Understanding Neurodivergence: How Employers Can Foster Inclusivity
The term “neurodivergent” was introduced by sociologist Judy Singer in 1997. Singer defined neurodiversity as the broad spectrum of neuro-cognitive variations within the human population, emphasising that each person possesses a unique nervous system with distinct abilities and needs.
Understanding Neurodivergence
A Shift in Perspective
For Singer, being neurodivergent—such as being autistic—was not viewed as a disorder or deficiency but rather a natural variation within the expansive spectrum of human neuro-cognitive diversity. This concept encourages us to see these differences as a natural part of humanity, moving away from stigmatising disabilities. Initially used to describe autistic individuals, the term now encompasses conditions like ADHD, dyslexia, dyspraxia, dyscalculia, Tourette’s syndrome, and chronic mental health conditions such as bipolar disorder and schizophrenia.
The Social Model of Disability
The concept of neurodiversity aligns with the social model of disability, which emerged in the 1980s through the efforts of disabled activists. This model contrasts with the medical model, which views disability as an illness or defect to be cured. The social model asserts that disability arises from an inaccessible environment rather than inherent impairments.
For instance, instead of focusing on curing a wheelchair user struggling with stairs, the social model would question why there isn’t a ramp available.
Overcoming Environmental Barriers
The medical model’s influence is evident in patronising attitudes towards disabled individuals and efforts to “fix” the person rather than addressing environmental barriers.
For example, instead of training autistic individuals to make “natural” eye contact, we should question the necessity of eye contact in the first place. Similarly, accommodations for dyslexia and dyscalculia can be as straightforward as providing proofreaders, utilising dictation software, or employing Excel formulas.
Challenges and Support for Neurodivergent Adults
Unfortunately, there is often limited support available for neurodivergent adults. Conditions like ADHD and autism are frequently underdiagnosed in women and minority groups, and many services primarily focus on children. As a result, neurodivergent individuals may experience feelings of isolation and have more questions than answers.
The diagnostic process itself can be challenging, with assessments sometimes feeling patronising and inadequate. Neurodivergent employees may still be in the process of self-discovery and understanding their needs, which can evolve over time. Regular reviews and open communication are crucial to stay updated on their requirements.
The Inclusive Employers Inclusion Passport can serve as a helpful guide for these conversations and record agreed-upon accommodations. Line managers may require additional training to facilitate these discussions effectively.
The Benefits of Neurodiversity in the Workplace
The benefits of neurodiversity in the workplace are numerous. Inclusive environments that embrace neurodivergent colleagues foster diversity and benefit everyone involved.
Neurodivergent individuals can bring unique skills to the table, such as systems thinking, creativity, expertise in specific areas, innovative thinking, and lateral problem-solving. However, it is important to remember that there is significant diversity within the neurodiverse community, and assumptions or stereotypes are not applicable.
Creating an Inclusive Workplace
To create an inclusive workplace for neurodivergent colleagues, consider the following tips:
Adapt the Environment: Make the office and hybrid working arrangements neurodivergent-friendly by addressing sensory sensitivities, such as minimising fluorescent lights, kitchen smells, background noise, interruptions, and uncomfortable clothing.
Provide Quiet Spaces: Offer areas for deep work without interruptions, such as designated quiet zones in the office or specific periods with no teams calls or chats.
Allow Fidgeting: Permit doodling and fidget toys during meetings, as they can help improve focus and engagement for some neurodivergent individuals.
Educate Continually: Continuously educate yourself about neurodiversity, challenge assumptions, and dispel stereotypes that may have been absorbed from society at large.
Inclusive Employers offers tailored training programs in this area, and their Neurodiversity page provides additional resources, including a Line Manager’s Guide, Neurodiversity Quiz, and factsheets that can assist in fostering an inclusive workplace.
Conclusion
By embracing the concept of neurodiversity and adopting the social model of disability, employers can create more inclusive and supportive environments for neurodivergent individuals.
This approach not only benefits the individuals themselves but also enriches our communities and workplaces with diverse perspectives and talents.