Neurodiversity

What is neurodiversity?

Neurodiversity is the idea that everyone experiences and engages with the world in their own way. It recognises and values the diversity of human brain functioning, challenging the notion that there is one ‘correct’ way to think, learn, or behave. This concept is essential in creating a diverse workplace and promoting diversity and inclusion in the workplace. 

A neurodivergent employee shared,

“I was diagnosed later in life, but the idea of having only one way of thinking that is correct really frustrated me as a kid. I never understood why people wouldn’t consider different ways of thinking before making decisions.”

The term “neurodiversity” was coined in the late 1990s by sociologist Judy Singer and journalist Harvey Blume. It challenges the misconception that only some people are neurodiverse, highlighting that every brain works differently. 

Instead of looking for “cures,” Singer encouraged creating environments that support and celebrate all kinds of minds. Singer’s advocacy is about seeing neurodiversity as a natural, important part of human diversity and recognising the strengths neurodivergence can bring.  

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‘Neurodiversity’ and ‘neurodivergence’

Neurodiversity

‘Neurodiversity’ is a broad term that refers to the natural variety in all human brains and how they function. It suggests that differences in learning, attention, mood, and other mental functions are normal and should be appreciated. Neurodiversity includes everyone, acknowledging that every person’s brain works differently. 

Neurodivergence

‘Neurodivergence’ or ‘neurodivergent’ specifically refers to individuals whose brain functions differ from what is considered ‘typical’ or ‘neurotypical.’ It encompasses a wide range of conditions, including Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD), learning disabilities such as Dyslexia and Dyscalculia, Tourette Syndrome, Sensory Processing Disorders, and other neurological differences like Dyspraxia, Non-Verbal Learning Disorder, and Synaesthesia. The definition can also include certain mental health conditions. Neurodivergence focuses on the idea that these differences, while sometimes challenging, also bring unique perspectives and abilities. Neurodivergent people may also refer to themselves as being neurodiverse, ND or a term that reflects their personal language preferences. Check out our glossary of terms.

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Types of neurodivergence

Neurodivergent conditions include a wide range of neurological differences. These include:  

Autism Spectrum Disorder

Autism is a neurological developmental difference impacting communication, social interaction, and behaviour.  

Attention Deficit Hyperactivity Disorder (ADHD)

ADHD is characterised by patterns of attention, hyperactivity, and impulsivity. 

Dyslexia

Dyslexia is a learning disorder that impacts reading, affecting the ability to identify speech sounds and learn how they relate to letters and words. 

Dyscalculia

Dyscalculia is a learning disability in math, affecting the ability to understand numbers and learn math facts. 

Dyspraxia (Developmental Coordination Disorder)

Dyspraxia is a neurological disorder that affects physical coordination and movement. 

Dysgraphia

Dysgraphia is a learning disability that affects writing abilities, including spelling, handwriting, and putting thoughts on paper. 

Tourette Syndrome

Tourette Syndrome is a condition of the nervous system that can cause people to have “tics” such as sudden twitches, movements, or sounds that people do repeatedly. 

Non-Verbal Learning Disorder

Impacts the ability to understand non-verbal cues like facial expressions or tone of voice. 

Sensory Processing Disorder (SBD)

SPD is a condition in which the brain has differences in receiving and responding to information that comes in through the senses. 

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). 

Obsessive-Compulsive Disorder

OCD is characterised by recurrent, unwanted thoughts (obsessions) and/or repetitive behaviours (compulsions). 

Bipolar Disorder

Bipolar is associated with episodes of mood swings ranging from depressive lows to manic highs. 

Other neurodivergent conditions

Other conditions such as schizophrenia and conditions that affect perception, thought processes, and behaviour may also be considered as neurodivergent conditions. People may also self-identify as neurodivergent without receiving a diagnosis. 

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Neurodivergence in Australia

Determining the exact number of neurodivergent individuals in Australia can be challenging. This is due to many factors including the broad spectrum of conditions, changes in diagnostic criteria over time, and the ability for people to access diagnostic services.

The estimated number of neurodivergent people is estimated to be around 15-20%.

These statistics highlight the importance of recognising and supporting neurodivergence in the workforce, as a significant portion of the population. By embracing neurodiversity, organisations can create more supportive, neuro-inclusive workplaces that can benefit everyone.

