Neurodiversity in the Workplace
So, what is neurodiversity?
Neurodiversity is changing the way we understand human thinking and potential. This is done through challenging outdated ideas of what is 'normal' and embracing both the wide range of cognitive diversity and the different approaches people have to thinking, learning, and working.
It basically refers to the diverse nature of the human brain and neurocognitive functioning, and the different ways people can experience and interact with their environments. It includes both 'neurotypical' people and those who are 'neurodivergent'.
The neurodiversity movement emerged in the 1990s to promote social acceptance and inclusion of all people, including those neurological differences. This movement framed neurodiversity as a natural aspect of human diversity and advocated for the equal value of all neurocognitive functions. While neurotypical people are often considered to be 'normal' functioning, it is important to note that there is no one 'correct' way of thinking, learning and behaving. Neurological conditions are on a spectrum with a broad range of associated traits and severities. Neurodivergent people function differently, not at a deficit.
Are there specific neurodiverse conditions?
The answer to this varies, depending on who you speak to. There are a number of neurological conditions someone could have to be considered neurodivergent including, but not limited to:
* Attention Deficit Disorders
* Autism
* Developmental Coordination Disorder
* Dyslexia
* Dyspraxia
* Dyscalculia
* Tourette's Syndrome
There are many people who say that neurodiversity refers to the entire spectrum of how the brain functions and should include acquired brain injury, intellectual disability and mental health issues. This really broadens the definition out, but we feel it is important to highlight that language and definitions evolve and we respect everyone's preference.
I've heard of 'neuroaffirming language'. What does this mean?
Neurodivergent-Affirming Language refers to language used by and for the neurodivergent community as an act of validation and support. A key aspect of this has been the ongoing advocacy for 'Identity First' language (e.g., 'autistic person') over 'Person First' language (e.g., 'person with autism'). Identity-First language integrates the condition as an inherent and valued part of a person's identity. Many communities, particularly people in the Autistic community, prefer Identity First Language.
By using community-endorsed language, efforts can be made to dismantle ableism, reduce stigma, and break down barriers. It is important to understand that preferences can vary within neurodivergent communities. If you are unsure of which language model to use when referring to a specific person, the best approach is simple: ask them.
What is masking?
Masking refers to the practice of neurodivergent individuals concealing or controlling traits of their condition that differ from neurotypical norms. It is common for neurodivergent professionals to engage in masking to conceal aspects of their neurodivergent traits and to assimilate within the workplace. Neurotypical norms such as multitasking, eye contact, and various social interactions are common in professional environments but can conflict with neurodivergent temperaments or abilities. This practice can cause mental and physical health issues due to the cognitive and emotional toll it takes to suppress one's natural tendencies, such as:
* Depression
* Exhaustion
* Isolation
* Loss of Identity
* Low Self-Esteem
Neurodivergent people mask in the workplace to mitigate the risk of prejudice and stigma they could face, and to seek acceptance from their superiors and peers by hiding their discomfort in certain environments and social interactions. 80% grant funded Autism Awareness Training and Neurodiversity Training delivered by the Ability Focus Team can help organisations in making practical and actionable changes that could minimise a need for masking.
Is Neurodiversity common in the Workplace?
Misconceptions, stigma, a lack of awareness and a lack of reasonable accommodation can create inaccessible and uncomfortable working environment for neurodivergent employees. A study by Eagle Hill (2024) revealed that 68% of employees are unfamiliar with neurodiversity. With 9% of the Irish population over the age of 18 identifying as neurodiverse, this highlights a significant flaw in the potential working environments people could enter into.
Many neurodivergent people choose not to disclose their condition to avoid prejudice, with only half of neurodivergent people who are working in Ireland disclosing their condition to their employer. There is a clear need for employers to proactively create a safe and supportive environment for all employees.
Developing a workplace that supports neurodiversity allows organisations to avail of different thought patterns, new approaches to problem solving, creativity, pattern recognition, and attention to detail. Through Neurodiversity Training, Autism Awareness Training and Reasonable Accommodation Training organisations can learn to recognise structural and social barriers to accommodate any communicative and sensory needs of neurodivergent employees. They can also learn to adapt their hiring processes, workplace environments, and support services to accommodate a neurodiverse workforce.
Inclusive neurodiversity measures in the workplace cannot be one-size-fits-all, as needs, desires, and goals of organisations and employees can vary. Workplace accommodations that reduce difficulties and encourage supportive interactions among coworkers may include:
* Flexible Working Schedule
* Hybrid Meeting Formats
* Sound and Tactile Accommodations
* Mentorship and Communication
* Procedural Adjustments
The future of inclusive working environments depends on organisations abilities to understand neurodiversity. By encouraging open communication about neurodiversity and implementing practical accommodations, stigma in the workplace can be reduced, making way for the unique strengths neurodivergent employees can contribute to an organisation.
How can Ability Focus help us create more awareness of neurodiversity?
At Ability Focus we passionately believe that the first step in creating workplaces which are inclusive of neurodiversity is to complete Neurodiversity Training. Our team deliver training in a number of areas such as
* Autism Awareness Training
* Neurodiversity Awareness in the Workplace
* Disability Awareness & Neurodiversity Training
* Reasonable Accommodation Training
With the launch of the Work & Access Grant you can now receive between 80% - 90% grant funding to complete any of the above training programmes. This grant applies to private sector businesses as well as community based, not-for-profits, charities and social enterprises.
To find out more get in touch with Ability Focus on (01) 699 1150 or email info@abilityfocus.ie.
Blaithin Coleman is Operations Coordinator with Ability Focus.
Blaithin Coleman