Neurodiversity : A definition
Actionable advice
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learn about neurodiversity first-hand . “ Initially , I thought I had limited experience to draw on . But the more I have learned , the more I have realised that it is likely that I have previously worked with , and currently work with , people with neurodiversity who perhaps have not shared this . For example , some have been dyslexic but not disclosed this . Yet it is still possible to create a supportive environment through listening and understanding .”
Getting started Salvesen Mindroom Centre say the critical first step to embracing , integrating and harnessing the potential of neurodivergent employees is to have the knowledge , confidence and language to start the conversation . Building business-wide awareness and encouraging open dialogue are vital . Alan adds : “ We find without exception that employers are very open to neuroinclusion but it is one of many topics they are trying to make progress on in diversity and inclusion terms . The starting point of becoming neuroinclusive is meeting each other where we are . Trying to reduce and eliminate bias and the need to conform to type .
“ This requires a deeper understanding of each other and a degree of vulnerability to open up . To recognise our strengths but also to accept where we don ’ t have strengths and work as part of a team to complement each other . This principle applies in all environments , not just the world of work but it is critical to driving meaningful change in your culture .
“ Change begins with starting ‘ the conversation ’. By putting neurodiversity on the corporate agenda – whether that ’ s through training , role modelling or otherwise – you help to create the conditions for staff to talk about it , to learn what it is and isn ’ t , to understand language , recognise patterns of thinking in themselves , in each other , in families . It is a win-win .” S
“ We find without exception that employers are very open to neuroinclusion but it is one of many topics they are trying to make progress on in diversity and inclusion terms .”
Neurodiversity : A definition
According to Harvard Medical School , neurodiversity “ describes the idea that people experience and interact with the world around them in many different ways ; there is no one ‘ right ’ way of thinking , learning , and behaving , and differences are not viewed as deficits .”
They go on to say that : “ The word neurodiversity refers to the diversity of all people , but it is often used in the context of autism spectrum disorder ( ASD ), as well as other neurological or developmental conditions such as ADHD or learning disabilities . The neurodiversity movement emerged during the 1990s , aiming to increase acceptance and inclusion of all people while embracing neurological differences . Through online platforms , more and more autistic people were able to connect and form a self-advocacy movement . At the same time , Judy Singer , an Australian sociologist , coined the term neurodiversity to promote equality and inclusion of ‘ neurological minorities .’ While it is primarily a social justice movement , neurodiversity research and education is increasingly important in how clinicians view and address certain disabilities and neurological conditions .”
Actionable advice
Neurodiversity affects between 15 and 20 % of the planet . Put another way , with a global population approaching nine billion , this means roughly 1.5 billion of us are neurodivergent . That ’ s a significant section of the workforce , making it a mainstream subject to get up to speed with . You are bound to have colleagues who are neurodivergent .
Here are ten ways to approach the issue and support them :
w Listen , value and respect their experiences and perspectives . w Provide a safe , consistent working environment and consider neurodivergent staff when planning changes . w Treat disclosure with sensitivity and discretion . w Don ’ t make assumptions based on a diagnosis , behaviours or personal presentation . w Be consistent , clearly communicating expectations and guidance . w Be sensitive to social differences and preferences . w Be open to doing things differently ( small changes can make a big difference ). w Provide access to a quiet space , additional time and frequent breaks . w Provide access to software support , digital documents and resources with accessible formatting . w Become an ally and champion neurodiversity .
Summer Issue 2025 | Executive PA 17