What Is Neurodiversity?
Neurodiversity refers to the different ways our brains function. We each respond to, process, feel and manage things in different ways. As much as we could say we are all, in a way, neurodiverse, there is a most common way of processing and managing thoughts – neurotypical and a less common way – neurodiverse, including those who have autism, dyslexia, dyspraxia and ADHD.
We know that these conditions come on a scale and that there is no reason why individuals who are living with them can not function perfectly well in a working environment. What we do need to do is to educate ourselves and those around us about how neurodiversity can be a benefit, can present challenges, and, most importantly, can be accepted and supported in the workplace.
What is Neurodiversity in the Workplace?
Neurodiversity in the workplace is about creating an environment that values and supports people with different neurological conditions like autism, ADHD, dyslexia, and dyspraxia while acknowledging that these variations can bring distinctive skills and perspectives that benefit the organisation.
Types of Neurodivergent Conditions
ADHD
ADHD stands for attention deficit hyperactivity disorder. Someone with ADHD may face challenges with attention and organisation, but can also bring creative ways of thinking about things and high energy to the workplace.
Autism
People with Autism might face some difficulties with social interactions, but they often have a strong attention to detail and are good at problem-solving skills.
Dyslexia
Dyslexia affects someone’s reading and writing skills and can also affect how someone processes information; however, they may possess good problem-solving skills and the ability to think creatively.
Dyspraxia
Dyspraxia may impact an individual’s coordination, but often correlates with innovative thinking.
Benefits of Neurodiversity in the Workplace
Making up around 15% of the workforce, and with inclusion and equity at the top of agendas, an awareness of and support for neurodiverse individuals matters greatly.
Younger generations of workers, Gen Y and Z, for example, are very focused on joining and remaining with employers who are dedicated to their CSR and ESG commitments, with strong DEI programs.
“64% only wish to work for an employer with strong corporate social responsibility (CSR) values.” – CIPD Neurodiversity at Work
Awareness for this impacts hiring processes, working environments and management styles, all of which can be easily adapted. Neurodiversity, when viewed not as a limitation, but as an alternative way of learning and processing information, can be an asset, opening up avenues, and approaches that may not have been visible to neurotypical employees.
There is a huge argument to be made for acknowledging the skills that each individual has, rather than requiring each individual to have every skill on your list. We like to take a skills over roles approach at Chesamel; when sourcing candidates for our own teams or clients, we look at the skills that the team requires, and source for those skills, not just to fill a certain pre-moulded position.
How to Support Neurodiversity in the Workplace
Creating a neuro-inclusive workplace means recognising and valuing these different ways of processing information and working. This ensures neurodiverse individuals feel valued by their employer. Here are some simple ways to support neurodivergent people in the workplace:
- Inclusive Hiring: Use clear job descriptions and offer flexible interview formats to help neurodivergent candidates showcase their strengths.
- Workplace Adjustments: Simple changes like quiet spaces, flexible hours, or clear task instructions can make a big difference.
- Education and Awareness: Provide training to help all staff understand neurodiversity and foster a more supportive culture.
- Focus on Strengths: Emphasise what neurodivergent employees do well, such as creative thinking, attention to detail, or problem-solving.
- Ongoing Support: Mentorship, peer support, and regular feedback ensure employees feel valued and included
Digital Transformation & Neurodiversity
Some of the naturally evolving processes and practices businesses are adopting into their day-to-day through digital transformations are also helpful for neurodiverse employees. With automated and digitalised processes, the use of assistive tech can be used more freely, such as speech-to-text software.
The use of digital technologies, therefore, helps us to level the playing field for roles that may have barriers to entry for some neurodiverse individuals. As digital skills gaps remain an issue, could we be looking to the untapped potential of neurodiverse minds to bridge it? Many digital roles, such as within cybersecurity, need highly detail-oriented minds; autistic individuals, for example, have such detail-oriented minds. Therefore, we must be aware, in 2022, that not only can digital technologies be beneficial to neurodivergent minds, but that neurodivergent minds can be beneficial to our digital transformations and bridging certain skills gaps, so long as access to these roles is openly available to all.
Contact Chesamel Today
If you’d like to learn more about this, the Neurodiversity Celebration Week website has some wonderful resources, including extensive guides on how to approach this in the workplace and neurodiversity-specific guides.
Contact us today for more information.
