Learning how to promote neurodiversity at work, and creating an atmosphere that welcomes new ideas, is key. An American firm created its Autism at work program in 2015. 4 people with Autism Spectrum Disorder (ASD), were employed by the company to work together across engineering, software, and analysis.
Six months after completing the course, neurodiversity participants were found to be up to 48% faster and 92 percent more productive compared with their neurotypical counterparts. The company now has hundreds of Autism Speaker employees with neurodiversity qualities all around the world.
Neurodiversity, a term often misunderstood, is one of the most common terms. Employers are willing to consider all perspectives and increase their productivity, so it is important to be aware of the many benefits that come with being neurodivergent.
Let’s begin by looking at the neurodiversity.
How Can We Define Neurodiversity In?
Neurodiversity is a general term that was created in the late 1990s. Judy Singer, who is a sociologist and suffers from Autism, coined the term. Although there are many different definitions of neurodiversity it is most commonly used as a broad term that describes the experience of people with Neurodiversity at Work disabilities including Autism, ADD, or ADHD. It can also refer to learning disabilities and mental disorders.
Can You Become Neurodivergent?
The term “neurodiversity” refers to the innate differences in how people receive information, interact, learn, and think. Different ways of thinking, learning, experiencing the world, and connecting with others contribute to the success of organizations because they enable their workforce to be more innovative, creative, and problem-solving oriented.
Autistic persons, people with attention deficit hyperactivity disorder (ADHD), people with post-traumatic stress disorder (PTSD), and people with learning difficulties are all examples of neurodivergent people. A wide range of conditions that can affect thinking, learning, and worldview are also included in this group, along with persons who have other intellectual and developmental disabilities.
Neurodivergence can be a natural part of how the brain functions and develops. These differences may not have been recognized in childhood or diagnosed as such, but it doesn’t mean that they didn’t exist in adulthood.
Neurodivergence can also occur from Neurodiversity at Work conditions such as traumatic brain injuries, strokes, and Alzheimer’s.
How Common Is Being Neurodivergent?
While it is difficult to determine the exact number, we can see that neurodiversity is very common by looking at the prevalence and severity of neurodiversity-related conditions.
- According to the Centers for Disease Control and Prevention, autism spectrum disorder is estimated to affect one in 44 eight-year-olds. That’s 2.3% of those children.
- The CDC indicates that approximately 9.4% of children with ADHD are diagnosed by the CDC before they turn 18.
According to the Yale Center for Creativity and Disorders, dyslexia is a condition that affects 20% of the world’s population.
The Benefits for Children of Neurodiversity
Neurodiversity aims to make brain functions more accessible and celebrate the diversity of how people think, learn, and process information. This positive outlook can help children at school.
Encourage children to recognize their brain functionality as something to be proud of, and not something to be afraid of. This empowers them to take control of their classroom. The neurodiversity Movement encourages children to talk about any accommodations they might need in the classroom by giving them a positive view of their neurodivergence.
Neurodiversity helps children develop self-esteem. They see their differences not only as strengths but also as uniqueness. This attitude is important for children to be able to cope with neurodivergence, whether in college, at work, or throughout their adult life.
The bottom line is that neurodiversity can be a boon for both children and adults as they age.
What Can You Do For A Child Who Feels Neurodivergent?
Dr. Martin recommends that parents listen to their children and be supportive of them if they tell them they feel neurodivergent. To start, it’s always good to say “I am so glad you’re talking about this.” An evaluation is the next step. However, it’s important not to promise that the child will get the diagnosis. The evaluation will provide a starting point for finding solutions to their problems.
The evaluation should reveal a lot about the child’s difficulties. It should indicate whether the child is struggling with the clinical criteria for a formal diagnosis, even if it is not. There might be mood disorders, social anxiety, or even social anxiety. ADHD or non-verbal Learning Disorder could also be an option. These diagnoses all make it difficult to function in social settings and groups. They often also have co-occurring sensory processing problems. Sometimes, kids do not meet the criteria for any diagnosis.
Dr. Martin clarifies that the child’s difficulties are real even though they don’t meet the criteria of a disorder. Let’s discuss what we can do for you, or other solutions if necessary.’ The goal should be a plan both parents and child can believe in.
The Future Of Neurodivergence
As society gains a better understanding of the brain, our approach to neurodivergent will change. Much has been done to eliminate the stigma attached to autism being a condition that needs to be cured.
Special education makes progress in this space as well. Approaches to learning are shifting to focus on how individuals with neurodivergent tendencies learn.
The advocacy for neurodiversity tolerance may have started with autism management, but it has since expanded to include other neurodivergent types. Acceptance and understanding that brains are different means that we can accommodate individuals in ways that allow them to learn, function, and thrive in society.
Ask Us Frequently
1- is There a Problem With Neurodiversity Working?
These issues can affect both the individual and their team with neurodiversity personalities. But they are very easy to accommodate and shouldn’t stop hiring.
2- How Common Are Neurodiversity and Other Forms of Neurodiversity?
Braindiversity is approximately 29 percent.
3- What Are the Implications of Neurodiversity?
Employers seeking people with neurodivergent backgrounds are keen to diversify their workforce. They bring new perspectives and capabilities to the workplace.
4- What Are Some Examples?
Many neurodiversity diseases can present as a problem.
People with neurodiversity characteristics must be a part of your Diversity and Inclusion plan. People with neurodiversity personalities can be innovative and bring high productivity to your company.
By making small adjustments to your recruiting and management of employees’ strategies, you can ensure that neurodiversity is recognized and encouraged by your company.