F them fish! AuDHD for grownups

The ndWILD Co-Founders: Callie, Jayne, and Troy announce the first ever winners of the WILDly Neuroinclusive Awards LIVE in the following 5 categories:1) WILDly Neuroinclusive Organisation: Recognises an organisation that has moved from awareness to structural action, changing how their systems, processes, or culture works for neurodivergent people.2) WILDly Neuroinclusive Individual: Recognises a person who makes inclusion real for others through their daily actions, leadership, or advocacy, not just their identity3) WILDly Neuroinclusive Event or Venue: Recognises a space or event that proved belonging doesn't have to be designed out, it can be designed in, for every kind of brain.4) WILD Community Impact Award: Recognises work that reaches beyond a single workplace into communities, schools, or the public, making neurodiversity visible in the wider world.5) WILD Change Maker: Recognises the biggest shift created in the last 6 months by a person, project, or team. This is about momentum, something moved because of them.Tell us what you think: hello@ndwildglobal.org and tell us who you think should be in the running for the 2027 WILDly Neuroinclusive Awards!Follow us on Youtube, Instagram and Tiktok @ndWILDGlobal

Neurodiversity is bigger than autism and ADHD, and awareness alone is not the same thing as inclusion.In this episode, Callie and Jayne kick off Neurodiversity Celebration Week 2026 by unpacking what neurodiversity actually means, why it is a social identity rather than a medical label, and why so many workplace conversations still flatten it into stereotypes, checklists, and entry-level training.They talk about the problem with ‘autism and others’ thinking, why resist the list matters, and what happens when organisations say all the right things but their systems, culture, and leadership behaviours do not actually change.They also answer a listener question about the difference between awareness and real inclusion in practice, exploring microaggressions, assigning intent, conflicting needs between neurodivergent people, and how to tell whether a workplace is genuinely trying to improve.This one is part celebration, part side-eye, and part practical reality check.In this episodewhat neurodiversity actually meanswhy it is bigger than autism and ADHDwhy awareness without systems change falls flatresist the list: the problem with stereotypes and trait checklistshow to tell whether a workplace is truly inclusivemicroaggressions, intent, repair, and real progressa quick look at the WILDly Neuro-inclusive Awards Timestamps00:11 Welcome and Neurodiversity Celebration Week begins01:40 What this episode is really about: awareness vs inclusion02:03 Neurodiversity is bigger than autism and ADHD02:42 Neurodiversity as a social identity, not a medical term05:24 Why the numbers are likely bigger than reported05:53 DCA and AMAZE’s Neurodiversity at Work Guide08:08 Diagnosis, identity, and barriers to being recognised08:46 The problem with ‘autism and others’ training10:04 Resist the List and why stereotypes are harmful11:24 Why entry-level training misses too many neurodivergent adults12:39 Perimenopause, nervous systems, and the broader neurodiversity conversation17:22 Listener question: awareness vs real inclusion at work19:24 Why systems, processes, and leadership matter21:22 What happens when neurodivergent needs clash22:34 Pain, perfection, and the pressure for workplaces to get it right23:48 Assigning intent and stepping back from the moment24:24 Microaggressions, trauma lenses, and ‘micro receivings’25:42 Don’t let perfection get in the way of progress26:01 What genuine effort actually looks like27:37 Acknowledging mistakes, correcting, and moving on29:47 Launching the WILDly Neuro-inclusive Awards31:22 Hope, frustration, and the future of neuroinclusion32:35 Follow, subscribe, and send us your ADHD tax storiesConnectFind us on YouTube, Instagram and TikTok at F Them Fish: AuDHD for GrownupsSend your stories and questions to FThemFish@gmail.com

