Experiencing the world in different ways

Nicole Baumer - The word neurodiversity refers to the diversity of all people, but it is often used in the context of autism spectrum disorder (ASD), as well as other neurological or developmental conditions such as ADHD or learning disabilities. The neurodiversity movement emerged during the 1990s, aiming to increase acceptance and inclusion of all people while embracing neurological differences. Through online platforms, more and more autistic people were able to connect and form a self-advocacy movement. At the same time, Judy Singer, an Australian sociologist, coined the term neurodiversity to promote equality and inclusion of "neurological minorities." While it is primarily a social justice movement, neurodiversity research and education is increasingly important in how clinicians view and address certain disabilities and neurological conditions.

Words matter in neurodiversity

Neurodiversity advocates encourage inclusive, nonjudgmental language. While many disability advocacy organizations prefer person-first language ("a person with autism," "a person with Down syndrome"), some research has found that the majority of the autistic community prefers identity-first language ("an autistic person"). Therefore, rather than making assumptions, it is best to ask directly about a person's preferred language, and how they want to be addressed. Knowledge about neurodiversity and respectful language is also important for clinicians, so they can address the mental and physical health of people with neurodevelopmental differences.

Fostering neurodiversity in the workplace

Stigma, a lack of awareness, and lack of appropriate infrastructure (such as office setup or staffing structures) can cause exclusion of people with neurodevelopmental differences. Understanding and embracing neurodiversity in communities, schools, healthcare settings, and workplaces can improve inclusivity for all people. It is important for all of us to foster an environment that is conducive to neurodiversity, and to recognize and emphasize each person's individual strengths and talents while also providing support for their differences and needs.

How can employers make their workplaces more neurodiversity-friendly?

• Offer small adjustments to an employee's workspace to accommodate any sensory needs, such as

o Sound sensitivity: Offer a quiet break space, communicate expected loud noises (like fire drills), offer noise-cancelling headphones.

o Tactile: Allow modifications to the usual work uniform.

o Movements: Allow the use of fidget toys, allow extra movement breaks, offer flexible seating.

• Use a clear communication style:

o Avoid sarcasm, euphemisms, and implied messages.

o Provide concise verbal and written instructions for tasks, and break tasks down into small steps.

• Inform people about workplace/social etiquette, and don't assume someone is deliberately breaking the rules or being rude.

• Try to give advance notice if plans are changing, and provide a reason for the change.

• Don't make assumptions — ask a person's individual preferences, needs, and goals.

• Be kind, be patient. – Source: health.harvard.edu

Did you know?

Neurodivergence is the term for when someone's brain processes, learns, and/or behaves differently from what is considered "typical."

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How Common Is Being Neurodivergent?

• According to the Centers for Disease Control and Prevention (CDC), 1 in every 44 eight-year-olds is believed to have autism spectrum disorder or 2.3% of children in that age group. It is 4.2 times more common in boys than it is in girls, largely due to a patriarchal lack of understanding of how autism presents in minoritized genders.2

• The CDC suggests that around 9.4% of all children are diagnosed with ADHD at some point before the age of 18.3

• According to the Yale Center for Dyslexia and Creativity, dyslexia affects 20% of the population