Neurodiversity conditions: Understanding differences in learning and thinking

The term neurodivergent describes individuals whose brains learn, function, or process information in ways that differ from the majority. People whose brains function in line with societal expectations are described as neurotypical.

Neurodivergence includes people with conditions such as ADHD, ADD, autism, dyslexia, dyspraxia, dysgraphia, dyscalculia and Tourette syndrome.

Neurotypical (NT) people do not have any of the above-mentioned conditions. Some ND people have not obtained medical diagnoses, but this doesn’t mean they aren’t neurodivergent. More likely, they have learned from a young age to use masking to appear neurotypical, and their differences were not recognised.

Masking is a term used for ND people who learn, observe and emulate neurotypical behaviour while suppressing their own behaviour to appear more neurotypical. Sometimes children learn to mask at very young ages to try and fit in with their peers when their ND behaviour can be interpreted as unusual, awkward, odd, offensive, or otherwise undesirable by the people around them. Such behaviour or mannerisms include lack of eye contact while in conversation, being overly direct and to the point, not participating in “small talk”, needing physical space from other people, physical ticks and random sounds, stimming (repetitive body or object movements or noises), needing complete silence to focus and complete tasks, and needing very specific instructions on the parameters of the work expected of them.

Every neurodivergent person is different, and there is no single neurodivergent experience. Alongside the challenges that some people may face, many neurodivergent individuals also bring valuable strengths to the workplace. Depending on the individual, these may include creativity, innovative thinking, strong problem-solving skills, attention to detail, deep knowledge in areas of interest, pattern recognition, adaptability, or the ability to see challenges from different perspectives. Recognising both strengths and support needs helps create a more inclusive workplace where everyone has the opportunity to contribute.

What does it mean to support ND people?

• Support and welcome disclosures of ND status in the workplace with an open mind. Ask what you can do to support the person now and in the future.
• Advocate for the equal and respectful treatment of ND people, whether you know any personally or not. Don’t ignore offensive or discriminatory remarks by others. Let them know that what they are saying is not okay.
•  Be careful with disclosures of someone’s ND status to others – if a person has shared their personal details with you, do not assume they have shared it with others. Always check with the person before discussing with someone else.
• Ask them what they need in the workplace to enable them to perform at their best

How you can help

As a colleague: 

• Listen to understand instead of listening to reply. Talk and listen to ND people and ask them what they need from you to make the workplace a positive environment for them. 
• Look after those in your life who are ND: offer support and space where they can be themselves without feeling the need to mask their behaviour or alter their personalities in an effort to be accepted and fit in. 
• Be adaptive and considerate: Depending on the individual, some accommodations may be needed to help them perform at their best. Ask what support they need from you as a friend or colleague.
• Some neurodivergent people may benefit from more personal space, not maintaining eye contact during discussions, accepting that they tend to communicate very directly, and not drawing attention to ticks or stimming will go a long way to making them more comfortable around you.

As an employer or manager:

•  Allow employees to use their leave to access assessments as needed. Often, these appointments become available at the last minute and might take months to reschedule if they aren’t able to attend.
• Allow the person to work in conducive conditions to help them excel. Some people need a very quiet space, use noise-cancelling headphones, communicate only in writing or verbally, record all interactions for later playback, or need things explained repeatedly. This is not
  because they are not intelligent (often the opposite); it is because they process information and learn differently from NT people.
• Discuss with your ND employee how or when to discuss their needs with other colleagues in the workplace. This should be handled with care and discretion to lessen the risk of discrimination, harassment, and bullying by other employees.
• Ask the employee what specific considerations would improve their work environment. Sometimes a hybrid or work-from-home option will produce the best results for both the employee and the company since the employee can be completely themselves in their own home and control the environment to best suit their personal and vocational needs.