In this episode of F Them Fish: AuDHD for Grownups, Callie and Jayne talk about the strange joy of organising when your brain is finally in the mood for it, and why 'out of sight, out of mind' is not always an ADHD tax. Sometimes it is an ADHD bonus.They unpack the emotional lift that comes from sorting cupboards, rediscovering forgotten treasures, and building systems that actually work for the way neurodivergent people live. From colour-coded towels and linen hacks to craft supplies, fabric finds, and childhood memories, this episode is equal parts practical, funny, and deeply familiar.They also respond to a listener question about rejection sensitivity and bosses, exploring how much of workplace discomfort is about perception, how much might be a real shift, and why the relationship with your immediate manager can shape your whole experience at work. That conversation opens into a bigger reflection on leadership, vulnerability, responsibility, and the loneliness that can come with being the person expected to hold it all together.To close, Callie shares a brand-new poem inspired by spoon theory, written in a hyperfocus burst and read aloud for the first time on the podcast. It is tender, sharp, funny, and likely to hit home for anyone who has ever been told they were inconsistent when really they were just running low on spoons.Timestamps00:11 Welcome back and chaotic bestie energy01:49 Post-Sydney crash and the need to recover02:38 ADHD bonus: organising the linen cupboard04:46 Linen and quilt set hack: store sets inside a pillowcase05:27 Why organisation brings joy when the timing is right06:10 Designing homes and systems around how people actually live07:17 Guest linen standards, stained sheets, and household rules09:18 Offering tea, sandwiches, and emotional support to everyone10:21 Cleaners as support, not luxury11:24 Back to the cupboard: forgotten fabric and the ADHD memory bonus14:11 Jayne’s craft reorganisation and rediscovering treasured fabrics15:57 Buttons, pendants, sewing memories, and childhood signs no one spotted18:50 Surprise podcast stickers and octopus merch joy19:50 Love Hearts, nostalgia, and disappointing lolly messages21:46 Listener question: how do I handle RSD with my boss?23:42 Why your relationship with your manager matters so much24:53 Perception, assigning intention, and scripting hard conversations26:27 Looking at your boss with empathy without losing yourself29:35 Leadership can be lonely31:13 Boundaries, vulnerability, and leading as a human33:10 What leaders owe people in moments of uncertainty35:41 Why people look for someone who can hold the line38:57 Creating the authorising environment for others to thrive39:28 The emotional weight leaders carry behind the scenes40:12 Hyperfocus, songwriting, and the origin of the spoon poem42:05 Callie reads I’m Out of Spoons45:47 Jayne responds: “I feel seen”47:08 Where the poem might live next on socials47:41 Wrap-up and goodbyeConnect with usFind us on YouTube, Instagram and TikTok at F Them Fish AuDHD for GrownupsSend questions, stories, poetry, songs, or kind thoughts to FThemFish@gmail.com

Join us in Sydney as we prepare to march in the Mardi Gras Parade!In this lively episode of the Wild Voice podcast, the hosts share their experiences and excitement as they prepare for the Sydney Mardi Gras. They discuss the joy of authenticity, the importance of representation, and personal stories of coming out, including the challenges faced by neurodivergent individuals. The conversation highlights the sense of community and celebration at Mardi Gras, as well as the preparations and gratitude for the support received from sponsors and friends. The hosts express their eagerness to participate in the parade and connect with others in the LGBTQIA community.Chapters00:00 Introduction to Mardi Gras Experience01:49 The Joy of Authenticity at Mardi Gras03:17 Personal Stories of Coming Out09:34 Neurodiversity and Queerness13:08 Preparing for the Parade19:09 Gratitude and Looking ForwardFollow us on Instagram and YouTube @ndWILDGlobal. Send us your questions and comments to hello@ndWILD.org

