A new model of working for all

'Neurodiversity may be every bit as crucial for the human race as biodiversity is for life in general. Who can say what form of wiring will be best at any given moment?’

So wrote American journalist Harvey Blume in The Atlantic in 1998. We are in 2024. 26 years have passed, and a lot of professionals still don't know what Neurodiversity is, or why it is important to deep dive into it.

I found it is essential to write (again) an article on Neurodiversity in the Workplace as I found this comprehensive research paper from Birkbeck University of London on Neurodiversity in the Workplace ( slides16th + are eye opening), and said that I cannot hoard information anymore. Enjoy and please share with me your own materials or insights on Neurodiversity that helped you navigate the neurotypical workplace.

A Brief History of Neurodiversity

The term neurodiversity was coined by sociologist Judy Singer in the late 1990s to describe the natural variation in human brain function. Neurodiversity encompasses conditions such as autism, ADHD, dyslexia, dyspraxia, and others, challenging the traditional medical view that these conditions are merely deficits to be cured or treated. Instead, the neurodiversity movement advocates for the acceptance and inclusion of neurodivergent individuals, recognizing their unique strengths and contributions to society.

In a Harvard Health Publishing article we find this definition: "Neurodiversity describes the idea that people experience and interact with the world around them in many different ways; there is no one "right" way of thinking, learning, and behaving, and differences are not viewed as deficits ."

General Strengths and Challenges of Neurodivergent Individuals

Strengths Summary

Neurodivergent individuals often possess unique skills and abilities that can be highly valuable in the workplace:

• Attention to Detail: Individuals with autism often excel in roles that require meticulous attention to detail and pattern recognition, such as data analysis and quality assurance.
• Creative Thinking: Many people with ADHD and dyslexia are known for their creativity and out-of-the-box thinking, which can drive innovation and problem-solving.
• Hyperfocus: Individuals with ADHD can experience periods of intense concentration, allowing them to accomplish tasks efficiently and effectively.
• Resilience and Determination: Neurodivergent individuals frequently develop strong resilience and determination as they navigate a world not always designed for them.

Challenges Summary

However, neurodivergent individuals may also face significant challenges in traditional work environments:

• Sensory Sensitivities: Bright lights, loud noises, and crowded spaces can be overwhelming for individuals with sensory processing issues, commonly seen in autism.
• Communication Differences: Neurodivergent individuals might have unique communication styles that can be misunderstood or undervalued in a neurotypical-dominated environment.
• Executive Functioning: Tasks that require organization, time management, and prioritization can be challenging for those with ADHD or dyslexia.

Social vs. Medical View of Neurodiversity

Medical Model

The medical model views neurodivergent conditions as deficits or disorders that need to be cured or managed. This perspective often focuses on the limitations and challenges faced by neurodivergent individuals, advocating for treatments and interventions to "normalize" their behavior.

Social Model

The social model of neurodiversity, on the other hand, emphasizes the value of human diversity and the importance of societal adaptation to accommodate different neurological makeups. This model advocates for changing societal structures and attitudes to be more inclusive and supportive of neurodivergent individuals, recognizing their unique strengths and contributions.

The Need for Societal Change

To create truly inclusive workplaces, it is essential for society to shift towards the social model of neurodiversity. This involves:

• Raising Awareness: Educating employees and employers about neurodiversity and the benefits of a neurodiverse workforce.
• Creating Inclusive Policies: Developing workplace policies that accommodate the needs of neurodivergent individuals, such as flexible work arrangements and sensory-friendly environments.
• Promoting Acceptance and Curiosity: Fostering a culture of acceptance and understanding, where differences are celebrated rather than stigmatized, and they trigger curiosity to learn and discover more of our capabilities.

Practical Guidelines for Neuro-Inclusion in the Workplace

1. Tailored Communication: Use clear, concise, and direct communication. Avoid idioms and metaphors that can be confusing. Be curious, kind and open to what your collogues need, don't assume.
2. Flexible Working Conditions: Allow for remote work, flexible hours, and personalized workspaces to accommodate sensory and executive functioning needs.
3. Assistive Technology: Provide access to assistive technology such as speech-to-text software and organizational tools to support diverse working styles. Invite colleagues to test/ pilot. Don't make anything mandatory, everyone has their own pace and style.
4. Inclusive Training: Offer training for all employees on neurodiversity awareness and inclusive practices. Meet your employees where they are in their DEI general journey. Tailor the learnings on the needs of the employees, not only on the needs of the business. Consider mentoring & coaching for further assimilation of the learnings.
5. Structured Environment: Create structured routines and clear expectations to help neurodivergent employees thrive. Ways of working should not be assumed by default. Unwritten rules are inefficient for everyone. Invest in clear onboarding
6. Psychological-safe Environment: For growth and innovation to happen, there is need for many trial and error stages. Create an environment where failing is celebrated, as it is a natural step towards success.

The Need for Terminology Shift in Neurodiversity

To truly embrace and support neurodiversity, it is essential to move away from terms such as "disability" or "disorder" when describing neurodivergent conditions, in order to help with dissolving the stigma surrounding neurodivergent related conditions. Such terminology perpetuates a deficit-focused view and can contribute to stigma and misunderstanding.

Instead, we should adopt language that highlights the strengths and unique abilities of neurodivergent individuals, such as "different" instead of "disability" or "condition" instead of "disorder".

Professional Insights on Terminology

Dr. Devon MacEachron explains, "The terminology we use shapes our perceptions and interactions. Describing neurodivergent conditions in terms of strengths rather than deficits encourages a more positive and inclusive approach" (MacEachron, LinkedIn).

Theo Smith, co-author of "Neurodiversity at Work," emphasizes, "When we label conditions as 'disorders,' we imply that something is inherently wrong. This perspective not only impacts how society views neurodivergent individuals but also how they see themselves. A strengths-based approach fosters empowerment and acceptance" (Smith, LinkedIn).

Incorporating this shift in language is critical for creating an environment where neurodivergent individuals feel valued and understood. For the moment the medical terms for neurodivergent conditions versus DEI guidelines lead to cognitive dissonance and could perpetuate stigmatization.

Conclusion

Adopting a strengths-based approach to neurodiversity in the workplace is not just beneficial; it is essential. This approach recognizes and values the unique contributions that neurodivergent individuals bring, leading to enhanced innovation, resilience, and diversity within organizations.

By embracing neurodiversity and implementing inclusive practices, we create work environments where everyone has the opportunity to succeed and contribute their best. This inclusive culture extends beyond the workplace, impacting society as a whole. As awareness grows, we must adapt our educational systems and societal attitudes to ensure that future generations, including our children, are prepared to thrive in an innovative and ever-changing world, despite their neuro-biological set-up.

For further reading and resources, consider connecting with experts in the field:

• Prof. Amanda Kirby: A medical doctor and academic with a background in neurodiversity, Prof. Kirby is the CEO of Do-IT Solutions and a prominent figure in neurodiversity research and advocacy. LinkedIn Profile
• Dr. Nancy Doyle, PhD: An occupational psychologist and founder of Genius Within, Dr. Doyle is a leading advocate for neurodiversity in the workplace. LinkedIn Profile
• Theo Smith: Co-author of "Neurodiversity at Work" and a neurodiversity advocate, Theo Smith helps organizations understand and embrace the benefits of a neurodiverse workforce. He shares his expertise through speaking engagements, workshops, and consulting. LinkedIn Profile

Disclaimer: The views and opinions expressed in this article are my own, based on my individual experiences and research.