‘It aims to transform how neurodivergent individuals are perceived and supported by providing schools, universities, organisations and others around the world with the opportunity to recognise the many skills and talents of neurodivergent individuals, whilst creating more inclusive and equitable cultures that celebrate differences and empower every individual.’
The theme for Neurodiversity Celebration Week this year is ‘From Awareness to Action: Making Organisational Changes’. Find out how to take your business from neurodiversity aware, to neuroinclusive.
Getting to grips with language: Neurodiversity, neurodivergent and neurotypical
Neurodiversity is the umbrella word used to describe the diverse ways that our brains function, and process and interpret information. Some people might describe themselves as neurodivergent, which means that their brains take in information differently to neurotypical people, whose brains take in information in the way that society expects. Some examples of neurodivergence include autism, ADHD, dyspraxia, dyslexia, epilepsy, and tourettes.
For some neurodivergent people, navigating the world can be particularly difficult; they might encounter challenges that neurotypical people do not. For example, some neurodivergent people can experience a high degree of sensory sensitivity, where lights, sounds and smells can be overpowering, overwhelming and often painful or intolerable. Some neurodivergent people might also find it difficult to focus on a single thing, and find that their attention is on multiple things at once.
Neurodivergent people may also have unique strengths which allow them to move through an experience or a challenge more easily. For example, a neurodivergent person might find it much easier to notice small details that a neurotypical person might miss. They also might be able to think more expansively and creatively, or concentrate for long periods of time.
The most important thing to be aware of with neurodiversity is that every person’s experience is different. One neurodivergent person might find themselves able to focus for long periods of time on a single thing; another neurodivergent person might need multiple things in order to focus, and works best in short bursts. Even within specific neurodivergent presentations such as autism and ADHD, a person’s challenges and strengths will be unique to that individual.
Making your business neuroinclusive
A neuroinclusive business is an organisation which is affirming of neurodivergence, and actively seeks to create workplace cultures and environments where neurodivergent employees can thrive. According to Acas, there are a number of ways that businesses can become neuroinclusive, such as ‘reviewing their recruitment processes, training and supporting managers, raising awareness of neurodiversity, considering support for all employees, so neurodivergent employees can get support without having to share their neurodivergence, and having a neurodiversity policy.’ Acas has provided additional information for how organisations can make these changes on their website.
A neuroinclusive business might also seek to employ neurodivergent individuals at every level, including supervisors and management. It is incredibly beneficial for organisations to have those with a lived experience of neurodivergence in positions of power. They can bring a neuroinclusive perspective to policy creation, recruitment and decision making.
Educating your team
One of the ways that you can support your neurodivergent employees is by ensuring that everyone on your team is educated in neurodiversity, and the experiences of neurodivergent individuals at work. The Brain Charity offers workplace neurodiversity training for businesses for groups of 20 - 500, on topics such as Neurodiversity awareness, and Supporting and Understanding Neurodiversity in the Workplace.