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The neurodiversity movement

The ‘neurodiversity’ concept laid the groundwork for the neurodiversity movement. The movement works to ensure rights, recognition, and support for neurodivergent people, promoting appreciation for everyone’s unique qualities. 

The neurodiversity movement is changing how society understands and supports individuals with distinctly different neurological makeups. It promotes a strengths-based approach, providing support systems that allow people with various neurodiverse skills to succeed in all areas of life. By challenging stigma and advocating for rights, the movement aims to build a more inclusive society that values different forms of intelligence, abilities, and behaviours, moving beyond traditional ideas of what is ‘normal’ in psychological and neurological functioning. 

A neurodivergent employee shared,

“Many times, I’ve helped my workplace by offering my opinions and thoughts on a topic. They often tell me they never considered that perspective before.”

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Neurodiversity in the workplace

Benefits and strengths of neurodivergent employees

Some of the benefits of employing neurodivergent employees and embracing neurodiversity in the workplace include: 

• Increased innovation
• Enhanced productivity
• Fostering an inclusive workplace culture
• Increased loyalty and staff retention.

Neurodivergent employees often possess unique talents, such as exceptional creativity, problem-solving skills, attention to detail, and resilience. These qualities can offer significant benefits to workplaces.

Christine, an employer shares, 

“As an employer I believe and have seen that supporting neurodiversity isn’t just about being inclusive, it’s good for business. It attracts a wider talent pool, boosts innovation, improves employee well-being, and reduces costs. In short, it strengthens your employer brand and builds a successful work environment.” 

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Benefits of neurodivergence in the workplace

Employing neurodivergent individuals can offer significant advantages including aligning with diversity and inclusion strategies that drive organisational success. 

JPMorgan Chase’s Autism at Work initiative discovered that their neurodivergent employees were 90% to 140% more productive than their longer-tenured colleagues.

In 2018 Deloitte supported this by reporting that companies with inclusive and diverse cultures are six times more likely to be innovative and agile, and twice as likely to meet or exceed financial targets. Additionally, it shared that ‘diversity of thinking is a spring of creativity, enhancing innovation by about 20%. It also enables groups to spot risks, reducing these by up to 30%.

Additionally, the Korn Ferry Institute found that firms focusing on neurodiversity experience increased innovation, better communication, and enhanced psychological safety, leading to a more vibrant and inclusive workplace culture, which ultimately boosts engagement and profitability.

These sources highlight the value that neurodivergent individuals can bring to an organisation. 

Vicky from Specialisterne, an international not-for-profit social enterprise dedicated to supporting businesses to recruit autistic people shared that,

“…after 12 months of his (a neurodivergent employees) placement the manager said to me that hiring him was the best thing he had done in his career… as this individual has added so much value to the team. 3 months in, after he was settled, the individual was able to solve a system problem that had been sitting around for 5 years”. This had been said to be a significant problem impacting many parts of the business and external vendors, which no one had been able to resolve. “The individual’s ability to come from a different perspective helped him to offer a solution”.

Despite this, the unemployment rate for Autistic people of working age was 18.2%, more than double the rate for people with disability (7.5%) and almost six times the rate of people without disability (3.1%).

To learn more about the benefits neurodivergent employees can bring to your workplaces, visit Competitive Advantages.

“…after 12 months of his [a neurodivergent employee] placement the manager said to me that hiring him was the best thing he has done in his career… as this individual has added so much value to the team…”

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Strengths of autism in the workplace

Autistic employees can have many strengths that are valuable in the workplace. These strengths can include: 

High attention to detail

Autistic employees can excel in maintaining a laser-sharp focus on intricate details, ensuring their work is thorough and precise. Their meticulous approach often leads to outputs of exceptional accuracy, making them invaluable in roles like compliance, quality control, and proofreading, where even small errors can have significant consequences. 

Superior error detection

Autistic individuals can often quickly spot mistakes from expected patterns, making individuals valuable in ensuring the integrity and quality of products, documents, and systems. In fields like editing, auditing, and technical troubleshooting, this ability offers an additional competitive advantage. 

Pattern recognition and systematic thinking

Autistic individuals often possess an exceptional ability to recognise patterns and connections within data or processes. This systematic approach to problem-solving enables autistics to break down complex issues into manageable parts and devise structured solutions. This skill is valuable in areas such as data science, cybersecurity, and research, where identifying trends and anomalies can lead to innovative solutions and strategic insights.  

