Neurodiversity: Judy Singer, an Australian sociologist credited with coining the term “neurodiversity,” defines it as, “A biological truism that refers to the limitless variability of human nervous systems on the planet, in which no two can ever be exactly alike due to the influence of environmental factors”. ref
This definition underscores the universality of neurodiversity and the premise that no two individuals think alike. It also suggests that any organisational initiative to become more neuroinclusive should consider transforming the entire organisation in lieu of patchwork solutions.
Conditions that fall within the broad definition of neurodiversity include:
- Autism Spectrum Disorder (ASD): A neurological and developmental disorder that affects how people interact with others, communicate, learn, and behave. (National Institute of Mental Health)
- Attention Deficit Hyperactivity Disorder (ADHD): A condition that is marked by an ongoing pattern of inattention and/or hyperactivity-impulsivity that interferes with functioning or development. (National Institute of Mental Health)
- Dyslexia: A neurobiological condition that is marked by difficulties with accurate and/or fluent word recognition, and by poor spelling and decoding abilities. (International Dyslexia Association)
- Dyspraxia: A disorder characterized by an impairment in the ability to plan and carry out sensory and motor tasks. (National Institute of Neurological Disorders and Stroke)
- Neuroinclusion: A workplace environment that is adaptable, flexible, and supportive to enable all employees to do their best work. (Psychology Today)
Neurodiversity dismisses the idea that there is one “normal” type of brain or brain function. Neurodiversity means all of us.
It’s estimated that 1-in-7 people in the UK population is neurodivergent.
Neurodivergent is a term used to describe people who think differently to the majority. It’s often used concerning neurodevelopmental conditions including autism, Attention Deficit Hyperactive Disorder (ADHD), dyslexia, dyspraxia, dyscalculia and Tourette syndrome.
Neurodiversity in the Workplace Training online and face to face
All our courses are CPD-certified
Neurodiversity in the Workplace training
Neurodiversity In The Workplace training equips you with the tools to recognise and unlock the potential of neurodiverse talent in your business.
Our team of Thrive Neurodiversity Instructors offer a range of CPD certified courses to equip your workplace with the tools to recognise and unlock the potential of neurodiverse talent in your business.
Organizations that make an extra effort to recruit, retain, and nurture neurodivergent workers can gain a competitive edge from increased diversity in skills, ways of thinking, and approaches to problem-solving (1)
One big benefit of an inclusive work culture is that it fosters diversity of thought, different approaches to work, innovation, and creativity. Research suggests that teams with neurodivergent professionals in some roles can be 30% more productive than those without them. Inclusion and integration of neurodivergent professionals can also boost team morale (2)
Abilities such as visual thinking, attention to detail, pattern recognition, visual memory, and creative thinking can help illuminate ideas or opportunities teams might otherwise have missed. (3)
(1) M. Mahto, B Sniderman & S.K. Hogan, "A rising tide lifts all boats," Deloitte Insights Feb 2022
(2) Robert D. Austin and Gary P. Pisano, “Neurodiversity as a competitive advantage: Why you should embrace it in your workforce ,” Harvard Business Review , May–June 2017; Angela Nelson, “Neurodiversity in the workplace ,” eParent.com, May 8, 2018.
(3) CIPD, Neurodiversity at work , February 2018
Businesses backing better neurodiversity inclusion
Some of the world’s biggest companies are now actively looking to hire neurodiverse workers and provide appropriate support once they gain employment.
German IT company SAP has been running an Autism at Work programme since 2013. The company says it has a 90% retention rate for employees it hires who are on the autistic spectrum, due to the special system of support it offers.
The programme employs 217 people across 17 countries. “We want SAP to be a truly diverse workplace that reflects our society in all its facets and richness. Fostering an inclusive culture where employees can thrive and feel valued, respected, and included is key, as is understanding and learning how our differences make us stronger,” says CEO Christian Klein.
JPMorgan Chase created an Office of Disability Inclusion in 2016, which helps match neurodiverse candidates to jobs that complement their abilities and skills. “Our results show dramatically decreased error rates, improved morale with our neurotypical teammates and a more accepting, inclusive culture amongst these teams of neurodiverse/neurotypical colleagues,” explains Bryan Gill, global head of the US financial services company’s Office of Disability Inclusion.
Neuroinclusion can improve external stakeholder relationships
As neuroinclusion is infused across the business, there is likely to be a ‘spillover’ effect from your internal work with employees to interactions with customers, suppliers and other stakeholders where interactions are more effective. This can be built on with targeted work to ensure all stakeholders’ experiences of your organisation are neuroinclusive. For example, your salespeople may become more attuned to their prospective clients’ communication preferences and information processing styles, enabling them to tailor their interactions and presentations to suit these individual preferences. And it’s easy to see how employees in a customer service role could be better able to respond to customer needs and find appropriate solutions to problems if they have an awareness and appreciation of neurodiversity.
Courses
Neurodiversity in the Workplace: Aware
A one-hour online programme to increase awareness of neurodiversity and outline the support that can unlock the potential of neurodiverse employees.
In this training, attendees will learn:
- The main neurodiverse conditions and common strengths
- Neurodiversity myths and perception stereotypes
- The communication and social challenges that neurodiverse individuals face
- How reasonable adjustment can support neurodiverse employees and untap their potential
This training is a pre-requirement of the other two modules
Neurodiversity in the Workplace: Champion
A short programme for those interested in Neurodiversity in the workplace and those taking the lead on ensuring neurodivergence is understood, accepted and supported as part of a diverse and inclusive workplace. Can be delivered in person or online.
In this training, we build on the themes covered in Aware. In addition, we will also explore:
- Executive functioning
- Sensory safe workspaces
- Managing anxiety
- Recognising the complexities of communication
Neurodiversity for Managers
One-day training programme for managers who value diversity as an asset and wish to embed an inclusive work culture by providing appropriate support for neurodivergent employees. Can be delivered in person or online.
We cover the Champion course content in the morning, which is followed by:
- Attitudes to neurodiverse management
- Case studies to illustrate the impact of employing neurodiverse individuals
- Policies, reasonable adjustments and support that enable neurodiverse individuals to thrive at work