In organizations that prioritize diversity, equity, inclusion, and belonging (DEIB), understanding neurodiversity is crucial. Neurodiversity refers to the recognition and acceptance of variations in how people’s brains function, such as those with autism, ADHD, dyslexia, and more. Embracing different ways of thinking can lead to far-reaching benefits, including increased creativity, innovative problem-solving, and a more inclusive work environment where individuals feel valued for their unique perspectives.
Minds are different
Just like fingerprints, every brain and mind is unique. People process the world in diverse ways, yet this fact is often overlooked in daily life and in the workplace. As a result, it can create challenges for both individuals and organizations.
To gain a better understanding of experiences that differ from what society deems “typical,” it’s essential to explore what neurodiversity truly means.
What is neurodiversity?
Neurodiversity is simply one of the many naturally occurring aspects of human diversity.
Neurodiversity is an umbrella term that refers to the variation in neurocognitive functioning across the population. The concept was first introduced in the late 1990s by Judy Singer, a scholar, sociologist, and autism rights advocate.
Importantly, it emphasizes that neurocognitive differences, which have traditionally been viewed as ‘atypical,’ are actually natural variations within the human genome.
Each person’s unique neurocognitive profile, or ‘neurotype,’ is shaped by different abilities, preferences, and needs. Profiles that align with the perceived norm are often termed ‘neurotypical,’ while those that differ are referred to as ‘atypical’ or ‘neurodivergent.’
Neurodiversity includes all neurotypes – neurotypical and neurodivergent.
Certain neurodivergent profiles are associated with specific behaviors, strengths, and needs. These include, but are not limited to, Autism Spectrum Disorder (ASD), ADD, ADHD, sensory processing disorder, dyslexia, dyscalculia, dyspraxia, dysgraphia, tics, and Tourette Syndrome.
Individuals who identify with any of the profiles mentioned above may be considered neurodivergent, even if they haven’t received an official diagnosis.
Spiky profiles
When mapped, the differences in neurocognitive skills within the neurodivergent population can be more pronounced compared to the neurotypical population, leading to what are known as ‘spiky profiles.’ These profiles reflect a wider range of strengths and challenges across different cognitive areas.
For instance, individuals with dyslexia may often exhibit stronger expressive vocabulary skills while facing challenges with reading.
Spikes can reveal areas of exceptional talent while also indicating where support and workplace accommodations may be beneficial.
The neurodiversity movement, also known as the neurodiversity paradigm, is a social justice movement that advocates for equal rights, respect, and inclusion for all neurotypes.
It directly challenges the medical or pathology paradigm, which often views differences as deficits that need to be compensated for or corrected. Instead, the neurodiversity movement:
- Recognizes variations in neurotypes as a natural and essential aspect of human diversity
- Rejects the notion of a “normal” neurotype, emphasizing that there is no right or wrong neurotype, just as there is no right or wrong race, gender, or any other facet of human diversity
- Views neurodiversity as similar to other forms of diversity, subject to the same dynamics of power and discrimination
- Critiques unsupportive environments that are centered around neurotypical norms
- Advocates for accommodations that support individuals who are neurodivergent
Transitioning to the neurodiversity paradigm begins with re-evaluating beliefs about how minds “should” function and increasing awareness of neurocognitive differences.
Unique experiences
While certain neurotypes may exhibit similarities in their spiky profiles, this is not always the case.
There is variation both between and within neurotypes, and a spectrum applies to all forms of neurodivergence, not just Autism Spectrum Disorder (ASD), which includes the term ‘spectrum’ in its name.
Because there can be varying capabilities both among different conditions and within the same ones, this spectrum is better understood as a constellation rather than a linear continuum.
All of this indicates that the experiences of neurodivergent individuals can vary greatly. While many argue that labels can be beneficial in certain contexts, they are also inherently limited, as each person’s experience is unique.
To gain a deeper understanding of this, a MantraCoach who identifies as neurodivergent shared their perspective on the term:
“For a long time, I viewed neurodivergence as a handicap because we often have to exert three times the effort to fit into society. However, the reality is that societal standards are limiting and not adaptable to all forms of intelligence, which is why we are labeled as ‘diverse’ or ‘divergent.’ I see it as a gift because it enhances our creativity and empathy.”
“Neurodivergence is simply part of who I am. My experience of the world differs because of how my brain receives and processes information. It affects many, if not all, aspects of my life, and it is neither inherently positive nor negative.”
“It can sometimes mean that our behaviors and ways of thinking surprise those who aren’t familiar with us. This is simply how our brains are wired, and it can lead to confusion (and sometimes hurt) for us when we don’t understand things the way others expect us to. These labels carry both weaknesses and strengths, and it’s important not to overlook either aspect.”
Inclusion benefits everyone
Ultimately, whether neurodivergent or not, everyone has their own preferences and optimal ways of working.
By re-evaluating workplace beliefs, practices, and design, we can create more “neuro-inclusive” environments that adapt to allow everyone to work in ways that meet their needs. Ultimately, this inclusion benefits all individuals, positively impacting both organizations and society as a whole.