Accessibility
Making everything usable for everyone, including people with disabilities and neurodivergences. It covers designing things like products and services so they can be used directly by people without help, or with accessibility tools like screen readers.
Accommodations
Modifications or changes provided to the work environment or job duties to enable employees to perform their jobs effectively. Examples include flexible working locations, ergonomic office equipment, or software that aids in accessibility.
Adjustments
Refer to alterations in work policies, practices, or the physical environment to suit the needs of employees. Adjustments aim to enhance inclusivity and productivity, such as modifying work hours, using lamps or noise cancelling headphones, or restructuring tasks.
Attention Deficit Hyperactivity Disorder (ADHD)
Characterised by patterns of inattention, hyperactivity, and impulsivity.
Autism Spectrum Disorder (ASD)
A diagnosis based on assessing the areas of communication, social interaction, and behaviour.
Bias-Free Recruitment
Recruitment processes that are structured to minimise bias and provide equal opportunity for all candidates. This includes practices like blind recruitment, where identifying information is removed from applications, or where evaluation checklists are used to ensure that skills are being assessed that are needed for the job.
Bipolar Disorder
A disorder associated with episodes of mood swings ranging from depressive lows to manic highs.
Communication
Communication is the process of exchanging information, ideas, thoughts, feelings, and messages between individuals or groups through various methods, including spoken words, written text, body language, and other non-verbal cues. Effective communication involves a sender, who conveys the message, and a receiver, who interprets and understands the message.
Continuous Feedback
Regular, constructive feedback that helps employees understand their performance and areas for improvement. This is particularly important for neurodivergent individuals who may benefit from clear, consistent communication.
Disability Access Inclusion Plans
Strategic plans developed by organisations to improve access and inclusion for people with disabilities, and those that are neurodivergent. These plans outline specific actions and policies to ensure that people with disabilities can fully participate in all aspects of business or organisation.
Disability Discrimination Act (1992)
(DDA) is an Australian law that aims to eliminate discrimination against people with disabilities in various areas of public life, including employment, education, access to premises, provision of goods and services, and more
Diversity
Everything that makes you unique, like your skills, background, culture, experiences, and abilities. This includes having a disability or being neurodivergent.
Diversity, Equality and Inclusion (DEI)
- Diversity: Valuing and embracing differences in people’s backgrounds, identities, and experiences.
- Equality: Ensuring everyone has equal access, opportunities, and fair treatment.
- Inclusion: Creating an environment where everyone feels respected, supported, and able to contribute fully.
DEI fosters fairness, representation, and a sense of belonging for all.
Double Empathy Theory
A theory suggesting that difficulties in social interactions between neurotypical and neurodivergent individuals arise from a mutual lack of understanding and differences in communication styles, rather than a deficiency in empathy on the part of neurodivergent individuals alone.
Dyscalculia
A learning disability in math, affecting the ability to understand numbers and learn math facts.
Dyslexia
A learning disorder that involves difficulty reading due to problems identifying speech sounds and learning how they relate to letters and words.
Dyspraxia (Developmental Coordination Disorder)
A neurological disorder that affects physical coordination and movement.
Employee Resource Groups (ERGs)
Voluntary, employee-led groups that aim to foster a diverse, inclusive workplace aligned with the organisation’s mission and values.
Exclusion
Not being included or listened to. It’s a culture where not everyone is equally valued or involved. Sometimes this is done on purpose, like when certain groups are treated unfairly. Other times, it’s by accident, like when someone feels left out because of what someone else does or says without meaning to.
Identity-first Language
Saying “disabled person” or “autistic person” instead of “person with a disability” or “person with autism.” It puts the disability or condition before the person, emphasising the identity.
Inclusion
Being part of the group and having your voice heard. It’s a culture where everyone is valued and involved fairly and genuinely.
Inclusive Recruitment
Recruitment processes designed to be accessible and fair to all candidates, regardless of their neurodivergence or other differences. This often involves adapting traditional hiring practices to be more inclusive.
Job Carving
The process of breaking down job roles into smaller tasks that can be customised to match the strengths and abilities of neurodivergent individuals.
Mental Health Support
Services and programs offered by an employer to support the mental well-being of employees. This can include counselling services, stress management programs, and access to mental health professionals.
