Dumpster Vs. Ocean: A Better View of Pathological Demand Avoidance
The real questions to be asked are: How about we question the pathological demand for unchallenged compliance, and control over others? Why the perceptual bias?
As we turn our focus toward more collaboration, community, and creativity in 2025, we’re asking our supporters to help us continue setting the gold standard of what autism acceptance and celebration should look like in the workplace.
Donate $10+ monthly or $100+ one time to get a colorful Aspiritech mug as a token of our gratitude!
Our neurodiversity resource library is here for you to learn more about celebrating neurodiversity and supporting mental health, both in your life and in the workplace.
The real questions to be asked are: How about we question the pathological demand for unchallenged compliance, and control over others? Why the perceptual bias?
What are some of your favorite things about being neurodivergent?
The medical model conjures up a great deal of fear. It is hyper-focused on what’s wrong. When that’s all people see, of course telling people you’re neurodivergent comes with reluctance.
When you are wired for truth yet societal traditions model repressing truth or even marginalizing individuals for speaking it, then it is no surprise that you wouldn’t want to get out of bed to meet the world.
“Not liking change” is an ambiguous statement in and of itself because, in truth, a lot of people don’t necessarily like or immediately adapt well to change — especially changes in routine — whether they are neurodivergent or not.
It’s important to remember that the allopathic medical model was not designed to cater to the needs of neurodivergent individuals who may express and process/experience pain differently than neurotypical individuals.
When you defy convention, sometimes people and society at large present antagonistic forces that don’t appreciate what you bring and need.
Producer, writer, and autism advocate Scott Steindorff spoke with the On the Verge team about his documentary, Understanding Autism, and about the need for autistic representation in entertainment.
Openly autistic painter and creator of the Sensory Gated Art genre spoke with Aspiritech’s On the Verge team about her neurodivergent-friendly art and creative drive.
Zavikon founder and CEO Rebecca Beam talks with the On the Verge podcast team at Aspiritech about the cultural shift toward neuroinclusion in the workplace.
The real questions to be asked are: How about we question the pathological demand for unchallenged compliance, and control over others? Why the perceptual bias?
The medical model conjures up a great deal of fear. It is hyper-focused on what’s wrong. When that’s all people see, of course telling people you’re neurodivergent comes with reluctance.
When you are wired for truth yet societal traditions model repressing truth or even marginalizing individuals for speaking it, then it is no surprise that you wouldn’t want to get out of bed to meet the world.
“Not liking change” is an ambiguous statement in and of itself because, in truth, a lot of people don’t necessarily like or immediately adapt well to change — especially changes in routine — whether they are neurodivergent or not.
It’s important to remember that the allopathic medical model was not designed to cater to the needs of neurodivergent individuals who may express and process/experience pain differently than neurotypical individuals.
When you defy convention, sometimes people and society at large present antagonistic forces that don’t appreciate what you bring and need.
Producer, writer, and autism advocate Scott Steindorff spoke with the On the Verge team about his documentary, Understanding Autism, and about the need for autistic representation in entertainment.
Openly autistic painter and creator of the Sensory Gated Art genre spoke with Aspiritech’s On the Verge team about her neurodivergent-friendly art and creative drive.
Zavikon founder and CEO Rebecca Beam talks with the On the Verge podcast team at Aspiritech about the cultural shift toward neuroinclusion in the workplace.
“We hired them for the mission. We’ve kept them because they are excellent.”