Neurodiversity in the Workforce: Stephen Roth Of Limestone Financial Group On Why It’s Important To Include Neurodiverse Employees & How To Make Your Workplace More Neuro-Inclusive
An Interview With Eric Pines
Understand how not being inclusive plays a negative role in our society, not just to those who are neurodivergent. This is the basic principle and foundation in humanity. All humans are created equal. Not long ago this did not mean what it does today, which is something to experience with parents that lived through segregation and children that can’t imagine this as a reality.
Research suggests that up to 15–20% of the U.S. population is neurodivergent. There has been a slow but vitally important rise in companies embracing neurodiversity. How can companies support neurodiversity in the workplace? What are some benefits of including neurodiverse employees? To address these questions, we are talking to successful business leaders who can share stories and insights from their experience about “Neurodiversity in the Workforce”. As a part of this series, we had the pleasure of interviewing Stephen Roth.
Stephen Roth, CFP®, is Principal and Founder of Limestone Financial Group, Newark NJ an independent financial planning firm managing assets for wealthy couples and their families. His expertise is working with neurodivergent individuals to create a healthy relationship between their health and their wealth and empower them to overcome challenges and drive purpose in their lives.
Thank you so much for joining us in this interview series! Before we dive in, our readers would love to “get to know you” a bit better. Can you tell us a bit about your ‘backstory’ and how you ended up where you are?
It started caddying around 15 years ago at a private, exclusive, country club exclusive in NY/NJ near Ridgewood, NJ. Growing up in an upper middle-class neighborhood, that was my first exposure to wealth. It was an elite club and the members were all kind of professionals: judges, surgeons, Dr’s, CEO’s major and NFL QB’s. I got was able to show all those people around the course. You don’t know who is who when you’re young or what kind of power they wield. All I remember is how I was treated being young and at my first job.
Providing wealth management for affluent families is a similar relationship to a golfer and caddy. Golfers may play for $, which is nerve racking. Fans are jeering noise. I calm people down, so they can hit a good shot. Alignment is key. Make sure they are pointing in the right direction. Golfers trust their caddy to navigate and guide them on the course better, which aids the golfer and saves them strokes in a match. When they are entertaining guests or clients on the course it’s about welcoming them, showing them a good time to make sure a memorable experience is had. This always makes them look better.
Similar in target is the work I do now. Alignment is key and having the right mindset is important. You want to make sure your cash flow is directed to where it will have the greatest impact on you achieving your goals. People have more than one problem to solve, most people deal with them as they encounter them and show up in life. That’s not a good strategy for golf nor is it any way to plan financially. If you want to set yourself up for success, it’s important to be in the right position.
You are a successful leader. Which three-character traits do you think were most instrumental to your success? Can you please share a story or example for each?
The digital world is a new place for me to engage. I am not on Facebook, never was, LinkedIn is the one social platform I am on. I had to adapt and implement an omnichannel approach to marketing and branding. I think most successful leaders would agree it’s a skill that is developed over time. Most are curious people and lifelong learners who have a passion for figuring things out. Being curious is what leads to passion and why I would rate it #1. That is just how you are born curious creatures; I was.
Being curious can lead folks in many different directions. I leveraged my curiosity to work for me. It kept me interested in what I was doing proficiently until learned how to be more conscientious about what I was doing. This is means thinking about things in more detail and putting the puzzle pieces together for yourself and others along the way. That’s how I would define the #2 characteristic. “Being conscientious.” That probably came from my father, a hall of fame HS girls’ basketball coach from Bergen County. Sure, as a kid we did drills and practiced but you had to try and to take it seriously, especially when you are a kid developing. He helped me develop a lot of that. Grit, you might call it.
Last would be having the right mindset. That’s is developed over the years, from living through different experiences both positive and negative. Others rely on me for advice and guidance, so I seek others out that are smarter than me or have experienced what I’m going through for help and to understand what to do next.
Can you share a story about one of your greatest work-related struggles? Can you share what you did to overcome it?
It was taboo letting people know your mental health state and it still is. 😊I have firsthand experience leading up to my 20’s before I finally did something about it. More people should be aware Neurodiversity, specifically ADHD’s proximity to depression when untreated in young adults. It’s not weird if you think differently, but young kids are alienated for thinking differently. The key for me personally to overcome the limitations can have has been intentionally building good habits early on. I had to try harder than other kids my age to remember things like where the ball landed after they hit. I had to make it a habit to build habits intentionally. A way to remember where the golf ball went so I could find it was to mark where it landed in relation to an object in sight that you will I could remember. Other hacks included lists for everything, multiple lists x’s projects. I prefer overly preparing for any project I engage in or am about. I will look at different models and alternative sources for ideas, back testing ideas vs ones being considered.