A neurodivergent employee shares,

“Myself and others from my community are excellent at identifying patterns and inconsistencies across workplace procedures that can improve workflow and organisations.”

Ability to hyperfocus

Autistic employees can have a capacity for intense focus, especially on tasks that pique their interest. They can immerse themselves in tasks for extended periods, achieving high levels of productivity and thoroughness. This characteristic is beneficial in roles requiring sustained attention and precision, such as coding, research, and creative work. This capability is particularly beneficial in roles requiring deep focus, such as coding, writing, or strategic planning. 

As one neurodivergent employee noted, 

“When a task falls inside an area of interest, I can stay with it for hours at a time, problem-solving or repeating tasks if necessary.”

Demonstrate honesty, reliability and integrity

Autistic individuals are often known for their directness and honesty. A communicate profile that uses a straightforward manner, can foster a transparent and trustworthy work environment. Individuals’ commitment to following rules and routines makes them reliable and dependable team member who consistently deliver high-quality work.  

Visit “Hiring a neurodivergent person was the best thing I have done in my career” case study to learn more.

“Myself and others from my community are excellent at identifying patterns and inconsistencies across workplace procedures that can improve workflow and organisations.”

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Strengths of ADHD in the workplace

ADHD employees can bring strengths that can support workplaces to gain a competitive edge. These strengths include: 

Creativity and innovation

ADHD individuals are often highly creative thinkers and problem solvers. Their ability to think outside the box can lead to the development of innovative solutions and ideas, a skill which can be valuable in any industry. ADHD individuals can be an asset in creative fields like marketing, design, product development.  

One ADHD employee described, 

“My creative brain helps me excel in my role by creatively thinking about problems and coming up with out-of-the-box solutions.”

Ability to hyperfocus

Although ADHD is commonly associated with difficulties in maintaining attention, many individuals can enter a state of hyperfocus when engaged in tasks that spark their interest. This can lead to tasks being completed to a higher quality than expected. This capability is particularly beneficial in roles requiring deep focus, such as coding, writing, or strategic planning. 

The same employee noted, 

“I have the ability to hyperfocus on my work if it’s an area I am particularly interested in. This focus can mean I achieve hours’ worth of work in under an hour.” 

High energy and enthusiasm

ADHD individuals may bring high energy to the workplace, which can be an asset in fast-paced environments. Enthusiasm and passion can motivate teams and drive initiatives. 

Adaptability and quick thinking

ADHDers can have the ability to adapt quickly to changing circumstances and respond rapidly to new challenges. This agility can be valuable in roles such as project management, sales, or emergency response roles, where the ability to pivot and make quick decisions is crucial.

Visual-spatial reasoning and problem-solving

Many ADHD individuals excel in visual-spatial tasks They often have a knack for solving complex problems through visualising the problem and possible outcomes. This skill is particularly useful in fields like architecture, engineering, and graphic design, where spatial awareness and visual creativity are key. 

A neurodivergent employee shared, 

“I moved a whole library around in my head before taking it to our collections team for sign-off on my layout. They agreed as they needed more space, and my layout would allow them to have 2 extra bookshelves of space.”

This highlights the ability to use visual-spatial reasoning to solve practical problems creatively. 

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Strengths of Dyslexia, Dyscalculia, Dyspraxia and Dysgraphia in the workplace

In the workplace, recognising and leveraging the unique strengths of individuals with learning differences like dyslexia, dyscalculia, dyspraxia, and dysgraphia enhances team dynamics and productivity. Grouped together as specific learning disorders, these conditions can offer distinct advantages that are invaluable across various professional settings.

Dyslexia

Innovative thinking and problem-solving

Individuals with dyslexia have a unique way of processing information that allows them to see the bigger picture and connect complex ideas. They often approach problems creatively leading to innovative solutions that others might not consider. This makes them valuable in roles that require out-of-the-box thinking, such as marketing strategy, research and development, and creative design.

Niki, a dyslexic employer and employee shares,

“My dyslexia makes me a creative person, always brimming with ideas. It has also made me a visual thinker, allowing me to see a clear picture of the end goal for projects I’m working on. This ability has greatly supported me in my role as a project manager.”

