Takiwātanga: In their own time and space
While it’s not explicitly about water or marketing, I saw a post from The Female Quotient that stuck with me. Here’s a piece of the post:
“Embracing neurodiversity in the workplace is not just a matter of inclusivity; it’s a strategic advantage. Companies that foster a neurodiverse environment, appreciating the unique perspectives and talents of individuals with diverse neurological conditions, are often more innovative and creative.” — The Female Quotient (full post linked below)
I first read this post and article last year and wrote some thoughts about it that I kept to myself. I decided not to share — it felt too personal, maybe not relevant, or worse, risky. Would my team read between the lines?
Then last week, during Neurodiversity Celebration Week at my son’s school, the post came back to me. Around the same time, I heard a comment in the news questioning what people with dyslexia are capable of—and I couldn’t let it go. Because the kids and adults I know who learn differently are some of the most creative, determined, and capable people I’ve met.
The post shares the Māori term takiwātanga, often used to describe autism, meaning “in his or her own time and space.”
As a parent, partner, friend and founder, I spend a lot of time thinking about neurodiversity and how differently people experience and express the world. After years of parenting and navigating relationships with all kinds of personalities, I try to pause more, offer plenty of grace, and remember that not everyone communicates or connects the same way.
For example, what may feel like pushback might really be a need for clarity. What feels rude in the moment might simply be directness—hard to receive at first, but also a kind of honesty that means I don’t have to guess what someone’s thinking.
But – here’s the hard part – how do we hold space for those differences while also protecting others from behavior that can feel harsh or hurtful? How do we know when to offer grace and when that grace might cross into enabling something that isn’t healthy for the people around it? I don’t think the answer is the same every time – and I’m not sure it should be.
This is something I’ve been thinking about more broadly—in life, in relationships, and in the kinds of environments we all try to build and be part of. It’s not about any one person or situation, but a bigger question I keep coming back to.
But I do think there’s something important about sitting with the question. Choosing curiosity over judgment—especially in the workplace. Allowing for the possibility that what feels uncomfortable might also be where growth happens.
I’ve seen this firsthand in the water sector – some of the most innovative thinkers don’t always fit the expected mold. That keeps me curious. And for now, that feels like enough.
Peace,
Beth
Photo credit: The Female Quotient
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