What are some of the most interesting or exciting projects you are working on now?
Retirement is a big topic and more relevant than ever as the boomers began retiring in huge amounts. This includes my father who is 76. I’m seeing my midlife years as a means for “growing whole” not old. I don’t want a decade to seem like it passed me by, learning what it means in my 90’s. The project has been raising awareness on positives associated with getting older. Reframing “getting old” into something more positive. It’s a time for awakening in life and for cultivating a deeper sense of purpose.
Fantastic. Let’s now shift to our discussion about neurodiversity in the workforce. Can you tell our readers a bit about your experience working with initiatives to include neurodiverse employees? Can you share a story with us?
A former employee in his mid-20’s was still finishing his college credits for a bachelors and was a caretaker in the Newark chapter for a Frat house close by my office. I was friends with an older brother from his chapter and wanted to help him out with an opportunity for employment after graduation. He was still learning how to be social and coming out of his shell to be more engaging. I’m aware October is Diversity Awareness month. That’s become culturally a big day in NYC for the pride parade. Raise your own awareness first, it’s up to everyone to figure this out. I try to correlate this message in all Limestone Financial’s communications. We celebrate diversity. One of the things he was good and that at nobody knew about him was that he played the saxophone since he was a kid and was skillful. I enjoy jazz so he eventually brought his sax in and would play on Friday afternoon on a patio outside. My goal is to be open, honest, and inclusive so people don’t feel alienated and do feel comfortable so they can to be themselves.
A similar theme which is treating others with compassion and kindness. He was wa sone of the last things he revealed was he played the saxophone since he was a kid and he had talent at it. I love jazz so I encouraged him to bring his sax into the office and play on Friday afternoon outside our office, which he liked doing. It gave him more confidence to be himself and come out of his shell and celebrate our differences. Being open and inclusive so people feel comfortable is what I strive for.
This may be obvious to you, but it will be helpful to spell this out. Can you articulate to our readers a few reasons why it is so important for a business or organization to have an inclusive work culture?
It creates a culture where people feel like they are part of a real team. A team that others rely on as a member which gives them confidence and instills confidence in the team. I want everyone to feel comfortable enough to be themselves and they can ask a question if they don’t understand something. A lot of stuff breaks down when employees don’t understand the reasons why they are doing things. Then, they are doing exercises with no intention, without understanding the importance of each step in our process. We don’t want any one client or employee just going through the motions.
Can you share a few examples of ideas that were implemented at your workplace to help neurodiverse employees? Can you share with us how the work culture was affected as a result?
I have had several neurodiverse employees since 2014, there’s many more on their way through college and into the workforce. Since I’m a small business, this affects my business differently, but we have all had to make changes. I have mandatory training required by my broker/dealer for Diversity Awareness in the workplace and when dealing with the public. Learning modules with tests or quizzes you must pass are requirements. Adapting the office to the Disabilities Act requires me to have an elevator in our building which we do. But more broadly, our message is celebrating diversity. It’s good for everybody on the planet.
What are some of the challenges or obstacles to including neurodivergent employees? What needs to be done to address those obstacles?
Keeping them organized and on task is key to them doing their job successfully. Having an effective CRM, office database or dashboard for tasks and getting things done is important. There are so many apps and technologies designed to make life easier if killing us first from distractions. Find these technologies and apps and use them. Implement them into your business for scalable growth.
How do you and your organization educate yourselves and your teams on the concept of neurodiversity and the needs of neurodivergent employees? Are there any resources, training, or workshops that you have found particularly helpful?
It’s important for everybody to be self-aware. I personally do my own research and have seen Dr.’s for my own medical reasons and questions. I use online resources as well to become engaged on what others are saying and the reasons why. There are amazing communities online with other members going through the same thing and sharing their experiences and path to recovery. One resource is https://chadd.org to find a local chapter near where you live & resources to get involved. A good online community is https://healthunlocked.com which has access to other medical issues and wellness groups under its domain.
Can you please share five best practices that can make a business place feel more welcoming and inclusive of people who are neurodivergent?
