Today we are going to be talking about neurodiversity. Neurodiversity was first coined at around 1998 by Australian sociologist Judy Singer and refers to variations in the human brain and cognition. In this blog, we’ll explore more of what being neurodiverse is and how neurodiversity at work can create a great employee experience and a truly inclusive workplace.
What is neurodiversity?
Neurodiversity is the idea that it’s acceptable and normal for people’s brains to function differently from one another. Instead of thinking there’s a problem, or that a person has something wrong with them when people don’t operate similarly to others, neurodiversity embraces the differences in behavioural traits and brain functions as natural – and demonstrates just how diverse the human race is.
As Autism became more recognised, efforts have been made to show that it should not be considered as an illness. The concept of neurodiversity wad introduced by sociologist Judy Singer (who is Autistic) during the fight for Autism awareness and rights.
The term now encompasses additional ways that brains function differently, including ADHD, Dyslexia, Dyscalculia, Dyspraxia and more.
There are two sides of neurodiversity – Neurotypical and Neurodivergent.
Neurotypical
These are people with standard brain processing and functioning. Neurotypical people often do not know they are neurotypical and are just seen as “normal”
Neurodivergent
These are people whose brain function and processing deviates from what is considered as “typical”. Neurodivergent people are usually made aware that their brain functions differently and are seen as “abnormal”
Instead of trying to fix neurodivergent brains to make them neurotypical, neurodiversity advocacy focuses on embracing and celebrating them. There is much more understanding now, and we can see that many differences are beneficial. The qualities and traits that neurodivergence creates are widely varied, and include everything from high perception, to strong abilities with computer systems, to enhanced creativity.
Between 30-40% of the population in the UK are thought to be neurodiverse. This roughly equates to:
- 8% ADHD
- 10% Dyslexia
- 8% Dyspraxia
- 6% Dyscalculia
- 1% Autistic Spectrum Disorder
- 1% Tourette’s syndrome
Are you neurodiverse?
Here are some of the traits associated with neurodiversity:
- Dyscalculia – difficulties with number concepts and calculations
- Dyslexia – Difficulties with words (reding, writing, speaking, spelling, listening – preference for non linear thoughts)
- ADHD – Impulsive, temper outbursts, hyperactivity, low frustration threshold, easily distracted or over focused
- Tourette’s syndrome – verbal & physical tics
- Autism Spectrum Disorder including Asperger’s Syndrome – social and communication problems, obsessive interests
- Dyspraxia – Difficulties with planning, movements, co-ordinating and practical tasks as well as tracking and balance, poor spatial awareness, and muscle tone.
- Non-specific Neurodiversity – difficulty with organisation, concentration, time, direction, perception, sequencing, poor listening skills. All may lead to low self-esteem, anxiety and depression if others are not aware. Can be creative, original, and determined.
Neurodiversity at work
CIPD have created a guide (Neurodiversity at work | CIPD) for HR professionals and leaders who want to learn more about neurodiversity, the benefits for the organisation and how you can support neurodivergent people to be comfortable, successful and have a great employee experience at work.
Benefits
Whilst the full benefits of neurodiversity are yet to be realised, one of the biggest benefits of embracing neurodiversity at work is activating diversity of thought. Bringing together like-minded people will narrow creativity – but the possibilities are endless when bringing together people whose brains are wired differently, as we all see things in a unique way. One of the other huge benefits is attracting new talent. The CIPD guide say that only 16% of autistic adults in the UK are in full time employment according to the National Autistic Society in 2018, so there is a vast, high-potential available talent pool for organisations to tap into and leverage.
How to support neurodiversity
Autism
Autistic people thrive in multiple roles. Certainly, some autistic people are likely to shine in technical roles, but it is important to not stereotype (and this goes for other areas of neurodiversity too) based on assumptions. To support an autistic person at work, talk with them to find out their strengths and work together to find a role that will help them to grow and thrive.
Dyslexia
Dyslexic people are famed for inventiveness and creativity, their unique thinking style can excel at pattern spotting, working with complex data sets and good at finding insight either where there is too much or too little data. Simple inclusion strategies can help dyslexic people at work – whether that is training for colleagues and managers, or helping themselves to address any areas of personal development. A support network of other dyslexic colleagues could also be beneficial to help them share issues and tips.
Dyspraxia
Dyspraxic people are big picture thinkers, pattern spotters and good at reasoning – making them fantastic problem solvers and they’re resourceful! For Dyspraxic people, the simple adjustments can make the biggest impact i.e., instead of a standard mouse, a rollerball can help with motor co-ordination skills. And changing room layouts and providing information in multiple formats that are accessible, will help Dyspraxic people feel included and supported int the workplace.
ADHD
People with ADHD tend to be comfortable with taking calculated risks, and will push boundaries, so they’re more likely to have a great experience at work in non-hierarchical structures. Problem solving and creative thinking, the ability to multi task and respond quickly to work demands, are also strengths associated with someone with ADHD. Support for a person who has ADHD is likely to be about a role where tasks are synced with the characteristics of ADHD, assistance with goal setting, to do lists and allowing time for breaks, with a change of scenery, will help support and boost productivity (actually a lot of employees can benefit from this type of support too!).
Dyscalculia
Empathy and enabling coping strategies can remedy a lot of challenges for a person with dyscalculia
Tourette’s
Tic disorders can be managed in a number of ways with medication, behavioural therapy, and counselling – the latter of which can be provided through an organisation’s employee assistance programme.
Making your people management approach neurodiversity smart…
The CIPD guide sets out ways that you can ensure you are not excluding individuals who are neurodiverse:
- Recruitment & Selection – look at your hiring process, the job descriptions, interview process including any assessments or tests
- Employer brand – highlighting neurodiversity as part of your brand. Include areas on your intranet about diversity. Set up staff networks that focus on disability and neurodiversity – and think about including case studies of current employees to attract future talent.
- Role descriptions – don’t reuse old ones, rethink, and rewrite the approach to include neurodiverse applications
- Candidate sifting – avoid overly critiquing a spelling error, as you may unintentionally screen out a talented person with dyslexia
- Disclosure – encourage applicants to disclose neurodiversity throughout the recruitment process, so that you can put adjustments into place to support them
- Interviews and assessments – provide the right environment and clear instructions of how to get to the venue, or time to test tech beforehand if the interview is virtual. Consider alternative assessments such as work trials, practical assessments, and mini work experiences rather than tests and assessments
- Make reasonable adjustments – actually this is something that applies to everyone! Talk to people and find out what adjustments they need to give them a great experience at work.
If you would like to talk more about neurodiversity and the impact that it can have on creating a brilliant employee experience, then we would love to hear from you. So please drop us a line and say hello
