Transgender Day of Visibility & What it Means to Be Neuroqueer

🎊 Today is International Transgender Day of Visibility #TDOV, it's a global event dedicated to celebrating the lives, contributions, and JOY of transgender and non-binary people. 😍

🥰Many of my coaching clients identify as #neuroqueer ♾️ 🌈 💜

Did you know Autistic people may be ~3x more likely to identify as trans?

And Trans and gender non-conforming people are 3 to 6 times more likely to be Autistic than cis people?

Most workplace conversations about inclusion still treat identity like a checklist. Separate boxes. Separate months. Separate conversations.

But real people do not exist in silos.

Today, I’m thinking about how often trans experiences and neurodivergent experiences overlap and how rarely we talk about that intersection in any meaningful way.

There is a reason the concept of neuroqueer resonates with so many people.

It's a recognition that the same systems that enforce rigid ideas about gender also enforce rigid ideas about communication, behaviour, productivity, and “normal.”

If you’ve ever been told:

• your way of expressing yourself is “too much” or “not enough”

• your identity needs to be explained, softened, or justified

• your existence is acceptable, but only if it’s legible to others

…you already understand the overlap.

Both #trans and #neurodivergent people are navigating environments that were not built for us and then being asked to adapt ourselves to survive in them.

And let’s be honest about what most workplaces are still doing:

They celebrate visibility without building safety.

They invite disclosure without reducing risk.

They talk about inclusion while reinforcing conformity.

Visibility without structural change is exposure.

So if you’re an organization, a leader, or even just someone who cares about getting this right, the work is not to “support trans people” in isolation.

It’s to challenge the systems that require anyone to mask, perform, or fragment themselves just to belong.

That means:

• Rethinking what “professionalism” actually rewards

• Expanding what communication and expression are considered valid

• Building environments where fluidity and difference are not problems to solve

Workplace “neuro-normativity” limits innovation.

Neuroqueering workplaces means bringing neuroqueer people into work design to disrupt and redesign systems, rejecting the idea that neurodivergence is a deficit, treating difference as structural, not individual, and using queer and crip theory to challenge power systems.

We know psychological safety is necessary if you want innovative, creative, and effective teams. Your team is definitely neurodiverse, and chances are it's gender-diverse, too (I hope!).

If your workplace or team isn't prioritizing trust, safety, and belonging for everyone, you're stifling peoples' creativity and missing out on the incredible perspectives and ideas of neuro-queer brains. 🧠