From the desk of our newest contributor, Jessika Borsalino.
Neuro-divergence refers to a difference in how people think, learn, and interact with others. This includes those with autism, ADHD, dyslexia, dyspraxia, intellectual disability, and social anxiety among others. Neurodiversity refers to respecting and fair representation of different neurodivergent experiences.
Many prejudices and stereotypes surrounding neurodivergent people exist. The most common being that they are seen as lesser than “normal” people (although what does “normal” mean?). Even in adulthood many of them are treated like children or as incapable of making their own decisions. Many people still hide behind these “explanations” and fail to recognise and understand the realities facing neurodivergent people. However, ignorance is not an excuse. The first letter in the DEAR framework – a change management tool developed by Knowledge Bridge – is Dignity: all people have equal worth, including neurodivergent people. This indicates that continued open and honest conversations need to take place even if it's uncomfortable for some.
It was a pleasant surprise to touch on this topic during a workshop on 'inclusivity in the workplace' I attended several weeks ago. After discussing the usual categories that come to mind (gender, age, ethnicity, nationality, sexuality), we spent a significant portion of the workshop discussing what employers and employees can do to create a neurodivergent-friendly workplace.
Estimates suggest 1 in 7 or 15-20% of the population could have some form of neurodivergence, yet many do not feel adequately supported by their employer. That is, if they are fortunate enough to get a job. According to the National Autistic Society only about 15% of autistic adults (of 700,000) in the UK are currently employed. Many more would like to be, but they experience difficulties in finding or retaining a job. In the age where many
employers claim to be “Equality Employers”, why do neurodivergent people still face difficulties? Perhaps only adding a couple of lines at the end of a job posting is not enough. It is important to have conversations like these if we want to overcome the stereotypes and prejudices that are still prevalent. This goes for employers who want to create a neurodiverse workplace, and also for employees. A good colleague is as important as an understanding manager.
Hiring neurodiverse people can bring great advantages to a business if done right. Neurodiverse people tend to have greater analytical and mathematical skills, better memory and are quicker to recognize patterns than their neurotypical (i.e. not neurodiverse) counterpart. These skills are highly needed and sought after, for example, in the tech industry. Once integrated in the team and over a longer-period of time, neurodiverse employees prove to be highly effective and productive employees (even more so than neurotypical employees). They foster productivity, quality of products and processes, communication and innovation in the workplace.
It goes without saying that in order to reap these benefits, companies first have to hire neurodiverse people. While neurodiverse people might have all the qualifications needed for the job, they often do not manage to get past the interview stage since they lack the social skills usually desired at this stage. So, in order to tap into these benefits, companies have to adjust their recruitment process first. Furthermore, neurodiverse employees need certain adjustments to their work environment in order to reach their full potential. These are usually very small, such as installing a different type of lightning or giving them a separate office, and are outweighed by the potential benefits.
This blog post is not intended to be a roadmap for employers looking to make their workplace neurodiverse, but mostly to raise awareness about this issue and prompt employers to take action. Furthermore, the last three letters of the DEAR framework provide a good starting point for those aiming to improve their workplace: Empathy, Authenticity, and Respect.
Through education it is possible to see the world with different eyes and understand different perspectives (Empathy).
Concurrently, employers should instigate open conversations with their employees to better cater for and understand their needs (Authenticity).
It is important to tailor each solution to the individual because what works for one person with anxiety, might not work for the next. Ultimately, this should lead to mutual Respect.
To foster diversity, it is important to include and openly engage with neurodivergent people. Has this got you thinking and questioning your assumptions and ideas? Is your workplace neurodiverse? What can you do to create a neurodivergent-friendly workplace? What practical steps can you take? Do you already have neurodivergent employees? And if yes, are their needs being met? How often do you review your plans and actions? What do you do when you identify a gap?
There is still a long way to go until we can achieve genuine neurodiversity, but every journey starts with the first step.
If you need help or guidance with your EDI and workplace Neurodiversity plan - please get in touch with Knowledge Bridge to discuss how we might be able to support you.