Definitions

Understanding what is meant by ‘neurodiversity’ and ‘neurodivergent’ and some of the associated terminology.

‘Neurodiversity’ short for ‘neurological diversity’ is a portmanteau word coined in the 1990s. The concept ‘neurodiversity’ acknowledges that each human brain is wired uniquely; an incontrovertible biological fact.

‘Neurodivergent’ is an adjective to describe an individual, or a group of people, cognitively different from typical.

Maybe they have a lifelong neurodevelopmental condition like #Autism, #ADHD, #Dyspraxia, #Dyslexia, #Dyscalculia or #Tourettes.

Maybe they have had some illness or accident-related #BrainInjury or #stroke. This is ‘acquired neurodivergence’ i.e., they could have been born with a more typical brain, but something happened during their life that has changed their brain wiring.

‘Neurodivergent’ explicitly includes those who are cognitively atypical due to mental health conditions, e.g. bipolar or OCD.

When we say ‘neurodivergent’, that it is not and cannot be a medical diagnosis. One cannot be ‘diagnosed neurodivergent’. It is a socio-political term, that helps us understand human differences and our differing strengths, challenges and needs.

The ‘neurodiversity paradigm’, then, is regarding those differences in a non-pathological way. It is not about medical diagnosis. It is about accepting, celebrating even, the incontrovertible fact that all human brains are wired differently.

The ‘neurodiversity movement’, is a social movement towards advocating for neurodiversity acceptance and inclusion.

Another thing to remember is: you cannot fit people into neat pigeonholes; there are a lot of overlapping traits between the different types of neurodivergence and so many people might have more than one of these differences.

To understand diversity and inclusion, we need to take an intersectional approach.

‘Intersectionality’ acknowledges that humans are a blend of characteristics, protected or otherwise. We are each the sum of our genetic makeup and our experiences. Usually, individuals are ‘privileged’ in some ways, ‘marginalised’ in others.

‘Neurodiverse’ is a word used to describe a population which includes people with different types of brains from each other.

Developing a neurodiverse workforce helps to include a variety of skills and differing perspectives. Hiring for ‘culture fit’, on the other hand, encourages a workforce where everybody thinks alike; a great way to stifle innovation. It is important to tackle ‘affinity bias’ during recruitment, and any other barriers to inclusion.

Many neurodivergent people have ‘spiky profiles’, which means that they are particularly strong in certain areas, and they may struggle in other areas, rather than being good all-rounders.

They may add tremendous value, but they will need understanding and acceptance, and support tailored to their individual needs.

It is futile to introduce any neurodiversity hiring initiatives until your organisation is ready and committed to practising conscious neuroinclusion, reducing barriers to inclusion and success, and helping neurodivergent workers thrive in their roles with the psychological safety to openly advocate for their individual needs. 😎