NEURODIVERSITY IN THE CONSTRUCTION INDUSTRY

By Andrew Bifulco

Neurodiversity is a popular term today, but what does it mean for the workplace, and for work in the construction industry in particular?

Broadly speaking, neurodiversity refers to the various differences in brain functioning within the human population. The word neurodiversity, however, is often used interchangeably with the similar sounding but more specific word, neurodivergence. A neurodivergent brain is one whose functioning differs more drastically than the normal variations across individuals. Conditions such as Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD), and dyslexia, along with many others, are all grouped under the umbrella term neurodivergence.

In the United States, up to 20% of the population is neurodivergent. That’s over 6 million people, and only counting those who have been diagnosed with a neurodivergent condition. The unemployment rates for the neurodivergent population is up to 40% higher than for neurotypical workers, despite the fact that neurodivergent individuals often display higher cognitive abilities and often excel in highly specialized skills. These unemployment rates may be due in part to the challenges that neurodivergent workers face, such as social and communicative differences (ASD), distractibility (ADHD), and a greater tendency toward burnout, but it may also be due in large part to the fact that, despite increasing awareness, there is still a widespread lack of understanding about neurodivergence among employers, and of accommodations for employees with neurodivergent conditions.

Despite the challenges that neurodivergent workers face, they also offer many particular advantages at work. Below is just a sampling of the gifts and talents that neurodivergent employees bring to the workplace:

• ?Autistic workers often think and learn in a logical, technical, and visual way, frequently leading them to be especially good candidates for STEM careers such as engineering and architecture. Other things they may bring to the table include excellent memory for factual data, an eye for precise detail, and an ordered and task-oriented approach to work.
• Workers with ADHD bring a lot of energy and enthusiasm to their roles as well as an impressive ability to multitask. They are often creative and innovative thinkers, processing information in a way that allows them to make surprising connections and come up with out-of-the-box solutions to problems.
• Workers with dyslexia display a greater tendency toward three-dimensional thinking, pattern recognition, narrative reasoning and episodic memory, allowing them to recall events in a detailed and sequential way and assist in problem-solving. They may also excel in practical and hands-on tasks at work.

This list is far from exhaustive, and it is important to remember that all of these conditions also exist on a spectrum, and no one neurodivergent person is exactly like another. That said, there is a lot to be offered from the neurodivergent community in the workplace and in general. The data is still growing on this subject, and with increased awareness and engagement, everyone can benefit.

Sources:

Neurodiversity in the Workplace

20% of People Are Neurodivergent-How to Leverage There Unique Strengths

Strengths of Dyslexia

Worried About ADHD At Work? Here's How It Might Actually Help You

Strengths and Abilities in Autism