{"id":6929,"date":"2023-03-07T13:46:58","date_gmt":"2023-03-07T13:46:58","guid":{"rendered":"https:\/\/iqeq.com\/?p=6929"},"modified":"2023-05-15T14:01:56","modified_gmt":"2023-05-15T14:01:56","slug":"neurodiversity-work","status":"publish","type":"post","link":"https:\/\/iqeq.com\/insights\/neurodiversity-work\/","title":{"rendered":"Neurodiversity at work"},"content":{"rendered":"<section class=\"text-block standard-spacing  \">\n    <div class=\"container fade-in\">\n        <p class=\"introduction\"><strong>This International Women\u2019s Day, the importance of gender diversity in the workplace will take centre stage \u2013 and rightly so. However, diversity spans much more broadly than gender. The likes of ethnicity, culture, age, religion also stand front-of-mind when thinking about diversity, but what about neurodiversity?<\/strong><\/p>\n<p>Well, what is neurodiversity? According to Thomas Armstrong, author of\u00a0<em>The Power of Neurodiversity<\/em>, the term \u2018neurodiversity\u2019 refers to the infinite range of differences in individual human brain function and behavioural traits. In other words, it is the diversity of human minds and infinite neurocognitive functions of the human species.<\/p>\n<p>There is no \u2018normal\u2019 or standard functioning of human brain \u2013 this is just a construct of societal norms that have pigeonholed people into what is normal versus what is not. Instead, Nick Walker describes neurodivergent people as those who have a thinking style at the edges of what would be described as neurotypical. Previously, these alternative thinking styles would be classed as disorders, and the focus would be on treating the disorder rather than trying to understand and appreciate the often-unique capabilities of such individuals.<\/p>\n<p>This leads to what has been labelled the\u00a0<strong>Neurodiversity Paradigm<\/strong>. Walker describes it as a perspective on neurodiversity that:<\/p>\n<ul>\n<li>Makes neurodiversity a natural and valuable form of human diversity<\/li>\n<li>Reinforces the idea that there is no one normal or heathy type of brain or mind<\/li>\n<li>Is similar to the social dynamics relating to other types of diversity (e.g. ethnicity, gender, culture)<\/li>\n<\/ul>\n<p>The most important aspect of the neurodiversity paradigm is that, when fully embraced, it can act as a source of creative potential. This has already been demonstrated by large multinational businesses such as Microsoft, JP Morgan, EY, Google and SAP, who have taken advantage of the fact that nearly 10% of the population is, in some form, neurodivergent. Such companies are running \u2018neurodiversity at work\u2019 initiatives that recognise the upside of utilising the specific capabilities of their neurodivergent hires.<\/p>\n<h2><strong>Types of neurodivergent people<\/strong><\/h2>\n<p>People who share a similar type of neurodivergence form a \u2018neurominority\u2019. However, for each one of them, the neurodivergence is their own, meaning it\u2019s an innate state linked to their own personality and how they perceive and relate to the world.<\/p>\n<p>In addition, a lot of people who are neurodivergent may not have had a formal diagnosis, which means that there is potentially a significantly larger number of employees who can be part of the neurominority.<\/p>\n<p>Common examples of neurominorities include people with autism, dyslexia, dysgraphia, dyspraxia or ADHD (attention deficit hyperactivity disorder).<\/p>\n<p>Whilst it\u2019s good to understand what form of neurodivergence people can have, it\u2019s important to avoid putting people in boxes by using standard labels such as \u201cthey are\/he or she is autistic\u201d or \u201cthey are\/he or she is on the spectrum\u201d.<\/p>\n<p>As I mentioned above, no two people are the same, hence it\u2019s important to avoid generalised or simplistic labelling, especially in the work setting.<\/p>\n<h2><strong>How do we make it work in our company?<\/strong><\/h2>\n<p>There are many specialised associations and bodies that focus on neurodiversity; one of the most prominent is the Chartered Institute of Personnel and Development (CIPD), the professional body for HR and people development, with over 160,000 members around the world.<\/p>\n<p>The CIPD has developed a \u2018<a href=\"https:\/\/www.cipd.co.uk\/Images\/neurodiversity-at-work_2018_tcm18-37852.pdf\">Guide for Neurodiversity at Work<\/a>\u2019 to assist HR professionals and business leaders in learning more about neurodiversity and how to support neurodivergent employees to be comfortable and successful.