Employee neurodiversity can have considerable influence on your workplace culture – but it has only recently become a focus of HR practice.
Welcome to the first of our two-part series discussing neurodiversity in the workplace.
Until quite recently, the term ‘neurodiversity’ was a bad word, with negative perceptions regarding conditions such as autism or ADHD. Yet, we all have our individual strengths and weaknesses that contribute to the success of a business, regardless of whether we’re neurotypical or neurodiverse.
Rather than viewing neurodiversity as a negative, we can focus on the strengths of neurodiverse people to not only help them personally flourish, but to utilise their traits to help others and the organisation. Embracing a variety of different types of thinkers – or, neurodiversity – and focusing on enhancing the strengths of your employees can make your organisation more profitable and more enjoyable for your staff.
The term ‘neurodiversity’ was first used in the late 1990s by Australian sociologist Judy Singer, whose personal experiences with autism led her to study the condition in greater detail..
The official definition of neurodiversity refers to a variation in neurocognitive functioning. Neurodivergent individuals are those whose brain functions differ from those who are neurologically typical – aka neurotypical.
Neurodiversity is used as an umbrella term that encompasses a range of neurocognitive conditions, including:
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 prove best at any given moment?"
Here’s a brief look at 4 common neurodiverse conditions.
Autism affects how a person thinks, feels, interacts with others, and experiences their surrounds. It’s a neurological developmental condition characterised by repetitive patterns of behaviour and difficulty in communicating socially. Persons with autism may struggle in dealing with change, multitasking, mandatory actions, or understanding different perspectives. They can also be impacted by sensitivity to light, sounds, and touch, and can find speech and/or information processing challenging. However, their neurodiversity does not impact on their intelligence.
Common autism strengths include:
Attention-Deficit/Hyperactivity Disorder (ADHD) affects the nervous system, including the brain, during development from childhood to adulthood. ADHD can manifest through impulsivity, hyperactivity, distractedness, and difficulty following instructions and completing tasks. Other individuals may experience issues with time management, staying on topic, rationality, and articulation, or may exhibit lower risk aversion or impulsivity.
Common ADHD strengths include:
People with dyslexia experience a learning difficulty that primarily affects their skill in accurate and fluent reading and spelling. It can also include challenges with information processing, short-term memory, organisation, and timekeeping and time management. However, these challenges are not due to a skills deficiency - rather, they are the consequences of a unique brain processing function.
Common dyslexia strengths include:
Those with dyspraxia have a learning difference that affects how their mind processes sequences of movement and actions. This condition may affect their coordination and movement, balance, articulation of their thoughts, and organisational abilities. This condition can also affect hand-eye coordination and spatial awareness, impacting on their ability to perform everyday functions, such as typing. Often, dyspraxia exhibits similar characteristics to other neurodivergent conditions – sharing challenges of short-term memory, concentration, and social interaction with autism and ADHD.
Common dyspraxia strengths include:
It’s vitally important to be aware of people with neurodiverse conditions so that we can accommodate their strengths and challenges in the workplace. However, it’s equally important to remember that people are not defined by their diagnosis. The above points provide a very broad overview, but there are several ways that these conditions can display. A significant number of those diagnosed with ADHD find it difficult to be organised and structured – however, you may work with a person with ADHD who is, in fact, quite organised. Or, you may have a colleague with autism who appears to be uncomfortable communicating in social situations, whereas people with autism will often find this task challenging.
Everyone is different – but understanding considerations for neurodiverse people will help to thrive and create a positive, strengths-based work culture. Our next blog will discuss how to integrate neurodiverse practices into your workplace. We look forward to seeing you there – or if you’d like some advice in the meantime, please contact us! We’d love to chat.
We are experienced and passionate about embracing neurodiversity in the workplace and helping other companies do the same. If you need a little help or advice on how to embrace neurodiversity in your workplace, get in touch to find out more about how we can help you.
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