Neurodiversity in the workplace
The neurodiversity term was originally coined by Australian sociologist Judy Singer. It refers to the movement that aims to increase awareness and inclusion of neurologically diverse people. When we talk about diversity, we often find neurodiversity being left out. While neurodiversity is less commonly associated with our understanding of diversity, it constitutes an important part of the DEI initiative.
Both neurodivergent and neurotypical people are part of neurodiversity. So what differentiates neurodivergent individuals? In Western medicine, neurodivergent people are considered to have brain function that differs from what is considered stereotypically normal or ‘neurotypical’.
Who is considered neurodivergent?
In order to understand what makes neurodiversity an element of diversity, it is crucial to first understand the differences between conditions (like the ones above) and how they should be met in the corporate world.
Most commonly, people who are considered to fall within the spectrum of neurodiversity have conditions such as ADHD, Autism, Dyspraxia, Dyslexia, Dyscalculia, Dysgraphia, and Tourette's. One of the biggest challenges faced by neurodivergent people is the stereotypes set by the society where neurotypical people are seen as “normal" and neurodivergent people as “abnormal”. This leads to misconceptions and is why it is essential to debunk harmful stereotypes.
Dyslexia - This is a language-processing difficulty. This condition is associated with difficulties maintaining focus, processing information, and literacy. However, individuals with dyslexia also tend to possess strengths that include pattern recognition, problem-solving, and verbal communication skills.
Dyspraxia - This is known as a Developmental Coordination Disorder. It is commonly associated with challenges related to movements and coordination, including planning and processing motor tasks. Individuals with dyspraxia tend to possess strengths such as holistic thinking, tenacity, and empathy.
ADHD - or Attention Deficit Hyperactivity Disorder - is a behavioural condition. It is commonly associated with challenges that include having trouble concentrating and being impulsive.
Autism - This refers to a broad range of conditions characterised by challenges with social skills, repetitive behaviours, speech, and nonverbal communication. Individuals with Autism can possess strengths around honesty, attention to detail, and superb memory.
Neurodiversity and Inclusivity
Neurodiversity is more common than it may appear, with an estimate of 1 in 7 people (more than 15% of people) being neurodivergent in the UK, and 15% to 20% worldwide. Despite the relatively high percentage of people considered neurodivergent, workplaces are showing minimal understanding of how those individuals can enrich their businesses. Despite that neurodiverse individuals can bring different thought processes, deep levels of focus, creativity, exceptional expertise, innovation, and lateral thinking to the table. Statistics show that half of managers and leaders say that they wouldn’t hire a neurodiverse employee.
Stigma, a lack of awareness, and a lack of appropriate infrastructure (such as office setup or staffing structures) can cause the exclusion of people with neurodevelopmental differences. All communities and workplaces can improve inclusivity by understanding and embracing neurodiversity and how people with those characteristics can benefit from small yet significant adjustments.
How to create a more inclusive work environment
Often small adjustments to an employee’s workspace can significantly improve work quality and staff satisfaction. For instance, some neurodivergent individuals may be more sensitive to noises that will prevent them from staying focused or negatively impact their wellbeing. To accommodate any sensory needs, such as sound sensitivity: you can create a quiet break space, and offer noise-cancelling headphones.
Neurodiversity comes with a whole spectrum of characteristics and challenges. Creating a work environment that will allow people with diverse needs to feel comfortable and included is essential. This could include using clear communication, avoiding making any assumptions, and asking about others’ individual preferences, needs, and goals. To ensure that your office is neurodiversity friendly, provide your employees with concise verbal and written instructions for tasks, breaking them down into small steps. Do not assume someone is intentionally breaking the rules or being rude, and inform people about workplace and social etiquette.
Become neurodiversity inclusive with Ikigai Authentic
Ikigai Authentic is a global diversity and inclusion consultancy firm, we have a vision to tackle social challenges and improve understanding so that neurodiversity is seen to benefit a business. Unleash the potential of diversity, equity, and inclusion in the workplace for your business growth with Ikigai Authentic.