<\/p>\n<p>There are some detailed and very useful tips in the CIPD Guide for businesses to build an inclusive neurodiverse workplace, such as:<\/p>\n<ul>\n<li>Senior leadership taking neurodiversity seriously and talking about it and sponsoring projects that create such an inclusive environment<\/li>\n<li>Creating a neurodiversity awareness training programme across the whole business to ensure all employees are equipped with knowledge and practical tips to become comfortable talking about neurodiversity<\/li>\n<li>Making adjustments to the working environment (such as office lighting, noise levels or specialised equipment) to ensure that neurodivergent employees with sensory sensitivities can perform at their best<\/li>\n<li>Providing support to neurodivergent employees in the form of line manager, HR or peer mentoring or buddying as well as the ability to use outside-of-work mentors, such as job coaches, family and friends<\/li>\n<\/ul>\n<h2><strong>Why it is important to understand neurodiversity?<\/strong><\/h2>\n<p>There is a growing body of scientific research pointing to increases in diagnosing autism, dyslexia and ADHD. Although some authors and media talk about epidemics, this is rather due to the recent improved reporting and diagnostics practices. In any case, it\u2019s estimated that neurominorities represent a large percentage of the overall global population,\u00a0<a href=\"https:\/\/www.cipd.co.uk\/Images\/neurodiversity-at-work_2018_tcm18-37852.pdf\">likely exceeding 10%<\/a>.<\/p>\n<p>Given this number, it\u2019s important that employers start taking neurodiversity seriously by taking steps to ensure proper inclusion of neurodivergent employees. The benefits of which will be wide-ranging; diversity of thought, creativity, and a different way of approaching problems can add to company\u2019s productivity and increase their competitiveness in the marketplace.<\/p>\n<p>Take ADHD as an example \u2013 in his\u00a0<a href=\"https:\/\/www.forbes.com\/sites\/forbesbusinesscouncil\/2023\/01\/06\/adhd-and-entrepreneurship-helping-innovators-achieve-success\/?sh=68a8b936433b\">article for Forbes Magazine<\/a>, Zachariah Booker describes it as a superpower. He surveyed a number of CEOs and concluded that ADHD is prevalent among business leaders, and that the facets of ADHD (such a restlessness and impulsiveness) can become a strength when managed the right way.<\/p>\n<p>Another example would be employees with autism, who have proven to be successful in roles that require close attention to detail or enhanced analytical thinking, amongst other things.<\/p>\n<p>To be truly diverse, we need to promote all diversity. With the benefit of insight from all minds and all backgrounds, only then can we unlock our full potential.<\/p>\n            <\/div>\n<\/section>\n\n<section class=\"related-section related-section--people related-section--centered standard-spacing\">\n    <div class=\"container\">\n                    <h2>Meet our author<\/h2>\n                <div class=\"cards row-load\">\n            <div class=\"person-card\">\n            <div class=\"bg-img lozad normal\">\n            <img width=\"290\" height=\"192\" class=\"attachment-person_card size-person_card lozad\" alt=\"\" data-src=\"https:\/\/iqeq.com\/wp-content\/uploads\/2023\/04\/Mirek-Gruna-Grey-Background-290x192.png\" \/>        <\/div>\n        <div class=\"bg-img lozad hover\">\n            <img width=\"290\" height=\"192\" class=\"attachment-person_card size-person_card lozad\" alt=\"\" data-src=\"https:\/\/iqeq.com\/wp-content\/uploads\/2023\/04\/Mirek-Gruna-Green-Background-290x192.png\" \/>        <\/div>\n        <div class=\"info\">\n                    <h3>Mirek Gruna<\/h3>\n                <p class=\"job-title\">Regional CCO, UK, Ireland and Crown Dependencies <\/p>\n        <div class=\"border\"><\/div>\n                    <p class=\"location\">Jersey<\/p>\n                <a href=\"#contact-person\" class=\"link link--deepgray email\">\n            Send email        <\/a>\n                    <a href=\"tel:+441534714486\" class=\"link telephone\">\n                +44 1534 714486            <\/a>\n                            <\/div>\n<\/div>        <\/div>\n        <div class=\"button-wrapper\">\n                    <\/div>\n    <\/div>\n<\/section>","protected":false},"excerpt":{"rendered":"","protected":false},"author":5,"featured_media":6931,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[1],"tags":[],"expertise":[288],"service_category":[],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Neurodiversity at work - IQ-EQ<\/title>\n<meta name=\"description\" content=\"This International Women\u2019s Day, the importance of gender diversity in the workplace will take centre stage \u2013 and rightly so. 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