Enhanced pattern recognition

Dyslexic employees can be great at recognising patterns and trends within complex data sets. Their ability to identify connections and relationships between disparate pieces of information can lead to insightful strategies and improvements in processes. This skill can be beneficial in areas like data analysis, financial forecasting, and strategic planning. 

Dyscalculia 

Visual-spatial reasoning

Individuals with dyscalculia may have strong visual-spatial reasoning abilities, allowing them to excel in fields that require creative approaches to problem-solving. They may be particularly skilled at visualising concepts and thinking about problems in multi-dimensional ways. 

Creative problem-solving

Individuals with dyscalculia may offer unique perspective which can lead to creative solutions in fields where numbers and spatial reasoning are involved, such as architecture, engineering, and design. 

Dyspraxia

Verbal communication and strategic planning 

Individuals with dyspraxia often have strong verbal communication skills and excel in strategic thinking. They can articulate ideas clearly and develop well-thought-out plans, making them valuable in roles like project management, teaching, and consultancy. Their ability to see the big picture supports them to devise strategies that consider multiple factors and perspectives. 

Empathy and perseverance

Individuals with dyspraxia often develop high levels of empathy and perseverance, due to their experiences navigating the world with a motor coordination difference. This empathy can make them effective communicators and collaborators, while their perseverance drives them to overcome challenges and achieve their goals.

Dyspraxia

Creativity and visual-spatial intelligence

Individuals with dyspraxia can excel in tasks that require creativity and visual-spatial reasoning. They can think in three dimensions and translate abstract ideas into tangible visual forms. They often have a strong sense of design and spatial relationships, making individuals well-suited for roles in architecture, design, and any field that involves visual communication.  

Strong oral communication skills

Individuals with dyspraxia often excel in verbal communication, using spoken language to convey complex ideas effectively making individuals valuable in roles that involve public speaking, presentations, and collaborative discussions. 

“My dyslexia makes me a creative person, always brimming with ideas.”

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Strengths of Tourette Syndrome employees in the workplace

Individuals with Tourette Syndrome may have strengths that can be seen as an asset in the workplace. These strengths include: 

Resilience and adaptability

Individuals with Tourette Syndrome may have a high level of resilience and adaptability. This resilience translates into a strong work ethic and the ability to persevere through challenges. Their adaptability makes them effective in environments that require quick adjustments and the ability to cope with unpredictability.

Hyperfocus

Many individuals with Tourette Syndrome can channel their focus into specific tasks, leading to periods of intense concentration. This ability to hyperfocus is particularly beneficial in roles that require detailed attention and sustained effort, such as research, analysis, or project management.

Enhanced empathy and communication skills

The personal experiences of individuals with Tourette Syndrome often led them to be empathetic and understanding toward others. This can make them excellent team players and communicators, able to foster a supportive and inclusive work environment. Many individuals are skilled at promoting understanding and cooperation among colleagues, which can enhance team dynamics.

Creative problem-solving

Navigating social and professional environments with Tourette Syndrome can enhance problem-solving skills. Individuals often develop creative ways to manage their symptoms and overcome challenges, which can translate into innovative thinking and strategies in the workplace. Their unique perspective on overcoming obstacles can inspire new approaches to problem-solving within a team.

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Strengths of Sensory Processing Disorder and Synaesthesia in the workplace

Harnessing the unique strengths of individuals with Sensory Processing Disorder (SPD) can unlock innovative perspectives and creative problem-solving approaches that greatly enhance workplace dynamics and productivity.

Heightened awareness and detail orientation

Employees with SPD often have a heightened awareness of their surroundings, allowing them to notice nuances and details that others might overlook. Their acute awareness can also contribute to creating sensory-friendly environments that enhance workplace productivity and comfort. This meticulous attention to sensory input can make them exceptionally thorough in tasks requiring careful observation and quality control, such as editing, design, and product testing

Innovative adaptation and problem-solving

Navigating a world not designed for their sensory preferences fosters innovative problem-solving skills in individuals with SPD. They constantly adapt to their surroundings in creative ways, which can be an asset in developing new processes or approaches in the workplace.