Mentorship Programs
Programs that pair new employees with colleagues who can provide guidance, support, and knowledge about the organisation.
Neurodiversity
A broader term that refers to the concept that there is a natural diversity in all human brains and neurocognitive functioning. It’s the idea that variations in the human brain regarding learning, attention, mood, and other mental functions are normal and should be appreciated and respected. The term embodies a perspective that these differences are not deficits but part of the spectrum of human variation. Neurodiversity encompasses all individuals, recognising that everyone’s brain works differently.
Neurodivergence
Specifically refers to individuals whose brain functions differ from what is considered typical or neurotypical. It is often used to describe people with neurological conditions or disabilities such as Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD), dyslexia, dyscalculia, Tourette Syndrome, and other differences. The concept highlights the idea that these differences, while they may present challenges, also offer unique perspectives and abilities.
Neurodivergent
Neurodivergent refers to individuals whose brain functions, learning styles, or ways of processing information differ from the “neurotypical” standard. This term includes conditions such as autism, ADHD, dyslexia, dyspraxia, and more.
Neuro-Inclusive
Refers to an environment, culture, or practice that actively supports, respects, and accommodates people of all neurotypes, including both neurodivergent and neurotypical individuals. A neuro-inclusive approach recognises and values different ways of thinking, learning, and processing information.
Neurotypical
Refers to individuals whose neurological development and functioning are typical or expected in the general population.
Non-Verbal Learning Disorder
Affects the ability to understand non-verbal cues like facial expressions or tone of voice.
Obsessive-Compulsive Disorder (OCD)
Characterised by recurrent, unwanted thoughts (obsessions) and/or repetitive behaviours (compulsions).
Onboarding
The process of including a new employee into an organisation, helping them to understand their role, the company values, and the tools they will need to succeed.
Partial Disclosure
Sharing only some aspects of one’s diagnosis, disability or condition with others, often to maintain privacy while still requesting necessary accommodations or understanding.
Person-first Language
Saying “person with a disability” or “person with autism” instead of “disabled person” or “autistic person.” It puts the person before the disability.
Persons with Disabilities
People who have long-term physical, mental, intellectual, or sensory challenges. Some neurodivergent people identify as having a disability, while others do not.
Psychologically Safe Environment
A workplace where employees feel safe to express their ideas, ask questions, and admit mistakes without fear of negative consequences.
Recruitment
The process of finding and hiring the best- candidates for a job, focusing on skills, experience, and qualifications.
Schizophrenia
A condition that significantly affects perception, thought processes, and behaviour.
Self-disclosure
Choosing to tell someone about your own diagnosis or disability.
Sensory Issues
Differences which can cause challenges with processing things like touch, taste, or sight. It can make the senses too sensitive or not sensitive enough. Common in many, but not all, neurodivergent people, especially autistic people.
Sensory-Friendly
Environments or products designed to be comfortable for people with sensory sensitivities, such as those often experienced by neurodivergent individuals.
Sensory Processing Disorder
A condition in which the brain has differences in receiving and responding to information that comes in through the senses.
Spectrum
Often refers to the autism spectrum. When people say they’re ‘on the spectrum’, they’re usually talking about autism. This can be a way for them to tell others about their neurodivergence.
Stimming
Repetitive actions or movements often seen in autistic people. Examples include nail biting and tapping.
Synaesthesia
A condition in which one sense is simultaneously perceived as if by one or more additional senses (e.g., seeing colours when one hears music).
Tourette Syndrome
A condition of the nervous system that causes people to have “tics” — sudden twitches, movements, or sounds that people do repeatedly.
Universal Design
The design of buildings, products, or environments to be usable by all people, to the greatest extent possible, without the need for adaptation or specialised design.
Visual Schedules
Tools used to help neurodivergent individuals understand and follow their daily routines and job responsibilities. These can include visual aids like charts, diagrams, or apps.
Workplace Accommodations
Adjustments made in the workplace to support employees with disabilities, including neurodivergent individuals. Examples include flexible working hours, noise-cancelling headphones, clear agendas for meetings, tasks broken down or the option to work from home.
Workplace Inclusivity Training
Training programs aimed at educating employees and managers about diversity, equity, and inclusion, with a focus on creating an inclusive work environment for all employees.
