Exploring neurodiversity
If you’re wondering “what is neurodiversity” and feeling confused, you’re not alone, as it often isn’t a straightforward answer. Everyone is different, including the ways we take in, process, and respond to information. But for many neurodivergent people – including autistic people and those with a specific learning difficulty (SpLD) like dyslexia, dyspraxia and ADHD – those differences can feel like a real challenge.
Everyone should be able to excel in their everyday life, including anyone who learns and works differently. But that can only come with understanding.
In this blog post, we will explore what is neurodiversity, what does and neurodivergence mean and how neurodivergence can affect people in the workplace. We will also lift the lid on how workplace needs assessments can help neurodivergent people to become more productive, navigate the workplace more confidently and thrive in their
roles.
What is neurodiversity?
The term neurodivergence is used to describe when a person’s brain functions and behavioural traits differ from what is considered ‘typical’ for most people. If someone is not neurodivergent, they are considered neurotypical. Neurodiversity refers to the idea that people experience the world differently, and interact with it differently due to differences in the ways each of our brains work.
Researchers have estimated that 15-20% of the world’s population is neurodivergent – over a million people in the UK have a diagnosis of autism, ADHD, dyslexia, dyspraxia or other neurodevelopmental conditions.
There’s some debate about which conditions are included in ‘neurodivergence’, but it’s generally accepted that ADHD, dyslexia, autism, dyspraxia, dyscalculia, dysgraphia and Tourette’s are all lifelong and neurodivergent conditions.
How to use neurodiversity language
It can be tricky to understand the right language when talking about neurodiversity. Whether you think you might be neurodivergent or you’re looking to support a neurodivergent person, it can be helpful to get to grips with the different terms.
Neurodivergent
Neurodivergent describes a person or people who learn, work and socialise differently. Many neurodivergent people will have a diagnosis, like autism or dyslexia. But some people identify as neurodivergent without a diagnosis. This is generally accepted within neurodivergent communities because there are often high barriers to diagnosis.
Neurotypical
Neurotypical describes a person or people who learn, work and socialise in a way that’s considered ‘typical’. What is ‘typical’ is usually defined according to the social norms (unwritten rules of behaviour) of the culture and community they’re a part of.
Neurodiverse
Neurodiverse describes a group of people who are either neurodivergent in different ways, or a mix of neurotypical and neurodivergent people (e.g. “Our team is neurodiverse.”)
Neuroinclusive
Neuroinclusive describes environments or practices that consider the different needs of neurodivergent people. This can include accessible content, flexible working schedules, or transparent career or education progression pathways. Neuroinclusive practices and environments usually benefit neurotypical people, too.
What is neurodiversity in the workplace
In the workplace, neurodivergent people often bring fresh perspectives and great problem-solving skills, and their strengths can include great attention to detail, high levels of focus, and out-of-the-box thinking. Many businesses now actively hire for neurodivergence. Numerous studies have shown the benefits of neurodivergence in the workplace, and you can read more about the business case for neurodiversity in the workplace here.
But it’s common for neurodivergent people to face difficulties navigating social interactions or sensory sensitivities in the workplace.
Employers can help by putting in place reasonable adjustments, promoting flexible work arrangements, creating clear communication channels, and giving neurodivergent people the freedom to complete tasks in their own way. You can read more about supporting neurodivergent employees in the workplace here.
With the right support and understanding, neurodivergent people can thrive in the workplace.
The case for neurodiversity is compelling. But it’s still not always clear what support is available for neurodivergent people at work. This is where individual workplace needs assessments and one-to-one coaching can be transformative.
How workplace needs assessments can help neurodivergent employees thrive
Knowledge is power, and understanding how best to support neurodivergent employees can change everything.
We work with many organisations to help them understand exactly what is neurodiversity, how to meet their legal obligations and implement effective adjustments, boosting productivity,
performance and inclusivity.
Workplace needs assessments explained
A Workplace Needs Assessment is a tailored, one-to-one session and report designed to explore the impact of an employee’s neurodivergence, mental health condition, or disability in their role.
The assessment is followed up with a personalised report that includes strategies and solutions for areas identified, along with suggestions for potential reasonable adjustments in the workplace.
Benefits can include:
Actionable insights and solutions – The assessment is tailored to the individual, focusing on practical strategies and tools to overcome the barriers identified.
Productivity gains – Implementing recommendations boosts job satisfaction, performance, and efficiency across the team.
Reasonable adjustment recommendations – The report includes straightforward suggestions for potential reasonable adjustments that are cost-effective and easy to implement
Improved team dynamics – Enhanced communication and understanding promote a more inclusive workplace
You can find out more about workplace needs assessments here.
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