Synesthetes often exhibit:

Innovative connections and creativity

Synaesthesia often results in unique associations and perceptions, contributing to creative thinking and problem-solving. Individuals with this condition are often highly creative and can make innovative connections between seemingly unrelated concepts. This ability can be valuable in artistic fields, marketing, and problem-solving roles where innovative ideas are crucial.

Enhanced memory and learning

Individuals with Synaesthesia often have enhanced memory and learning abilities due to their unique sensory associations. For example, they might remember information more easily by associating it with colours, shapes, or sounds. This can be particularly useful in roles that require the recall of detailed information or the learning of complex concepts.

A neurodivergent employee shared,

“I was sick of the desk at work having boxes taking up most of the space. I came up with a solution of creating a stand for the boxes so they could sit on top of each other, and that’s cleared bench space. People really like it, and I’m not sure why we never thought of it before as it seems very logical.”

This showcases how heightened awareness can lead to practical and innovative solutions that improve the workplace environment.

To learn more, visit Case Studies.

By understanding the strengths of neurodivergent individuals and recognising the value of neurodiversity in the workplace, organisations can foster and harness the benefits of a neuro-inclusive workplace.

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Working with neurodivergent employees

Working with or managing neurodivergent individuals shouldn’t be seen as something scary or vastly different. It’s simply about recognising and appreciating the diverse ways people experience and interact with the world.

A neurodivergent employee shared with the Project Team,

“It’s about being treated like just another employee, yes you have needs but so does everyone, and the needs being met without separating you from everyone”

Tips for working with neurodivergent employees

Be patient and open-minded

• Understand that neurodivergent individuals may process information or communicate in their own unique way.
• Give employees time to express themselves and avoid rushing conversations.

Respect individual communication styles

• Some people may prefer written communication over verbal or may need more time to respond.
• Avoid interrupting and allow individuals to complete their thoughts without pressure.

Use clear and direct language

• Avoid idioms, sarcasm, or ambiguous language that might be misunderstood such as “grab a chair”, or “break a leg”.
• Be straightforward and concise in your communication. For instance, instead of saying ‘I was wondering if you might possibly have a chance to look over these documents at your earliest convenience,’ simply say, ‘Please review these documents by end of day.

Create a comfortable workplace environment

• Be mindful of sensory sensitivities, such as bright lights, loud noises, and strong smells such as perfumes.
• Be aware of the use of touch in workspaces, including pre-emptive touch such as handshaking, and accidental touch like bumping, and respect individuals’ preferences to ensure their comfort.
• Be considerate of environmental modifications to accommodate unique sensory needs. This can include using lamps instead of overhead lights, wearing hats or sunglasses indoors, or using ear defenders or headphones.

Provide structure and predictability

• Utilise clear instructions and set expectations upfront.
• If possible, provide an agenda or outline of topics to be discussed.

Ask about their communication and sensory preferences

• Directly ask the person about their communication and sensory preferences or needs.
• Respect their boundaries and be willing to adapt your approach.

Be aware of non-verbal cues

• Understand that some neurodivergent individuals may not use or interpret body language or facial expressions in the same way.
• Focus on the content of what they are saying rather than how they say it.

Offer choices and control

• Provide options in discussions and decision-making to give individuals a sense of control.
• Allow them to lead the conversation or take breaks if needed.

Be supportive and non-judgmental

• Avoid making assumptions about their neurodivergence including their experiences, challenges and abilities.
• Be encouraging and acknowledge their input and perspectives.

Educate yourself

• Take the time to learn about neurodiversity and the specific needs of the employees you work with.
• Being informed can help you interact more effectively and empathetically.

By adopting these strategies, you can create a more neuro-inclusive and supportive environment that respects the unique perspectives and needs of neurodivergent individuals.

To learn more, visit Accommodations and Adjustments.

“It’s about being treated like just another employee, yes you have needs but so does everyone, and the needs being met without separating you from everyone”

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Debunking myths

There are many myths and misconceptions around neurodivergent individuals which can result in stigma and discrimination. By increasing understanding and debunking some of the most common myths around neurodivergence in the workplace organisations create a more inclusive and understanding workplace.

Anna, a Neurodivergent person, shares,

“I think education awareness around it (neurodiversity) is really important. It’s also important that it doesn’t come from me. I am not there to educate; I am there to work. The education should be integrated into the culture of the place, not just as a result of me joining the team.”

Learn more about some common myths and their truths below.