Neurodiversity in the Workplace
The neurodiversity movement began in the 1990s to support those who are neurodivergent. But what exactly does that encompass, and how can businesses and workplaces become more aware and inclusive of neurodiversity? Let’s explore the meaning of neurodiversity and how workplaces can support neurodiversity to benefit the most from an inclusive environment.
What is Neurodiversity?
Neurodiversity refers to the diversity of neurotypes across the human species. It is the idea that brains and minds work in various ways and that these differences are a natural and valuable part of human diversity. Just like we have different physical traits, such as eye colour or height, we also have different ways our brains work.
A neurotype is an individual brain’s unique style of processing information, learning, thinking, and feeling. Each person’s neurotype is unique, and it is this uniqueness that contributes to the richness of human experience and knowledge.
Neurodiverse refers to a group of people that includes all those of differing neurotypes. This group encompasses those whose brains function in ways considered typical (neurotypical) and those whose brains work differently from the norm (neurodivergent).
Sonny Jane Wise, a lived experience educator and author of the first neurodiversity affirming skill workbook, asserts, “We’re all neurodiverse, but we’re not all neurodivergent.” They provide this graphic to illustrate a simplified breakdown of what this means.
What is Neurodivergent?
Neurodivergent, sometimes abbreviated as ND, means having a mind that functions in ways which diverge significantly from the dominant societal standards of “normal.”
Being neurodivergent is not limited to any one condition. For example, while someone who is autistic is neurodivergent, there are many other ways of being neurodivergent, such as having ADHD, dyslexia, or other neurological differences. Each type of neurodivergence (i.e. diagnosis) comes with its own set of traits and experiences, and each person’s presentation of these traits is unique. For more information on autism, including what language to use when discussing autism, see our section on autism in the workplace.
Neurodivergence is the state of being neurodivergent.
Sonny Jane Wise, who identifies as neurodivergent, has created the graphic to the right, outlining many of the unique neurotypes that exist under the neurodivergent umbrella.
How Does Neurodivergence Present in the Workplace?
Neurodivergence can manifest in various ways, each contributing unique strengths and challenges to the workplace. Here are some common characteristics and behaviours:
- Communication differences: Neurodivergent individuals may communicate differently from the norm. This can include directness, difficulty with small talk, or preference for written communication over verbal.
- Sensory sensitivities: Many neurodivergent people possess a heightened sensitivity to sensory input, such as bright lights, loud noises, or strong smells.
- Anxiety: Higher levels of anxiety can be common among neurodivergent individuals, often exacerbated by changes in routine or unfamiliar environments.
- Stimming / self-soothing behaviours: These repetitive movements or sounds can help neurodivergent individuals manage sensory overload or stress. Common examples include hand-flapping, rocking, or humming.
- Need for strict routine: Some neurodivergent individuals thrive on routine and may find a departure from that standard routine challenging.
- Difficulties and Strengths in Scheduling and Time Management: While some neurodivergent individuals struggle with time management and scheduling, others excel in these areas and bring exceptional organizational skills to the team.
- Processing differences/delays: Information processing can vary, with some individuals taking longer to understand and respond to information.
Understanding and supporting these diverse ways of functioning not only fosters a more inclusive workplace but also leverages the unique strengths that neurodivergent individuals bring to the table. By recognizing and accommodating these characteristics, employers can create a more supportive and productive work environment for everyone.
What Common Accommodations Can You Implement to Improve the Workplace for Your Neurodivergent Staff Members?
To improve your workplace for neurodivergent staff members, consider implementing the following accommodations in these four situations:
Interview Process
- Send interview questions in advance
- Offer multiple modes of communication
- Allow individuals to stim, walk around, etc.
- Avoid requiring eye contact
- Ensure the interview environment is as comfortable as possible (e.g. adjust lighting)
- Include work-based or practical component
Workplace Environment
- Provide sensory accommodations (reduced noise, adjustable lighting, etc.)
- Allow flexibility to work outside of the office or from home
- Create quiet spaces to decompress
- Allow multiple modes of communication
Communication & Interaction
- Use clear and straightforward language
- Provide consistent and regular feedback
- Vary communication methods based on individual needs and preferences
- Make social interaction (e.g. after work events) optional
Scheduling
- Offer either very rigid or very flexible scheduling based on individual needs
- Allow time between meetings for decompression
- Provide flexible scheduling for meetings and events
- Enable virtual attendance for meetings
Neurodiversity in the Workplace Examples
See below for real-life examples of neurodiversity in the workplace. These are just some of the situations to keep in mind when planning how to accommodate these employees best while giving them the chance to thrive in their roles and work environment.
Example 1: Sarah, who has ADHD, effectively manages her work environment by using a flexible schedule and noise-cancelling headphones.
Example 2: Taylor, who has generalized anxiety disorder, is a project manager. Taylor benefits from having a structured, predictable schedule and advance notice of any changes. The company supports Taylor by providing a clear project timeline, regular check-ins, and the option to work from home on days when stress levels are high.
Example 3: Jason, who has dyslexia, asks his team members to send him relevant information in visualized documents such as charts and diagrams. His company provides him with helpful software with text-to-speech and speech-to-text functionality so he can absorb new information more easily.
Meet real-world members of our team who have experience working for an organization that provides the necessary support to flourish in their roles.
Why is Having a Neurodiverse Staff Awesome?
Diversity of any kind in the workplace is a bonus! Neurodiversity in the workplace allows for multiple ways of thinking, meaning problems are approached and solved in many ways. This diversity fosters innovation, creativity, and a more dynamic work environment. By embracing neurodiversity, companies can tap into a broader range of talents and perspectives, ultimately leading to better business outcomes.
Fostering an inclusive work environment is the first step to encouraging employment opportunities for neurodivergent workers. Check out our Statement of Commitment to Accessibility to see how companies can structure their accessible work environment to promote a diverse workforce.