Biostatistician Penny Robinson explains to Nature magazine why conferences and networking events present challenges for neurodiverse scientists and suggests some simple solutions.
How do you manage your neurodiversity in your professional life?
I was diagnosed at age 14. By the time I started university, I had come to know myself and was aware of my needs.
For instance, I used to have panic attacks in the school hall. When I started my university program at Monash University in 2002, I realized that the school hall environment was similar to a lecture hall. I had registered with the Disability Support Services office at the university and felt empowered to tell my lecturers and the people sitting next to me about my need to leave lectures quickly. I could express myself without having to hide anything. The supportive environment gave me the confidence to discuss my needs openly.
You are also an advocate for autistic individuals. Why do you think speaking out is necessary?
In the right environment, people feel empowered to say, “I am neurodiverse, and these are the things I love and the things I struggle with.” I am an ambassador for the I CAN network, and I mention autism in my profile as a speaker and give talks about my personal experiences as an autistic person. Students often reach out for advice on coping strategies or just to know that there is someone else who is autistic.
Is navigating the scientific workplace more difficult for neurodiverse individuals?
Yes, definitely. Even the stage of your career and the type of contracts you have can play a role in that. If you are an early-career scientist, you may worry that speaking openly about neurodiversity — and your related needs — will affect your ability to secure grants or obtain a postdoctoral position. At Monash University, my needs have always been supported, and this has helped me achieve my career goals. If you feel different, knowing that you won’t be judged and that you will receive help instead is reassuring.
Penny Robinson states that researchers should not be afraid to discuss their neurodiversity-related needs at work. Image: Michael Abramson
How can employers and event organizers ensure that meetings are accessible to all scientists?
Meeting people’s needs is best achieved through flexibility — for example, through hybrid working. At home, I have the same levels of productivity, and I can conserve energy when I’m needed for in-person attendance.
A few months ago, I had two work events on the same day. The morning meeting was in-person only. It was hours of listening to presentations in a lecture hall, which was exhausting with so many glaring lights like spotlights from the ceiling, which are very distracting for me. I wore a hat and hid at the back most of the time. It was much easier to participate via Zoom.
On the same day, there was an evening hybrid networking event. I wanted to attend in person to get the most out of it. The whole day was exhausting. I had used a lot of energy at the morning event, and I didn’t have much left for networking, which I cared about more.
Again, flexibility and open communication between organizers and participants are key to improving opportunities for everyone. Having a choice in how to attend meetings means I can prepare in advance.
What have you learned about managing the additional pressures associated with attending conferences?
When it comes to distant conferences, there is added pressure: someone may have paid for you to attend. So, even if you feel sensory overload, you keep going.
On social media, I am known as “Hoodie Girl.” This nickname came from an “incident” at the Asia-Pacific Autism Conference in Brisbane, Australia, several years ago. I was asked to give a lecture, but I had a full week of teaching and could only attend the conference on the day of the seminar. Teaching and traveling were exhausting, and I was overwhelmed upon arrival. Although I had slept all night, I still felt sensory overload. When I saw the dark room and the big spotlight on the speaker, I couldn’t handle it.
So,
I pulled up my hoodie to shield my eyes from the lights. The session chair encouraged me to talk with the hoodie on. I embraced this and became “the hoodie girl.” Eventually, other people also said they were bothered by the lights. But they didn’t have a hat or hoodie, or the confidence I had developed, so they had to smile and bear it.
In this case, it was better for me to travel in advance, get into the swing of things, and attend the conference. For neurodiverse individuals, making the most out of distant conferences often means having full support for travel when they need it, not just when their work schedule allows.
What are your top three tips for conference organizers to reduce barriers for neurodiverse researchers?
First, if you’re going to organize a hybrid event, make sure you have the right technology and that it’s working well. There should be enough microphones in the rooms, Zoom links need to be set up correctly, and the computer should be oriented the right way. These may seem obvious, but I’ve encountered conferences where none of these things were prepared.
Second, think carefully about the schedule. There are often a lot of seminar sessions with short breaks. However, processing all the information, waiting in line to use the restroom, finding food, and networking during a short 15-minute break is nearly impossible for any scientist. Having shorter sessions and more time for breaks will help everyone better absorb the presentations and engage throughout the entire conference.
Finally, set up a quiet space where people can rest their minds. Conference venues are often crowded and noisy. One thing I appreciated about online conferences was the hour-long lunch break. I could step away from my computer and enjoy complete peace. If I had listened to a lot of information, I needed that time before I could get back to work. Sometimes, a neurodiverse person needs a quiet room for lunch or a break in smaller groups away from the noise of 1000 other people. This helps everyone socialize and connect better.
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