Neurodiversity is a concept that recognises and respects the natural variation in human brains and cognitive functioning.
It challenges the idea that there is a single ‘normal’ or ‘healthy’ way for brains to function, suggesting instead that neurological differences, such as autism, ADHD, dyslexia, and others, are simply variations in the human population.
Under our EDI consultancy focus at Champions (UK) plc, our aim is to help organisations understand neurodiversity and implement modernised tactics and principles to ensure everyone in your workforce feels engaged and accepted.
Today, I wanted to explore what neurodiversity is, and how best you can support anyone internally, despite their cognitive variations.
Key Points About Neurodiversity
The term ‘neurodiversity’ was coined in the late 1990s by sociologist Judy Singer, who is autistic, as part of a broader movement to challenge traditional views of autism and other neurological differences.
Solidifying an understanding of neurodiversity promotes an inclusive view of mental and neurological conditions. It asserts that these conditions should not be seen as defects or disorders to be cured, but instead a crucial part of the diversity of human experience.
People who are neurodivergent may have unique strengths and abilities, as well as challenges. For example, someone with ADHD might excel in creative thinking but struggle with attention to detail. Elsewhere, someone with autism may hyper-focus on certain aspects or activities.
Instead of thinking ‘what can’t they do’, we need to start asking how we can best use these capabilities in both a business and societal sense.
The neurodiversity movement often aligns with the social model of disability, which suggests that societal barriers, rather than individual impairments, are the primary obstacles faced by people with disabilities. This movement advocates for greater awareness, acceptance, and accommodation of neurological differences in schools, workplaces, and society at large. It emphasises the importance of creating environments that are supportive and accessible to people with diverse cognitive profiles.
In summary, neurodiversity emphasises that neurological differences are a natural and valuable part of human diversity, and it calls for society to adapt to and celebrate these differences rather than trying to ‘normalise’ everyone.
How Can We Adapt to and Utilise Neurodiversity?
Educate and Train Employees
Provide training to all employees on neurodiversity, covering what it is, why it matters, and how it can benefit the workplace. This helps to reduce stigma and build a more inclusive culture.
Educate managers and team members on how to work effectively with neurodivergent colleagues, focusing on communication styles, potential accommodations, and understanding different needs.
Implement Inclusive Hiring Practices
Craft job descriptions that focus on essential skills and avoid overly rigid requirements that may deter neurodivergent candidates. Offer alternatives to traditional interviews, such as work trials, project-based assessments, or allowing candidates to provide written responses to questions, recognising that some neurodivergent individuals may not perform well in standard interview settings.
Create a Supportive Work Environment
Allow flexible hours, remote work options, or modified work environments to accommodate different needs, such as sensory sensitivities or concentration challenges.
Design workspaces that consider sensory sensitivities, such as providing quiet rooms, adjustable lighting, and noise-cancelling headphones.
Provide Tailored Support and Accommodations
Work with neurodivergent employees to identify and implement accommodations that help them perform their best. This might include assistive technology, adjusted workloads, or specialised equipment.
Pair neurodivergent employees with mentors who can offer guidance, support, and advocacy within the organisation.
Nurture Open Communication
Encourage neurodivergent employees to share their needs and preferences in a safe, non-judgmental environment. Ensure there are clear, confidential channels for discussing accommodations or any challenges they face.
Schedule regular one-on-one meetings with neurodivergent employees to review their work environment, discuss any challenges, and adjust accommodations as needed.
Leverage Strengths and Abilities
Focus on the strengths and unique abilities of neurodivergent employees when assigning tasks. For example, someone with autism might excel in pattern recognition or detail-oriented tasks.
Encourage neurodivergent employees to contribute to problem-solving and innovation initiatives, leveraging their unique perspectives.
Promote a Culture of Inclusion
Develop and enforce policies that explicitly include neurodiversity as part of the organisation’s broader diversity and inclusion efforts.
Recognise and celebrate neurodiversity within the organisation, perhaps through awareness days, events, or highlighting success stories of neurodivergent employees.
Monitor and Evaluate Progress
Regularly collect feedback from neurodivergent employees about their experience in the workplace and adjust practices as necessary.
Track the progress of neurodiversity initiatives, such as hiring rates, employee satisfaction, and retention of neurodivergent employees, to measure success and areas for improvement.
If you require professional aid in best utilising internal neurodiversity, then get in touch with us at 08453 31 30 31, or fill out an online contact form today.