What is Neurodiversity at Work?

What is Neurodiversity?

The term neurodiversity refers to variations in our brains with regard to social behavior, learning, attention, mood, and other mental abilities not associated with pathology. The term was coined by sociologist Judy Singer in 1998 and was popularized by journalist Harvey Blume. The term neurodiversity describes a wide range of conditions that impact the brain.

Brain imaging has given rise to a concept called neurodiversity. Numerous brain research studies have shown that people with learning or thinking difficulties are wired differently. The idea is that some children are born with brains that function differently than others, especially when it comes to thinking, learning, and processing information. Autism, among other neurological conditions, has become part of what is now known as neurodiversity.

Neurodiversity at Work:

Increasingly popular at work and in the business press, neurodiversity has gained popularity after companies such as SAP, Virgin, and Microsoft produced targeted inclusion programs as well as the acclaimed business docuseries "Employable Me/The Employable". The academic community does not yet have a clear understanding of neurodiversity, it is poorly defined, the symptomatology is confusing and overlapping, and there is little guidance on how to provide practical support at work. It describes the occupational presentation as a way to contextualize a discussion of the history of neurodiversity and how it affects social determinants of health. An overview of the current picture is presented that pulls together threads from medical, psychological, sociological, educational, and management science research fields.

It is scientifically proven that every human is unique. As we continue to investigate neurological processing, we can now detect the boundaries of an enormous (perhaps infinitely so) variety of neurocognitive functions and behaviors - in other words, neurodiversity. Neurodiversity, as used more specifically, describes a trend in the workplace that makes room for a variety of individuals with a range of neurological abilities. Majority of people exhibit what are called neurotypical abilities.

A staggering range of differences can be observed among even those who are considered "the neurotypical mind". Consider your own social circle and the range of perspectives, motivations, and dispositions they possess: charismatic advertising executives and reserved accountants, for example - and vice versa. All of these individuals have unique perspectives and valuable skills as every recruiter is aware. Despite knowing that diversity is valuable, it is sometimes hard to champion it.

Since some organizations find it difficult to break free from their traditional employee stereotypes, recruiters and HR departments may find it even more difficult to place candidates who demonstrate neurodiversity at work, in any of the following forms:

• Language processing problems such as dyslexia make it difficult for individuals to read and write well.
• ADD - referred to as 'attention deficit disorder' when a person has trouble concentrating and controlling his or her impulses. A combination of such symptoms and hyperactivity is referred to as ADHD (H stands for hyperactivity).
• People occasionally appear clumsy and unorganized due to dyspraxia, which affects physical and mental coordination.
• Unintentional movements and sounds are a hallmark of the Tourette syndrome.
• People with autism are affected by how they perceive social cues and perceive the world. This includes people with Asperger's syndrome.

Why is there so little representation of neurodiversity at work?

Business organizations increasingly recognize the economic and social value of diversity and are increasing the diversity of their teams in terms of gender, sex, race, nationality, and religion. Putting neurodiversity into practice at work is now a necessity. Essentially, the movement to incorporate neurodivergent into the workforce embraces an interpretation similar to Robison's above.

Neurodiversity and Work Misperceptions:

Many people view neurodivergence as a disability. The above is a non-inclusive way to discuss forms, even though some are legally defined as such (and subjectively experienced) as such. Many neurodivergent individuals are simply able in a different way because they experience neurodivergence along a spectrum.

Although neurodiverse individuals may have difficulty with social interactions, organizing their thoughts, or controlling their movements, they might also be exceptionally skilled at focusing, working with numbers, or identifying patterns. In some areas, they might not have the ability to compete with superhumans, but in another, they could be close to it. Because neurodivergent individuals possess such incredible abilities, companies such as Microsoft are betting big on neurodiversity - and not without empirical data to back up this prediction.

• Neurodiverse testing teams are 30% more productive than their neurotypical peers, according to an article from Australia's Department of Human Services.
• Creative thinking has been linked to autism, dyslexia, and dyspraxia.
• The ability to handle stress can be an asset to people with ADHD, who will push themselves to finish urgent work despite setbacks.
• Whether it's solving complex programming problems or getting projects to the finish line, each of these capabilities has significant commercial potential - and these are just the beginning.
• Supporting neurodivergent individuals involves considerations and challenges. It isn't as hard as you might think to manage the downsides of neurodiversity with an open mind and some forethought.