The Resiliency of Me: Neuordivergence isn't new; societal acceptance is
BRIDGET MCDERMID
Patent Granted Inventor | Award-Winning Leader | Advocate for Equity & Inclusion | Transforming Workplaces Through Inclusive-First Design | Breaking Down Hidden Disability Stigmas | Storyteller & Public Speaker
In today’s workplace, diversity initiatives often focus on visible characteristics like race, gender, nationality, visible disabilities or sexual orientation. However, one area of diversity that has been consistently overlooked is neurodiversity—the wide range of ways human brains function.?
Neurodivergence, which includes conditions like Attention Deficit, Hyperactivity Disorder (ADHD), Autism Spectrum Disorder (ASD), Pathological Demand Avoidance (PDA), dyslexia, and sensory processing disorders, isn’t new. What is new is the language we now have to describe these differences, along with a growing recognition and acceptance that neurodivergent individuals bring unique strengths that can make workplaces more innovative and inclusive.
For decades, neurodivergent individuals have been at a disadvantage—misunderstood, mistreated, and under-supported. This is the result of a society designed primarily by and for neurotypical individuals, much like how marginalized groups such as women, Indigenous peoples, LGBTQ+ individuals, and people of colour were historically oppressed simply because they didn’t fit the norm. For example, Indigenous children in Canada were forcibly removed from their homes and placed in residential schools, a system designed to erase their cultural identity. It wasn’t until 1996 that the last federally-run residential school closed in Canada, a stark reminder of the systemic discrimination faced by Indigenous communities. Similarly, women were excluded from voting and denied many basic rights until movements like women's suffrage gained momentum. LGBTQ+ rights were also only recognized after decades of activism, most notably following the Stonewall Riots of 1969. These examples highlight that societal acceptance often follows prolonged periods of marginalization and struggle.
Historically, neurodivergence was pathologized and viewed as a flaw or disability. The DSM-5’s diagnostic criteria, which was originally based on studies of white boys, often resulted in many neurodivergent individuals—especially women and people of colour—being misdiagnosed or overlooked entirely (Loomes et al., 2017). For generations, people were labeled as lazy, difficult, or incapable simply because their needs didn’t align with the rigid expectations of neurotypical society.
As we understand more about how diverse brains work, science and research have given us the vocabulary to articulate our differences and the tools to adjust environments so everyone—neurotypical and neurodivergent alike—can thrive. It wasn’t until the late 1990s, when sociologist Judy Singer ????? introduced the term “neurodiversity” that the conversation began to shift. Rather than viewing cognitive differences as disabilities, we began to see them as valuable variations that contribute to the richness of human experience. New research into brain imaging further supports this shift, showing that the brains of neurodivergent individuals are not “broken” or “wrong,” but simply different (Frith & Happé, 2005).
In Canada alone, studies suggest that 1 in 66 children are diagnosed with autism spectrum disorder (ASD), a number that continues to grow as awareness and diagnostic practices improve (Government of Canada, 2018). And it’s not just children. Many adults, like myself, are receiving late diagnoses after spending decades masking neurodivergent traits to survive in environments not designed for us. At 42, I discovered I had ADHD, ASD, sensory processing disorder (SPD) and auditory processing disorder (APD). For years, I forced myself to fit into environments that weren’t designed for my brain, enduring sensory overload and burning out. Now, I know that by adjusting my environment and requesting accommodations, I can work in a way that optimizes my unique strengths. ?
Neurotypical brains, which form the majority of society, tend to excel in environments that are structured and predictable. These individuals are often great at following established processes, managing risk, and adhering to deadlines. However, a challenge arises when these same employees are asked to think outside the box or adapt to situations that require flexibility and creativity. Their need for stability and adherence to routine can sometimes limit innovation and prevent businesses from evolving quickly in a fast-paced world.
On the other hand, neurodivergent individuals—roughly 15-20% of the global population—bring different strengths. Research has shown that those with ADHD often thrive on creative thinking and fast-paced environments, with studies indicating that people with ADHD are 300% more likely to start their own businesses due to their ability to think unconventionally (ResearchGate, 2018). Autistic individuals frequently excel in pattern recognition, deep focus, and attention to detail. Meanwhile, dyslexics tend to be big-picture thinkers, often able to see problems from multiple angles (Shaywitz, 2020). These diverse perspectives are invaluable to workplaces seeking fresh ideas and new approaches to problem-solving.