The ndWILD co-founders record in-person from WILD HQ for February's global neurodiversity update, covering a powerful research insight on resilience, a community story about late diagnosis wait-times in the UK, and three practical inclusion tips for any big event (including Mardi Gras). This episode shares lived experience, general education, and coaching-style suggestions. It is not medical advice and is not a substitute for professional support.This month’s update is equal parts warmth, goblin-energy, and genuinely useful tools. The team unpacks a global research out of Hong Kong suggesting resilience isn’t a fixed personality trait, it’s something you can build, and highlights one standout protective factor for kids: having an adult who genuinely likes them. We make no apologies for getting a little emotional with this one! You can find the study here: https://doi.org/10.1007/s00787-025-02947-8Then we share a community story from 'Shelly' (pseudonym), a 53-year-old in the UK who finally sought an autism/ADHD assessment, only to be told the wait could be 7.5 years. The conversation turns to what you can do while waiting: why self-identification can be valid, how to start learning your needs without waiting for permission, and how choosing your own labels can change the way you feel about yourself and interact with the world around you.Finally, the team gears up for Mardi Gras, shouting out accessibility 'vibe shepherd' Pat O’Toole, and runs through WILD’s Top 3 Neuroinclusion Event Tips, because events are meant to be joyful, not something you have to push through.How to get involved with WILDExplore WILD’s free inclusion guides (including a Mardi Gras-specific version and pocket guide designed for screenshots) - www.ndwild.org/inclusionSubscribe to the WILD Voice newsletter - www.ndwild.orgSubmit your story / questions / research via the Share your WILD option on the websiteTop 3 WILD Neuroinclusion Event Tips Make a plan for your body and senses (water, snacks, sunnies, sound/light/crowds)Plan your movement (arrival, meeting points, exits, toilets, transport/parking)Plan to protect your nervous system (ask for help, take breaks, leave early if needed)“Resilience isn’t a personality trait, it’s a muscle you can exercise.” Troy“Until you choose your own labels, you wear the ones other people give you.” Callie“Events are meant to be joyful, not something you have to push through.” JayneChapters 00:00 Welcome to WILD Voice 02:42 Research nerd-out – global review: resilience isn’t a personality trait, it’s a muscle08:45 The power of one adult who likes you, why it matters for kids and how to ‘polish the apple’ 13:28 Community story: Shelly’s late-diagnosis journey 20:11 Navigating ADHD diagnosis barriers and the ridiculous UK adult wait times for services23:14 Self-discovery & advocacy. Self-diagnosis validity, knowing your needs and choosing your own labels)26:24 Preparing for big events: neuroinclusion & accessibility tips, tools and strategies38:54 Bonus audio insert: Peek-a-Boo WILDly SSS NQE Hidden Disability Sunflower program: https://hdsunflower.com

Callie Elward-Barrett and Jayne Gurton are together to record in person! and unpack why neurodivergent people can feel misunderstood even when they’re being crystal clear - explicit vs inferred meaning, threat-scanning vs social inference, and the cost of code-switching. Plus: why ADHD brains love musicals, and a listener question on asking for workplace accommodations without apologising.Callie and Jayne are together in person (sleep-deprived, delighted, and hilariously unfiltered) for a “talkie-talkie” episode that swings from funny to deeply useful.They start with neurodivergent life logistics—spoons, pain, sleep, and the reality of showing up when your nervous system is already taxed. Then they dive into why musicals can be such a powerful regulation tool for ADHD brains, including Callie’s “third track” theory: story + music + lyrics creating enough channels that the brain can finally settle.The heart of the episode is a communication lens that explains a very common neurodivergent experience: feeling misunderstood even when you’re communicating clearly. They explore explicit language vs inferred meaning, and why reading into things can be predictive threat processing (protective scanning) rather than playful social inference.They finish with a listener question (“Delta”) about asking for workplace accommodations without apologising, offering practical scripts and a reminder that you’re not asking for special treatment, you’re asking for what helps you do the job you were hired to do.Note: lived experience and reflection, not medical advice.Key takeaways Miscommunication isn’t always bad communication, it can be different cognitive pathways.Some brains prioritise explicit meaning (words = meaning), others prioritise inferred meaning (what’s implied).Threat-scanning (“did I mess up?”) is not the same as social inference (“what did they