Neurodiversity is becoming a quickly recognized term, supported by a growing advocacy movement worldwide. Countries like Australia, the UK, and the United States are a few examples of those conducting updated neurodiversity research.
With 53% of Gen Z identifying as neurodiverse, neurodiversity is rapidly becoming a focal point in the future of work, gaining attention at conferences and across corporations.
Some companies, like IBM and Wells Fargo, have implemented neurodiversity programs early, while others are just beginning their journey.
For those who are just starting or are curious, this blog post is for you.
We will break down some top concepts related to neurodiversity to help you better understand its meaning.
5 Key Highlights:
Understanding Neurodiversity: Neurodiversity means that everyone's brain works differently and includes conditions like ADHD, autism, and dyslexia
Where It Started: The term "neurodiversity" was coined in the early 1990s by Judy Singer and autistic scholars. It has grown into a global movement
Strengths and Challenges: Neurodivergent individuals offer unique strengths like creativity and problem-solving skills but may also face challenges in the workplace
Impact in the Workplace: Neurodiverse employees may hesitate to disclose, but companies that embrace neurodiversity benefit from better retention and engagement
Creating Inclusive Environments: To support neurodiversity, organizations can provide training, set up employee networks, and listen to individual needs
What is Neurodiversity?
At Collectively Neurodiverse, we define neurodiversity as an umbrella term for cognitive diversity among individuals, reflecting various perspectives, experiences, and thinking styles.
It encompasses and defines all differences in brain types within an environment.
However, this term often confuses individuals because it is sometimes used to reference neurodivergence.
Neurodivergence is an umbrella term that covers a range of conditions where the brain develops differently from the expected process, such as:
ADHD
Autism
Dyslexia
Dyspraxia
Tourette's Syndrome
And more
There are also many instances where people can have more than one neurodivergence, called co-occurring diagnosis.
Neurodivergence often manifest in distinct thought patterns, learning styles, and behavioral traits.
Where did the term come from?
Judy Singer is often credited with creating the term "neurodiversity" in her 1998 honors thesis at the University of Technology Sydney. In the early 1990s, autistic scholars and activist communities commonly used "neurological diversity" as internet communities emerged.
The idea behind neurodiversity is that no two brains are the same. While some brains operate within what's considered "typical" parameters, others function uniquely.
Like fingerprints, everyone has a distinct brain type and experiences the world differently.
The Neurodiversity Movement
The Neurodiversity Movement is a social justice movement that aims to:
Build awareness
Drive inclusion
Remove stigma
Advocate
Support
Historical records show that attempts were made to "cure" autism and other neurodevelopment conditions. Those impacted by these negative and inaccurate ideas found a voice in the Neurodiversity Movement. In the 1990s, communities began using the internet to fight this stigma.
It champions that neurodivergent individuals possess unique strengths and perspectives that can enrich society.
The Neurodiversity Movement, backed by the disability rights movement, argues that neurodivergent brains are natural variations, not problems to be "cured." Research also suggests that diverse brain types are essential for human progress.
The movement now also includes acquired neurodiversity, like brains changed by trauma (PTSD) and mental health conditions (like bipolar disorder & OCD), which also affect brain responses and learning.
Social media has boosted understanding of neurodiversity by sharing relatable stories of neurodivergent experiences. This has made younger generations more accepting and proud of their neurodivergent diagnoses.
Is neurodiversity a disability?
In our previous blog, we broke down disability and neurodiversity in more detail.
In the United States, the Americans with Disabilities Act protects neurodivergent individuals under the law. Some neurodiverse individuals use this classification to receive support in schools and the workplace, but not all consider themselves disabled.
Additionally, advocates prefer to reference these differences not as disorders but as conditions to reduce stigma.
Neurodiversity at Work
A recent study showed that 1 in 5 people in the workplace are neurodivergent.
This data significantly represents that nearly everyone works with neurodivergent individuals whether they know it or not.
Neurodivergent employees bring many benefits to the workplace, but companies risk losing them. About 51% of those employees may be thinking about leaving or have already left because they don’t feel supported.
Other stats show that:
However, when companies create programs to support neurodiversity, they report over 90% retention, increased productivity, and improved employee engagement.
Strengths & Challenges
As mentioned earlier, neurodivergence means people think, learn, and process information differently.
It's essential to recognize that neurodivergent conditions vary widely in their characteristics and individual experiences.
Because of that, neurodivergent employees can bring unique skills to the workplace. Some common strengths are:
Being very productive
Coming up with new ideas
Seeing patterns others might miss
Thinking creatively
Solving problems
However, because of differences, they can also face challenges. The Job Accommodation Network (JAN) sites some of the most reported ones are:
Interacting with coworkers
Staying organized
Dealing with sensory issues (like noise or light)
Managing stress
Communicating clearly
By addressing these needs, organizations can unlock the unique talents of neurodivergent individuals and build a more productive workplace.
Get Started with Neurodiversity
Creating environments that accommodate neurodiversity is crucial for maximizing human potential.
This involves fostering understanding, challenging stereotypes, and providing support systems.
Get Started Quick:
Drive Awareness: Hold training sessions on neurodiversity, read relevant articles, and share your knowledge with your team to foster understanding and inclusivity
Employee Resource Groups (ERGs): Create employee networks to share experiences and resources and provide mutual support, fostering a community of understanding and advocacy
The 2:1 Approach: Since we have two ears and one mouth, listen carefully to individuals. Understand their unique needs and motivations, and offer personalized support to help them excel
Ultimately, when we foster understanding and inclusivity, companies can not only enhance employee engagement but also benefit from diverse perspectives that drive innovation and success.
Contact us at Collectively Neurodiverse to embark on your neurodiversity journey and create a more inclusive workplace.
We offer tailored training, leadership coaching, and organizational consultation to support neurodiverse employees and foster a culture of understanding and productivity.
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