Neurodiversity in the workplace: Why it matters?

Introduction

Imagine the perplexity that would exist if we had to treat each person's brain on the same intellectual level. Some of us can get through the smaller details whereas others are more fascinated in the wider picture. Therefore, this phenomenon is commonly called neurodiversity. Among the many types of learning disabilities are, for instance, Autism, ADHD, and dyslexia. When considering the neurodiversity workplace, it can be viewed as an awareness and acceptance of the strengths and the unique viewpoints of individuals with neurodevelopmental disorders. In this blog we will in-depth analyze neurodiversity in the workplace, the benefits of it and how we can create a work environment friendly to all.

Understanding Neurodiversity

Our pre-conceptions regarding the brain's complexity have been very different from the idea of neurodiversity that is a departure from the traditional conceptions of the brain. But all brains are not the same, too, and it again contradicts an idea that we should always follow the only given way of functioning brains. Unlike the common belief that our brain’s feature is an identical layout because of their alike characteristics and functions, instead, brain works differently and unique in their own way.

Think of the whole brain as a group of cognitive skills, and in the center of it is the point which represents the way how the brain engages the outer environment and handles its inputs. The neurodiversity theory is built on the acceptance and even support of that certain degree of variability and non-recognition of the myth about one and only brain function. A neurodivergent individual perceives the world differently and attend to, comprehend, and react to stimuli in quite a different way. These individuals are probably well experienced in the details and can make out doing a better job if the job involves accuracy and carefulness. For example, where some people strangle with the pattern and connection concept may be helped to be analytical or strategy role players by the same concept (Nicolaidis, 2020).

Benefits of Neurodiversity in the Workplace

Embracing neurodiversity within the organization is very promising subscribing to an effective outcome. Neurodivergent people often get specialized ways of thinking and solving problems, which as a result - all different kinds of innovative solutions and creative ideas are being born. Organizations can proactively bring about a culture of innovation through recognition of neurodiversity as these offer continuous improvement and competitive advantage to them.

When you empower neurodivergent people to operate in such a supportive environment, the productivity and efficiency you get are outstanding. Their expertise to put extraneous factors aside results in intensified output of the whole team and the organization while they properly attend to details. Neurodiverse workplaces can challenge teams to seek out different perspective and creative ways of looking at the issues, thus resulting in more fruitful and impactful collaboration. A model of the environment that is inclusive, where all voices are respected, should be established; the effectiveness of teamwork and the achievement of the group goals will increase in this case. Give more attention to workers’ diversity and inclusivity as these concepts develop the feeling of identity and satisfaction within the team members. Realization of the potential of the neurodiverse and incorporating them into the work processes fosters a higher level of involvement, satisfaction and retention and eventually helps to achieve sustainable growth and stability of an organization (Hagner, 2005).

Creating an Inclusive Work Environment

The neurodivergent-friendly workplace culture can be attained only through constructive and premeditated measures to respect the rights and needs of such employees. It means offering options for various work schedules, sensory-friendly office design and neurodiversity teaching regarding the bosses and colleagues. However, forming the support network and survivor group will consequently let them connect with peers, share their own stories and experiences, also find out resources for well-being (Kaufman, 2018).

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Conclusion

Healthy diversity of the working space of people with different medical conditions for businesses gives the chance to take advantage of the diverse talents and ideas. Companies that embrace neurodiversity have made innovation, creativity and inclusivity a part of their culture and the results of this have only brought on success for both the employees and the company. By discovering how to observe and meet the needs of neurodivergent workers, organizations can foster workplaces where various persons will be able to reach their maximum capacity and can participate fully in the world.

Reference

Nicolaidis, C., Raymaker, D. M., Ashkenazy, E., McDonald, K. E., Dern, S., Baggs, A. M., ... & Boisclair, C. (2020). "Respect the way I need to communicate with you": Healthcare experiences of grownups on the autism spectrum. Autism, 24(1), 38-49

Hagner D., & Cooney B. F. (2005). "I do that for everybody": Managing autistic employees. Study the article Autism and Other Developmental Disorders, 20(2), 91-97.

Kaufman, A. (2018). Neurodiversity in the workplace: The final product will be a comprehensive guide for people with hidden disabilities. Jessica Kingsley Publishers. .