What is neurodiversity?
The term neurodiversity was created in the 1990s to fight stigma and build acceptance of people with neurological differences, such as autism, attention deficit hyper activity disorder (ADHD), Tourette syndrome, dyslexia, and dyspraxia, among others. Studies show that nearly 15% to 20% of the population is neurodivergent. This means that about one in five individuals has a brain that works differently than the “neurotypical” majority—people who think and behave in ways considered the “norm” by society. In other words, there is no one “right” way of thinking, learning, and behaving. People are simply unique.
Benefits of neurodiversity in the workplace
In recent years, there has been a growing recognition of the benefits of neurodivergent individuals in the workplace. Neurodivergent individuals often have high attention to detail, excellent problem-solving skills, a strong memory, a unique way of looking at problems and tasks, and an impressive level of expertise. A non-judgmental and inclusive workplace, where people feel comfortable being themselves, can only improve productivity and carries numerous advantages, as neurodivergent and neurotypical individuals can bring valuable skill sets to the workplace.
Understanding different work styles
Work styles are the different ways your personality, skills, and past experiences influence your work and working relationships. Everyone has a dominant work style, which may change depending on the situation. The four main work styles are logical/independent, supportive, detail-oriented, and idea-oriented. Having a specific work style should not be considered as limiting or defining. Instead, it should empower you to identify your strengths, improve your weaknesses, and understand how to work better with others.
Neurodivergent individuals often prefer structured work styles. Some may need clear, multistep instructions once, and others may need regular check-ins and instructions provided in bite-sized chunks. However, this is not a rule, as some workers may feel more comfortable with broader instructions and can break them down into tasks themselves. Collaborating with colleagues who have diverse skills and experiences can help you tackle more complex projects and stay competitive in your industry.
It’s important to remember that everyone is different and has their own preferences. Colleagues who make the effort to understand individuals and provide long-term support can help neurodivergent professionals feel more empowered.
Tips for a diverse and healthy workplace environment:
- Always communicate clearly. Provide verbal and written instructions, breaking tasks into small steps. Avoid using figurative language, such as irony and sarcasm.
- Use appropriate fonts to promote inclusivity. Sans serif fonts like Arial, Calibri, and Tahoma are often preferred by neurodivergent individuals due to their simplicity and clarity, which reduces cognitive load and enhances readability and comprehension.
- Communicate in advance if any changes are on the way. If the project plan changes, provide advance notice and explain the reasons for the change.
- Do not make assumptions. A slogan frequently used within the disability rights movement is “Nothing about us without us.” Neurodivergent people must be included in decision-making about preferences, needs, and goals.
- Be open to learning. Be kind. It’s important to acknowledge that different individuals have different work processes and environments that work best for them. Everyone is different regardless of whether they’re neurotypical or neurodivergent. Taking the time to understand and accommodate these differences can help set colleagues up for success.
Increasing awareness: myths and truths about neurodivergent individuals:
There are a lot of myths about working with neurodivergent individuals, and they can cause people to feel marginalized, promoting stereotypes and impeding inclusion. Here are some common misconceptions about working with neurodivergent colleagues and the truth about them:
Myth: Neurodivergent individuals can’t handle the same workload as their peers.
Truth: Oftentimes, neurodivergent individuals can hyper-focus and complete days’ worth of work in a few hours.
Myth: Neurodivergent individuals can’t communicate well.
Truth: Neurodivergent individuals may have different communication styles than their peers but often communicate well at high levels. Written communication is very helpful, especially when paired with plenty of time to draft/edit. Allowing different communication methods will make communication more successful.
Myth: Accommodations should be created to help neurodivergent individuals operate more similarly to their peers.
Truth: Accommodations should be created to help neurodivergent individuals succeed in their own ways and unlock new levels of creativity.
Myth: Neurodivergent individuals have superpowers.
Truth: Labelling neurodivergent individuals’ strengths and abilities as superpowers puts a heavy burden on them when it comes to performance and demonstrating their skills. It overlooks the challenges many neurodivergent people face, reinforcing the idea that they must be exceptional to be accepted or valued. To put it simply, being neurodivergent is not better or worse than being neurotypical. People are just different.
Myth: Neurodiversity negatively affects intelligence.
Truth: Neurodiversity does not relate to low intelligence. Many neurodivergent people are highly intelligent.
Myth: Neurodivergent individuals are antisocial.
Truth: Often, neurodivergent individuals love talking about subjects that are important to them and find human connection essential. Sometimes, they struggle to understand how to enter a conversation, but that doesn’t necessarily mean they don’t want to.
When it comes to embracing a neurodiverse workplace, the focus should be on achieving the goal rather than how an individual gets there. For example, think of a pre-recorded slide deck—this is just one way to communicate among many. While it may be different from someone else’s approach, the key is that the message is effectively delivered. Everyone has a unique set strengths and skills that they bring to the workplace. Recognizing this diversity is important to build a culture of empathy, understanding, and respect.
References
Austin RD (2021, August 27) Neurodiversity Is a Competitive Advantage. Harvard Business Review
Bastian R (2022, August 15) What Neurodiverse People Want Their Employers and Colleagues to Know. Forbes
Brinzea VM(2019) Encouraging Neurodiversity in The Evolving Workforce – The Next Frontier to a Diverse Workplace. Scientific Bulletin, Economic Sciences, Volume 18/ Special Issue
Cooks-Campbell A (2022, June 24) Unlock creativity by making space for neurodiversity in the workplace
Dixon-Fyle S, Dolan K, Hunt DV, & Prince S (2020, May 19) Diversity wins: How inclusion matters. McKinsey & Company
DCEG Staff (2022, April 25) Neurodiversity National Cancer Institute
Mahto M, Sniderman B, & Hogan SK (2023, June 11). A rising tide lifts all boats. Deloitte Insights
Meyer BC (2019, June 10)How to handle diverse working styles. FM Magazine
Miller C, PsyD CM, & PsyD SAL (2024, February 6). What Is Neurodiversity? Child Mind Institute
Work Styles: Definitions, Traits & Examples (+Assessment). https://www.niagarainstitute.com/work-styles