intend?”).Code-switching is exhausting, often the transition is the hardest part.Accommodation requests land better with short scripts than long justifications.Practice reduces the shame loop: you’re allowed to ask for what you need.Send your stories, questions, and ADHD taxes to: Fthemfish@gmail.com.Follow the show on Instagram, YouTube, and TikTok: @FThemFishAuDHDforGrownups.Connect with Callie on LinkedIn: Callie Elward-Barrett and Jayne on LinkedIn/Instagram: Jayne Gurton.Chapters 00:00  Introduction 01:45  Exploring Neurodivergence and Personal Experiences06:12  Physical Health and Its Impact on Daily Life09:05 The Importance of Connection and Communication14:30  The Power of Musicals and Emotional Expression23:10 Understanding Communication Styles in Neurodivergent Individuals30:48  Understanding Social Inference vs. Predictive Threat Processing33:25  Communication Styles: Neurodivergent vs. Neurotypical34:53  The Importance of Empathy in Communication37:06  Navigating Code-Switching in Relationships39:56  The Role of Neurodiversity in Workplace Communication40:37  Listener Question: Asking for Accommodations at Work

A candid ADHD/autism conversation on crafting frustration, body image, Mardi Gras pressure, mindfulness through movement, and why community matters. Callie Elward-Barrett and Jayne Gurton unpack the wild west of neurodivergent coaching, lived experience, social media misinformation...and end with an unexpected outtake.In this episode, Callie and Jayne get real about ADHD and autism - the messy, funny, frustrating parts and the genuinely helpful parts. They talk about crafting as both joy and overwhelm, the way body image pressures hit differently when your nervous system is already running hot, and the stress of big public-facing moments. Why “just do mindfulness” often doesn’t land for neurodivergent brains. For many of us, mindfulness works best through movement (walking, stretching, dancing, fidgeting, doing). They also dig into community as a survival tool, and share the why behind building the Neuro-Inclusive Collective. You’ll also hear an honest take on the coaching landscape in neurodiversity - why quick-fix solutions can be harmful, why lived experience matters, and how social media can warp perceptions of what ADHD/autism looks like.Stay to the very end: there are laugh-out-loud outtakes right before the theme tune.What you’ll learn Why crafting can be regulating… until it’s notHow body image and 'should' thinking collide with neurodivergent stressWhy movement-based mindfulness often works better than stillnessWhat community support looks like when you actually need itThe difference between neuroinclusive coaching and quick-fix promise cultureHow social media misinformation shapes ADHD/autism expectationsWe’re not medical professionals! This episode is lived experience, reflection, and practical ideas to take what helps and leave what doesn’t.Chapters00:00: Neurodivergence check-in: ADHD, autism, and lived experience03:29: Crafting & creativity: joy, frustration, and the overwhelm cliff06:26: Body image & self-perception under pressure11:25: Too many roles at once: the neurodivergent bandwidth problem13:46: Mindfulness for ADHD/autism: why movement often works best16:31: The Neuro-Inclusive Collective: building real community support19:04: The neurodiversity industry: what helps vs what’s hype27:36: Staying credible: learning, updating, and avoiding certainty theatre31:26: Short-form content: helpful education vs oversimplified takes38:48: Emotional reality: shame, overwhelm, humour, and self-compassion42:23: Community stories: share your experiences!46:00: Outtakes / bloopers (stay for this - genuinely funny)47:27: Theme tuneWhat is neurodivergence?Neurodivergence is a non-medical umbrella term describing brains that develop or operate differently from what society treats as 'typical'. It includes ADHD and autism, among other differences. The key idea is variation, not deficit, while still acknowledging real support needs.Why doesn’t traditional mindfulness work for many people with ADHD or autism?Traditional mindfulness often assumes stillness, sustained attention, and low sensory load. For many neurodivergent people, those conditions can increase agitation or rumination. Movement-based mindfulness can work better because it regulates the nervous system while attention settles.What