It’s Time to Start Talking About the Strengths of a Neuro-Diverse Workplace

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Abstract

-divergent’, equating to more than 15 percent of the population. — <i>Acas</i></p></blockquote><p id="6e86">The problem is that the workplace is often a direct reflection of wider community cultures, standardising the expected forms of behaviour, such as good eye contact and clear concise communication styles. It is also not uncommon for unconscious bias to occur during the interviewing process. With the interviewers more likely to select ‘<i>more of the same</i>’. There is comfort and trust in what we already know. To hire different is to take a risk, but to take these risks will lead to more diverse teams.</p><h1 id="b2be">The unique skillsets of the neuro-diverse workplace</h1><p id="6cb0">Let’s focus on the skills neurodiversity can bring to the workplace, such as creativity. For me, thinking outside of the box is what I do best. I can almost see problems in a three-dimensional image making it easy for me to come up with solutions that maybe considered ‘<i>outside of the box’</i>. If interested and passionate about a task my ADHD can give me boundless energy, extreme focus, and flow. Being ‘<i>environmentally sensitive</i>’ means I am great at risk assessments. Within seconds of entering a room, I know where all the exits are, but I am also very aware of the energies in the room and the energy I may be putting out.</p><p id="0e62">I used to think of being an environmentally sensitive aka empath as a curse. I could <i>feel</i> how other people thought of me, hear the gentle buzzing of plug sockets, I could soak up the emotions of others. This led to me developing agoraphobia. Over the years I have learned to master this sensitivity and use it to my advantage to best support others, whilst ensuring I put boundaries in place to protect myself.</p><p id="16d9">It’s time to start talking about the real strengths that neurodiversity can bring to the workplace. Not everyone has strong communication skills, but they may ha

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ve a great eye for detail, the ability to come up with innovative solutions, the drive and flow to get the job done. There are lots of different personality types, but sometimes it does feel that the workplace is designed for the more extroverted people in society. In catering for neurodiversity and all personality types we will see more companies that thrive, especially in this new digital era.</p><p id="f27f">I feel raising awareness and better training among managers and employees is required. People, like me, from neuro-diverse backgrounds should be the ones to deliver this training. Setting up networks and peer support groups for employees can be extremely helpful and rewarding for companies.</p><p id="66da">A benefit from the pandemic has been a glimpse into the future of more flexible and blended ways of working. From an employer’s perspective, this can only be a good thing to include employees who think differently.</p><h2 id="e88a">It’s time to start talking about neuro-diverse workplace…</h2><p id="c965"><a href="https://trishadunbar.medium.com/"><i>© Trisha Dunbar</i></a></p><div id="5c6d"><pre>👉 Subscribe <span class="hljs-built_in">to</span> give my stories <span class="hljs-keyword">a</span> <span class="hljs-built_in">new</span> home <span class="hljs-keyword">in</span> your inbox 💌</pre></div><div id="db15" class="link-block"> <a href="https://readmedium.com/about-me-trisha-dunbar-she-her-d3286593a717"> <div> <div> <h2>About Me: Trisha Dunbar (She/Her)</h2> <div><h3>Descended from mudlarkers, Gypsies, West Indians, and maritime folk.</h3></div> <div><p>medium.com</p></div> </div> <div> <div style="background-image: url(https://miro.readmedium.com/v2/resize:fit:320/0*cX3P-h-Q2dlpNVsg)"></div> </div> </div> </a> </div></article></body>

And stop gossiping about the weaknesses

Often when we think of diversity and inclusion in the workplace, we think of race or gender, but to be a truly diverse team we also need to consider neurodiversity. As someone diagnosed with dyslexia, Attention Deficit Hyperactive Disorder (ADHD), and environmental sensitivity during my teens I hate the term ‘disability’, for me it’s just another way of looking at the world and this, of course, has many benefits.

So, just what do I mean by neurodiversity?

Well, this is a relatively new term for describing the diversity of human brains. It’s important to recognise the fact that we’re all wired differently and don’t necessarily think alike. How can this be a bad thing? I mean, if we all thought the same where would new ideas come from?

Neurodiversity includes people with autism, dyslexia, ADHD, dyspraxia, and environmental sensitivity. These are seen as the minority ‘neurotypes’ that have a range of factors that influence the way information is processed and retrieved. This does not just impact written communication, but also auditory, vocal and body language.

Neurodiversity in the Workplace points to estimates that around one in seven people in the UK is ‘neuro-divergent’, equating to more than 15 percent of the population. — Acas

The problem is that the workplace is often a direct reflection of wider community cultures, standardising the expected forms of behaviour, such as good eye contact and clear concise communication styles. It is also not uncommon for unconscious bias to occur during the interviewing process. With the interviewers more likely to select ‘more of the same’. There is comfort and trust in what we already know. To hire different is to take a risk, but to take these risks will lead to more diverse teams.

The unique skillsets of the neuro-diverse workplace

Let’s focus on the skills neurodiversity can bring to the workplace, such as creativity. For me, thinking outside of the box is what I do best. I can almost see problems in a three-dimensional image making it easy for me to come up with solutions that maybe considered ‘outside of the box’. If interested and passionate about a task my ADHD can give me boundless energy, extreme focus, and flow. Being ‘environmentally sensitive’ means I am great at risk assessments. Within seconds of entering a room, I know where all the exits are, but I am also very aware of the energies in the room and the energy I may be putting out.

I used to think of being an environmentally sensitive aka empath as a curse. I could feel how other people thought of me, hear the gentle buzzing of plug sockets, I could soak up the emotions of others. This led to me developing agoraphobia. Over the years I have learned to master this sensitivity and use it to my advantage to best support others, whilst ensuring I put boundaries in place to protect myself.

It’s time to start talking about the real strengths that neurodiversity can bring to the workplace. Not everyone has strong communication skills, but they may have a great eye for detail, the ability to come up with innovative solutions, the drive and flow to get the job done. There are lots of different personality types, but sometimes it does feel that the workplace is designed for the more extroverted people in society. In catering for neurodiversity and all personality types we will see more companies that thrive, especially in this new digital era.

I feel raising awareness and better training among managers and employees is required. People, like me, from neuro-diverse backgrounds should be the ones to deliver this training. Setting up networks and peer support groups for employees can be extremely helpful and rewarding for companies.

A benefit from the pandemic has been a glimpse into the future of more flexible and blended ways of working. From an employer’s perspective, this can only be a good thing to include employees who think differently.