In advance of Neurodiversity Celebration Week 13–19 March 2023, we look at some of the many benefits of a truly inclusive workplace culture
by Brian Gorman
The word ‘neurodiversity’ is often misunderstood and a series of events in March 2023 will educate the wider public and serve as inspiration for everyone to meet their full potential. More than 70 speakers will take part in NCW, mostly in webinars, lasting from 60 to 90 minutes.
Neurodiversity is an umbrella term for “the idea that people experience and interact with the world around them in many different ways; there is no one ‘right’ way of thinking, learning, and behaving, and differences are not viewed as deficits,” according to an article in Harvard Health Publishing by doctors Nicole Baumer and Julia Frueh. But, while it refers to everyone, it is often misunderstood as a term to describe neurological or developmental conditions.
‘Neurodivergent’, on the other hand, refers to those with minds that function in ways "which diverge significantly from the dominant societal standards of 'normal'”, according to a blog by Dr Nick Walker, professor of psychology at California Institute of Integral Studies. And ‘neurotypical’ describes “neurocognitive functioning that falls within the dominant societal standards of ‘normal’”.
'Neurodiversity' is often misunderstood as a term to describe neurological or developmental conditions In November 2018, Siena Castellon, a teenager on the autism spectrum with ADHD, dyslexia, and dyspraxia, launched Neurodiversity Celebration Week (NCW) “to celebrate the talents of children with learning differences”, according to an article in The Guardian by Hannah Summers. Castellon recounts her experiences of being bullied and how teachers failed to offer any support.
Diversity and inclusion
The first event, titled ‘Why it’s important to celebrate neurodiversity’, will highlight the positive aspects of varied ways of thinking. Another event, titled ‘Building a neurodiversity-friendly workplace culture’, will see a panel discuss how organisations can become more inclusive. Many workplaces claim to promote diversity and inclusion (D&I), but they often fail to factor in those with neurological differences, according to the NCW’s event description.
“As neurodifferences are often stigmatised, invisible, or masked, this group often doesn't have the representation of other groups on the D&I agenda,” it says. “And we believe this group has so much to contribute to performance, creativity, and innovation within organisations.”
Specifically, it will cover:
- An introduction to neurodiversity in the workplace
- Employers' duty of care under the law
- Getting buy-in from senior leaders
- Good practice examples of positive adjustments from individuals
- Good practice examples at an organisational level.
Speakers will include Akua Opong, a senior analyst at the London Stock Exchange Group and a Chartered IT professional. Opong identifies as dyslexic and has ADHD.
Thinking outside the box
Including neurodivergent employees can help strengthen company culture, according to an article on Forbes by Jason Hennessey, CEO of a digital marketing company.
He explains that, in the digital business he founded, he hires employees with complementary skills. For example, he recognises that some people are more detail-oriented while others may be more numbers-focused. While Hennessey aims to hire people that meet the requirements of the role, you can ultimately ‘‘enhance the quality of your workforce’’ by identifying individual tendencies. “My detail-oriented chief operations officer is a perfect complement to my own big-picture, occasional ADHD-infused entrepreneurial vision,” he writes.
The Harvard Health Publishing article offers some tips on how to make workplaces more inclusive, including offering minor adjustments to an employee’s workspace to accommodate any sensory needs, such as:
- Sound sensitivity: Offer a quiet break space, communicate expected loud noises (like fire drills), offer noise-cancelling headphones
- Tactile: Allow modifications to the usual work uniform
- Movements: Allow the use of fidget toys, give extra movement breaks, offer flexible seating.