hit 100C, and prevent flash boiling: the inside of the glass surface is very smooth and water could superheat past boiling without the bubble action… until a new surface area is introduced, then PFFFFT, flash boil!)
Once I saw the bubbles forming on the steel of the filter spring, I straightened the top brewing chamber and created a seal between it and the bottom chamber thanks to the Technica’s rubber gasket at its midpoint. The rubber to glass contact created a good seal, and I marvelled at the ingenuity behind the design. It was like being an active part in a scientific experiment.
Now it was time for the main event—the infusion of coffee and water. Water started moving up the siphon to the top chamber, thanks to the expansion of steam in the sealed lower chamber. As soon as an inch of it was in the top, I added the ground coffee and watched as it gently cascaded down, and mixed with the rising water. I also gave it one stir with a plastic spoon, to fully saturate the grinds.
With the coffee in place, I eagerly waited for the magic to happen. Water continued to heat and rise from the lower chamber, making its way to the upper one, where it mingled with the coffee. I was captivated as I observed the mesmerizing dance of coffee and water, swirling and intermingling through the turbulence steam power created. It was a delicate balance between art and science, and I felt like I was witnessing something truly special—a symphony of flavors being created right before my eyes.
All too soon, it was time to end the upper bowl show, and get coffee back into the bottom chamber. I put the included steel cap on the cloth wick burner, and slid it out and away from the siphon assembly. This triggered the next scientific step: the phase change of a gas back to a liquid, and the resulting vacuum of space it creates.
And that’s what happened. Within seconds, the brewed coffee was drawn back down the siphon, through the cloth filter, into the lower chamber. It didn’t take long, and ended with a mass of bubbles and foam created in the lower chamber. Soon, the science experiment was over!
I carefully removed the upper chamber, revealing the end result of my brewing endeavor. The aroma that filled the air was nothing short of heavenly—a rich, tantalizing scent that awakened my senses and made my taste buds tingle with excitement.
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want to reach a global specialty coffee audience? advertise with us.Tasting the Siphon Production
With great anticipation, I had to wait for the coffee to cool down. One of the things I remembered reading about siphon coffee was that it brewed at near perfect temperatures, but was also very hot when first served. So I waited. And waited.
Then I poured the brewed coffee into a mug, watching as it cascaded down, revealing its golden-brown hue. The first sip was pure bliss—a velvety texture with layers of complex flavors that danced on my palate. The clarity! The balance! The expression it provided!
My first siphon coffee adventure had come to an end, but the memories and the magic would linger on. This peculiar brewing method had not only satisfied my caffeine cravings but had also awakened a newfound appreciation for the artistry and science behind coffee brewing. The best part is, it’s not the end of an adventure, but just a beginning!
The V60 is the love of my coffee life, but if any device could give it a run for that position, the siphon coffee maker might just be the one. I’ve brewed with it a dozen times since, and every single brewing session felt like an adventure, an opportunity to explore different coffee beans and unlock their unique flavors.
So, if you ever find yourself face to face with a siphon coffee maker, don’t be intimidated. Embrace the curiosity, ignite the flame, and embark on your own magical journey of brewing perfection. Who knows, you might just discover a whole new world of coffee delights waiting to be savored.