The term neurodiversity is often associated with autism. Increasing awareness and higher rates of diagnosis mean greater focus on autism, yet it’s important to underscore that neurodiversity is much broader than autism.
Neurodiversity is the concept that individuals perceive and engage with the world in diverse ways, rejecting the notion of a singular, “correct” way of thinking, learning or behaving. This idea encompasses various neurological and developmental conditions, particularly within the context of autism spectrum disorder, ADHD (attention deficit/hyperactivity disorder) and other learning disabilities or cognitive differences.
Essentially, neurodiversity means that brains work differently. No human brain is the standard, yet the more people’s brains work differently than the dominant group, the more likely they identify as neurodivergent. This is important because the dominant group, which more often identifies as neurotypical, has largely designed how society works, including cultural norms and workplace expectations. These often implied, unspoken rules may work for neurotypical people, yet not as well for neurodivergent people with diagnosed disabilities or cognitive differences.
Autism spectrum disorder (ASD) is a developmental disorder affecting social interaction, communication, and behavior. While autism accounts for a large share of the neurodiversity umbrella, neurodiversity encompasses far more, including:
- Attention-deficit/hyperactivity disorder (ADHD): a neurodevelopmental disorder characterized by hyperactivity, impulsive behavior and difficulties in sustaining attention
- Dyslexia: a learning disorder that affects reading, spelling and writing skills
- Dyspraxia: a condition that impacts motor coordination and planning, leading to difficulties in activities requiring coordination and movement
- Tourette syndrome: a neurological disorder characterized by repetitive, involuntary movements and vocalizations called “tics”
- Dyscalculia: a learning disorder affecting mathematical abilities and number sense
- Intellectual disabilities: a broad category including conditions characterized by limitations in intellectual functioning and adaptive behavior
- Sensory processing disorders: conditions where individuals may have difficulties processing and responding to sensory information
It’s important to note that neurodivergence is not limited to specific diagnoses and can encompass a broad spectrum of cognitive and neurological differences. In my interview with Pasha Marlowe, therapist and neurodivergent coach and speaker, she explained how the different lenses of mental health, neurodiversity, inclusion and neuroqueering intersect.
Neurodiversity is About Intersectionality
Marlowe says, “It is less important to focus on the diagnosis. People’s identities are a lot more than a diagnosis. Instead, we need to focus on the most marginalized identities to ensure that all people feel respected and valued.”
Marlowe noted that when someone identifies as neurodivergent, they’re more likely to also experience other intersections of diversity such as queerness or gender fluidity. The idea is that when you learn more about your neurodivergent identity, it can lead to embracing other identities that you might have initially shied away from because of external pressure to conform.
Understanding the complexity of the human experience is critical. When people are suppressing or covering different dimensions of their identity to fit in with the neurotypical, cisgender, straight dominant group, society is not getting the most out of people. At work, that means less innovation, creative problem solving and productivity. Personally, that might impact relationship quality and less learning about different perspectives.
Challenges Neurodivergent People Experience
Marlowe shared that it is common for women, especially middle-aged women with recent neurodivergent diagnoses, to realize they may have been masking their neurodivergence long-term. Historically, the rates of diagnosis of autism and ADHD have been higher for boys than girls. Girls are conditioned to adhere to gender norms like pleasing others and being social, whereas boys are less encouraged to conform to these traditional feminine gender norms. As a result, girls learn to mask their neurological differences instead of embracing them.
It’s important to acknowledge that the challenges neurodivergent people experience are because the world has been built for neurotypical people’s needs. Common challenges neurodivergent people might experience include difficulty communicating or being able to think clearly in noisy or unnaturally lit settings. Marlowe describes her identities as autistic and having ADHD like “being dropped off by a spaceship from another planet onto Earth and not given any set of rules, having to learn them on your own.”
For example, commonplace norms like people asking how they’re doing without listening for the response or using idioms or catchphrases that aren’t logical can be very disruptive to somebody who’s neurodivergent.
Strategies to Be More Inclusive with Neurodiversity
To be better allies to those with cognitive differences, allies can:
- Use inclusive language – Rather than idioms or acronyms, tell people what you mean so they can clearly understand. This not only helps people who are neurodivergent, it helps everyone understand the message more clearly.
- Provide training – Offer training programs to help employees understand and appreciate neurodiversity, teaching effective communication and collaboration strategies.
- Flexible work arrangements – Offer flexible work schedules or remote-work options to accommodate the diverse needs and preferences of neurodiverse individuals.
- Create a supportive environment – Design physical spaces that are sensory-friendly, considering factors like lighting, noise levels and ergonomic furniture. Provide quiet or designated spaces for individuals who may need a break from overstimulating environments.
- Implement accommodations – Individualized accommodations, such as assistive technologies or modified workspaces, can significantly enhance the productivity and comfort of neurodiverse employees with minimal monetary investment.
- Mentorship programs – Establish mentorship programs that pair neurodiverse individuals with experienced colleagues to provide guidance, support, and opportunities for skill development.
- Promote diversity in hiring – Actively recruit and hire neurodiverse individuals and collaborate with organizations that specialize in neurodiverse talent recruitment.
Marlowe acknowledges the roles leaders have in embracing neurodiversity in the workplace. “If leaders want to be more inclusive, they need to ask, ‘What does support look like for you?’ and not assume they know what a neurodivergent person needs. Not all neurodivergent people need headphones, independent work or analytical assignments. Ask, don’t assume. Listen to what people need and accommodate them. Inclusive design solves for one and serves many.”
Neurodivergent people cannot solve the inclusion issues they did not create. Instead, all people need to understand the challenges faced by neurodivergent individuals to create truly inclusive environments.