1 . Start by creating awareness about diversity and celebrating the fact that it’s what makes us different unique. That brings us together. Letting people know you’re human, one that makes mistakes and is not always right. I listen to people before speaking to make sense of how they see the world and what they had to go through.
2 . Knowing we are all different and capable of planning across the spectrum has a technical meaning and a conceptual framework and finding a way to specialize in planning for the demand. We are aware of this and specialize in planning for needs across the spectrum recommending the use of special needs trusts for legacy planning purposes.
3 . We know how these terms are used as labels by society that are negative in context, which limits expectations. Our goal is to change the perception from a limiting belief and barrier that holds people & society back.
4 . Understand how not being inclusive plays a negative role in our society, not just to those who are neurodivergent. This is the basic principle and foundation in humanity. All humans are created equal. Not long ago this did not mean what it does today, which is something to experience with parents that lived through segregation and children that can’t imagine this as a reality.
5. Last item is to keep in focus and new trend in every industry of specialized knowledge or skills that show completion of an online advanced degree or learning certificates achieved, completing levels & training courses complete with evidence of a passing final exams with grades above a certain %. Use that to gain access to a specialized niche with high demand for knowledge in that area to channel demand toward you. These are some of the new financial certifications Certified Neurodiversity Professional (CNP®) Behavioral Financial Advisor (BFA™) Chartered Special Needs Consultant
Can you please give us your favorite “Life Lesson Quote”? Can you share a story about how that was relevant in your own life?
This is on a post it for from just under a year ago. So glad you asked: “you’ve got to hang experience on a lattice work of models in your head to know wtf what is going on.” An example is the CEO of Berkshire Hathaway. To me it epitomizes neurodivergent thinking and how powerful it can be. He’s taken 2 abstract topics and incorporated them into 1 phrase, and it works. Using your imagination is how humans solve problems. It’s a way explaining some a of the small portions of the cognitive biases and heuristics behind decision making. Humans fell for the same traps throughout civilization’s history. They come back in different forms, wrapping people around their emotions and taking advantage of all the cognitive biases that exist.
You are a person of enormous influence. If you could inspire a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. 🙂
This is easy. I’m going to keep it related to my work because I am passionate about financial planning and learning about $ and what makes people tick in general. The financial literacy movement needs to be taught in 5th or 6th grade. It’s as important on the priority list as sex education. I hope to see more engagement on this in future.
How can our readers further follow your work online?
LinkedIn or blogposts on my website, or singing up for my email newsletter at www.limestonefinancialgroup.com.
This was very inspiring. Thank you so much for the time you spent with this. We wish you continued success and good health!
About the Interviewer: Eric L. Pines is a nationally recognized federal employment lawyer, mediator, and attorney business coach. He represents federal employees and acts as in-house counsel for over fifty thousand federal employees through his work as a federal employee labor union representative. A formal federal employee himself, Mr. Pines began his federal employment law career as in-house counsel for AFGE Local 1923 which is in Social Security Administration’s headquarters and is the largest federal union local in the world. He presently serves as AFGE 1923’s Chief Counsel as well as in-house counsel for all FEMA bargaining unit employees and numerous Department of Defense and Veteran Affairs unions.
While he and his firm specialize in representing federal employees from all federal agencies and in reference to virtually all federal employee matters, his firm has placed special attention on representing Veteran Affairs doctors and nurses hired under the authority of Title. He and his firm have a particular passion in representing disabled federal employees with their requests for medical and religious reasonable accommodations when those accommodations are warranted under the Rehabilitation Act of 1973 (ADA). He also represents them with their requests for Federal Employee Disability Retirement (OPM) when an accommodation would not be possible.
Mr. Pines has also served as a mediator for numerous federal agencies including serving a year as the Library of Congress’ in-house EEO Mediator. He has also served as an expert witness in federal court for federal employee matters. He has also worked as an EEO technical writer drafting hundreds of Final Agency Decisions for the federal sector.
Mr. Pines’ firm is headquartered in Houston, Texas and has offices in Baltimore, Maryland and Atlanta, Georgia. His first passion is his wife and five children. He plays classical and rock guitar and enjoys playing ice hockey, running, and biking. Please visit his websites at www.pinesfederal.com and www.toughinjurylawyers.com. He can also be reached at eric@pinesfederal.com.
Neurodiversity in the Workforce: Stephen Roth Of Limestone Financial Group On Why It’s Important To… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.