With this understanding, companies are beginning to recognize the business case for neurodiversity. Studies from Deloitte Consulting show that organizations that embrace diversity of thought, including neurodivergence, are 1.8 times more likely to be leaders in innovation (Deloitte Insights, 2020). And, according to a 2019 study by JPMorgan Chase Commercial Banking , employees with Autism Spectrum Disorder (ASD) performed 48% to 140% better in areas such as productivity and attention to detail compared to their neurotypical counterparts (Davidson, 2019). And a recent Harvard Business Review study found that organizations that embraced neurodiversity initiatives saw improvements in productivity, innovation, and employee engagement by leveraging the unique strengths of neurodivergent employees (Austin & Pisano, 2017).
Yet, despite the value neurodivergent individuals bring, many workplaces are not designed to support them. For instance, open-plan offices can be overwhelming for someone with Autism Spectrum Disorder (ASD), as they heighten sensory overload. Similarly, rigid 9-to-5 schedules can be near-impossible for individuals with ADHD or sensory processing disorder. Adjustments like flexible work hours, noise-cancelling headphones, or quiet workspaces can make a significant difference in unlocking their full potential.
The modern workplace is still designed with a one-size-fits-most mentality, which primarily serves neurotypical individuals. This model assumes that everyone works best in collaborative, 9-to-5 environments, thrives in team meetings, and can maintain focus on multiple projects at once. But for neurodivergent individuals, this traditional setup often becomes a barrier to success. The assumption that everyone needs to be in a meeting or that every task requires collaboration simply doesn’t hold up when we consider the diversity of thought and working styles that neurodivergent people bring.
The future of work must include policies that reflect a more flexible and inclusive approach to productivity. Studies show that companies with inclusive practices are 60% more likely to see improved performance and profitability (SHRM, 2021). Accommodations like remote work, flexible hours, and quiet workspaces can make a significant difference in retaining top talent and fostering innovation. By rethinking policies, we can move away from rigid expectations and design systems that play to people’s strengths.
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At its core, the push for neurodiversity in the workplace is about recognizing that cognitive differences are not weaknesses to be fixed but strengths to be optimized. When we stop trying to make neurodivergent individuals conform to neurotypical standards and instead adjust the environment, we unlock the full potential of both neurodivergent and neurotypical people.
Just as we've seen with other marginalized groups throughout history, neurodivergent individuals have been overlooked and suppressed for too long. But with growing awareness, better language, and a deeper understanding of how our brains work, we now have the opportunity to build workplaces—and societies—that truly allow everyone to thrive. It’s time to stop forcing people into molds that don’t fit and start designing systems that allow all individuals, regardless of how their brains are wired, to bring their best selves to the table.
#NeurodiversityMatters #InclusiveWorkplace?#ADHDAcceptanceMonth #BetterTogether
If you are neurodivergent and looking to make a meaningful impact in the workplace, consider reaching out to Specialisterne Canada. Specialisterne is dedicated to supporting individuals with neurodivergent brains by helping them unlock their potential and find fulfilling careers. They partner with forward-thinking employers who recognize the unique strengths of neurodiverse employees and aim to build more inclusive, supportive organizations. Specialisterne's mission is to break down barriers, foster understanding, and ensure that neurodivergent individuals are not only accommodated but celebrated for the creativity, innovation, and problem-solving skills they bring to the workplace.
The views and opinions expressed in this article are my own and do not necessarily reflect the views or positions of friends, colleagues, organizations, and corporations I am associated with.? The information provided is solely based on my experience and should not be taken as medical advice.
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Great post! It's so important to recognize and support neurodiversity in the workplace.
Sociologist. Australian. Coined #Neurodiversity in 1998 Honours Thesis. Currently fighting libellous open letter in major journal by envious Northern academic rivals who followed in my footsteps 20+ years later.
4 个月Thanks for including me in this article. But I only coined #Neurodiversity, not its derivatives. Also it is important to remember that being humans, we are all flawed. Any one-sided viewpoint on Neurodiversity that proclaims only neurodivergent strengths and omits challenges, or weaknesses is false and will only alienate the public. Read my actual definintion at https://neurodiversity2.blogspot.com/p/what.html
?? Empowering the Next Generation of Financial Services Professionals & the People Who Support Them | Advocate for Compassionate Confidence | Consultant | Trainer | Speaker | Host of The Compassionate Confidence Podcast
4 个月I always love your articles, BRIDGET MCDERMID, but this one was particularly insightful. I always learn so much from your writing! Thank you, as always, for sharing.