Neurodiversity matters, but should neurodivergence be separated from the disability classification?

Should neurodivergence be separated from the disability classification and protected separately under The Equality Act 2010??

Intro – what are neurodiversity and neurodivergence?

Neurodiversity is a range of variations in individual brain function and behavioural characteristics, considered part of normal differences in the human population. The term describes the idea that individuals interact with the world around them in many different ways and that there is no "right" way of thinking, learning, and behaving.

Having said so, autism, dyslexia, and ADHD, long considered medical disorders, are still often referred to as neurodiversity. This is the very first confusing point - if neurodiversity describes differences in how all brains work (we all are neurodiverse!) then why are we saying that certain neurodiversity is a disorder?! ?

To clarify, the term that ALWAYS should always be used is ‘neurodivergence’; and it is neurodivergence that is considered a disability under the Equality Act 2010.?

The same question is still there, should this really be looked at as a disability?

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Classification – confusion continues…

You are disabled, under The Equality Act 2010, if you have a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities. Substantial means that it is more than minor or trivial, e.g. it takes much longer than it usually would complete a daily task, and long-term means 12 months or more.?

And here comes the second confusion; on the one hand, we consider neurodiversity as normal differences occurring in the population, but on the other hand, we class it as a disability (as certain neurodiversity is not as good as others- apparently!).

Protection under The Equality Act 2010 ensures that neurodivergent individuals are not excluded nor discriminated against, which is a good thing; however, should a different classification be considered??

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Context

Some neurodivergent people may need more time to get dressed in the morning or take longer to work out the task. But… who are we as a society to assign a time target for every activity? Should it not be about the result, the job well done??

Sir Richard Branson has talked about dyslexia being a reason for his success, rather than a hindrance, stating in his blog: “Dyslexic people can be hugely creative in identifying solutions to problems, and coming up with new ways to tackle challenges”.?

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15% of UK adults are neurodivergent, but it does not mean they are automatically accepted and understood. Only 16% of autistic adults are in full-time employment, and 32% are in some paid work. Still, only 10% of autistic adults receive employment support, as many employers are unaware of neurodivergent team members within their organisations.?        

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While neurodivergent people may face specific challenges in the workplace or with particular tasks, they can bring unique and valuable strengths to their work. Therefore, neurodivergent employees deserve as much recognition as any neurotypical individual.?

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Why all each one of us matter?

Neurodiversity says that all brains are different and no one brain is better than another. Dyslexic thinking has been linked to great reasoning, exploring, and imagining, showing that dyslexic individuals are great scientists, engineers, dancers, or designers. And here is my question again - should neurodiversity be separated from the disability classification and protected separately under The Equality Act 2010??

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How to support greater inclusion?

Nevertheless, employers and communities need to ensure that their workplaces are safe and inclusive, whether they know who is neurodivergent (or not). Here are some tips:?

• Attitude: Always be patient, and do not forget to be kind!?
• Understanding: Offer a quiet break space. Don’t make assumptions — ask about individual preferences, needs, and goals.?
• Sound: Communicate expected loud noises and, where possible, offer noise-cancelling headphones to ensure that sound sensitivity can be managed.?
• Dress code: Where necessary and possible, allow modifications to the usual work uniform.?
• Ergonomics: Provide extra movement breaks and offer flexible seating arrangements.?
• Language: Avoid sarcasm.?
• Guidance: Provide concise verbal and written instructions for assignments, and break tasks down into small steps.?
• Communication: Inform people about workplace procedures and etiquette, and don’t assume someone intentionally breaks the rules or is rude. Try to give advance notice if plans are changing, and always provide a reason for the change.?
• Support: Create a safe space for staff members to share concerns or troubles to improve working conditions.?

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Final thought

Neurodiversity is not stopping people from living everyday life; the environment (and the language around it) often restricts them, so it’s time to step up and change the course of this conversation.?

While we need to protect and support those who need it, shouldn’t we stop using disability labels right, left, and centre? There has to be a more respectful and accurate way.