is movement-based mindfulness?Movement-based mindfulness is paying attention to the present moment while moving - walking, stretching, dancing, yoga, or even rhythmic fidgeting. The movement provides sensory input and regulation, making it easier to notice breath, thoughts, and feelings without overload.What should you watch for in neurodiversity coaching quick fixes?Be wary of absolute promises (fast cures, universal hacks) and shame-based messaging. Neurodivergent support should be personalised, flexible, and transparent about limits. Good coaching helps you build sustainable strategies, not mask harder.Follow F Them Fish_AuDHD For Grownups on Instagram and YoutubeFind Callie on Linked In

In this episode of F Them Fish: AuDHD for Grownups, Callie Elward-Barrett chats with Claire and Amy from Empact Group in Canberra about what neuroaffirming work looks like when it’s not just a policy - it’s the culture, the office setup, and the day-to-day behaviours.We talk twice exceptionality (2e) and the very real grief of having a brilliant brain and executive functioning that sometimes blocks you from using it. We unpack the practical stuff that actually helps - lighting options, quiet spaces, fidgets, noise-cancelling headphones, protein on hand - and the bigger leadership moves that matter most: curiosity, clarity, and conversations before there’s a problem.You’ll also hear a grounded take on the classic objections (“it’s not fair”, “people will take advantage”, “they were fine before they got diagnosed”) and why the answer isn’t doing nothing, it’s doing the basics well, keeping performance expectations clear, and remembering that neuroaffirming is just... person-affirming.Links / contact www.empactgroup.com.auFind Empact on LinkedIn: Empact GroupEmail the show: fthemfish@gmail.comKey topics ADHD / AuDHD at worktwice exceptional (2e), giftedness + ADHDlate diagnosis (women)neuroaffirming workplace, reasonable adjustments, fairness vs equity, and psychological safetyexecutive functioningsensory needs at work, communication preferences - the workplace prenupleadership vulnerability (with boundaries)employee value proposition (EVP)Takeaways:Twice exceptional (2e) can look like instant systems insight, plus a brain that blocks the follow-through.A neuroaffirming workplace is built on curiosity and clarity, not special treatment.Small environmental changes (light, space, fidgets, headphones) can make a massive difference.Fairness isn’t everyone getting the same thing, fair is people getting what they need to do their best work.Leaders can set the tone by being appropriately open (and not making it an HR performance).Edge cases exist, but they’re rare, don’t use the fear that someone might take advantage as an excuse to do nothing.Late diagnosis often doesn’t change someone, it gives them language, tools, and permission to stop burning out.The 'workplace prenup' idea: agree early on how you work best, what stress looks like, and what helps, so you’re not guessing later.Claire's Quotes:“Empact comes from, Empower to Act.”“We are making exceptions to the rule. All of. The. Time.”“A neuroaffirming workplace is actually just a person affirming workplace.”Chapters 00:00: Welcome01:08: Claire: ADHD, 2e (twice exceptional), and giftedness as neurodivergence02:12: What '2e' means (and why it’s both a gift and a grief)04:53: Amy: late-diagnosed ADHD in women over 40 and masking08:07: What Empact is (and why 44% disclosed neurodivergence matters)12:54: “Empower to Act”: how Empact got its name14:53: The neuroaffirming office: fidgets, lighting, quiet spaces, practical design17:20: Building trust and mutuality (and why symbolism can still matter)18:22: The practical supports: headphones, protein, meds, and brain fog21:00: “Limits” (the word we hate): principles, sustainability, and client realities23:37: Mutual responsibility: support and adulting31:57: Objection 1: “If I give it to them, it’s not fair”37:39: Objection 2: “People will take advantage” (and why most won’t)40:45: Objection 3: “They were fine before diagnosis”50:04: How to have the “preferences” conversation early (workplace prenup)54:06: Leaders: make it safe without making it HR-y57:07: What Claire would do differently as a founder58:46: Why neuroaffirming is good business (and not more expensive)1:01:19: Where to find Empact (LinkedIn) and how to contact the pod