Neurodiversity – A discussion

Published: 15 March 2024

Author: Tony Fagelman

The term neurodiversity has become a common buzzword over the last few years. Before we consider the benefits of offering a Neurodivergent workplace, we should take a minute to understand just what this means.

As a concept Neurodiversity celebrates the rich tapestry of human cognition and behavior. Rather than viewing differences as “deficits”, Neurodiversity recognizes that there is no singular “right” way of thinking, learning, or experiencing the world:

1.) Definition and Origins:

Neurodiversity encompasses the idea that people’s brains function in diverse ways by acknowledging natural variations in brain function and behavior across a wide array of people.
The term “Neurodiversity” was coined by Australian sociologist Judy Singer as alternative language that would otherwise, emphasize deficits when describing neurodevelopmental conditions, such as autism spectrum disorder (ASD).

2.) Key Principles:

Variability: Neurodiversity acknowledges that everyone perceives and responds to the world uniquely way. As such, there is not a “one-size-fits-all” cognitive framework. While everyone’s brain develops similarly, no two brains function alike. So, being “Neurodivergent” means having a brain that works differently from the average or “Neurotypical” person.
Acceptance: Rather than pathologizing differences, neurodiversity encourages acceptance and inclusion by emphasizing neurological variations are part of the human experience.
Language Matters: Advocates of Neurodiversity promote inclusive, nonjudgmental language. While some prefer person-first language (e.g., “a person with autism”), others embrace “identity-first” language (e.g., “an autistic person”) – respectful communication matters.

3.) Autism Spectrum Disorder (ASD):

ASD is characterized by differences in communication, learning, and behavior. These differences vary widely from person-to-person.
Some autistic individuals communicate verbally, having normal or above-average IQs, and live independently. Others face challenges in expressing needs or emotions and may need to rely on support.
Suffering often arises from societal barriers, rather than inherent differences. Neurodiversity emphasizes understanding and the dismantling of these barriers

4.) Other neuro diverse terms: Attention deficit hyperactivity disorder (ADHD) is a condition that affects people’s behaviour. Those with ADHD can seem restless, may have trouble concentrating and may act impulsively. Dyslexia is a common learning difficulty that mainly causes problems with reading, writing and spelling. Dyspraxia refers to difficulties in performing coordinated movements and can affect walking, writing or other more complex movements.

5.) Clinical Implications:

Medical evaluation and treatment are crucial for individuals who display Neurodiverse traits. A formal diagnosis is needed to facilitate access to services.
Clinicians must adopt respectful language and recognize the mental and physical health needs of Neurodivergent individuals.
A research study by ACAS (The Advisory, Conciliation and Arbitration Service) highlighted the following (see ‘Neurodiversity at work’, Acas, 2016: pp. 44-46).

6.) A research study by ACAS (The Advisory, Conciliation and Arbitration Service) highlighted the following (see ‘Neurodiversity at work’, Acas, 2016: pp. 44-46).

7.) Performance

Perceived underperformance is most likely to occur where managers were not aware of someone’s Neurodivergence; but with appropriate supports in place, Neurodivergent staff were no more likely than peers to have performance issues.

8.) Disclosure

Disclosure is a common concern for employees, even when working for employers who are very supportive and neurodivergent people typically do not disclose their disability until 2 years into their employment.

9.) Advancement

Progression up the organization is most common where Neurodivergent employees are assigned to roles that make best use of their innate abilities, while removing simpler admin tasks which can be deceptively difficult for them (e.g. room booking which can be challenging for Dyslexic staff).

10.) Applying for roles

Neurodivergent staff often do not apply for roles they would be good at. The study found this was mainly due to not having the confidence to do so, not recognising their achievements or abilities, or not knowing how to promote themselves. Additional help to identifying suitable promotion possibilities from a manager and/or mentor is therefore important.

It should be noted that, as with all research, findings are quickly superseded by more up to date information and observations as well as terms and labels that may have also changed. Some of the information in the ACAS study may now be out of date, but much of the data and recommendations remain valid.

Efforts to increase neurodiversity can enhance the workplace in many ways. Neurodivergent workers possess unique talents, skills, and perspectives which can directly benefit our corporate mission, support productivity and performance through a rich and diverse environment. Diversity of thinking and problem-solving enhance innovation and process improvement.

Each person’s experience with neuro-diversity can differ widely. While I have personal experience through a family member who is Neurodivergent, the impact on our family life growing up was minimal. While they had coped admirably with complexities presented to them, when they reached adulthood and secured numerous degrees with impressive qualifications, additional workplace issues manifested which may have contributed to self-imposed limitations and concerns.

As with all disabilities, hidden or otherwise, we, as individuals have a duty of care for our fellow beings. We must embrace differences, educate ourselves and where necessary, challenge our past convictions to ensure everyone we connect with, whether at work, play or home, are treated with respect and honour. We must celebrate achievements and lend support to those in need. If we do this, not only will we make our environment a better place to live, work and play, we will be helping others around us experience a better life as well.

Here at Xerox and through the efforts of Enable_All, we are working to improve opportunities for Neurodivergent employees and additionally, provide assistance and support for employees who have family members that are Neurodivergent as well. Our aim is to support our managers through additional training and reference documentation in their daily efforts to assist neuro-divergent team members – make work, work for all!

Through training, education and collaboration, Xerox can and will be the best place to work for all staff. Additionally, one of our Senior Managers in Italy, Jean-Rene Gain, has been working with a team of dedicated people to develop Winclusive. This recently launched portal (currently only available in Italy) is aiming to recruit autistic adults and train them for jobs identified by employers in the geographic area. Employers are also provided with training to help support newly hired staff. This project demonstrates how by working together, we can provide all members of society with meaningful and rich opportunities to improve everyone’s lives.

Neurodiversity invites us to celebrate the kaleidoscope of human minds, fostering a world where all cognitive styles are valued and understood¹²³⁴⁵.

Please have your say, respond to this Blog and let us know what you think, and don’t forget to celebrate Neurodiversity week 18^th – 24^th March.

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