Work Traits

What is Neurodiversity

1. Every brain is unique, encompassing both neurodivergent and neurotypical individuals.

2. Misunderstandings about neurodivergence, such as equating autism with intelligence, persist in schools and workplaces.

3. You likely have a neurodiverse team, and with 53% of Gen Z identifying as neurodivergent, workplaces are in for a shock.

4. Embracing neurodiverse teams leads to innovation, resilience, and competitive advantages for organizations.

Why is Neurodiversity Hard for Businesses?

1. Traditional workplaces are designed for neurotypical minds. 

2. There’s a generational divide. 

3. Leaders are underprepared for how to lead a non-homogenous team. 

4. Misunderstandings and biases about conditions like ADHD or autism contribute to higher turnover rates.

5. Leaders benefit from small and cheap adjustments in communication and processes, but many are not aware of these solutions. 

When They Have Their Doctor’s Note

1. Neurodivergent employees often need medical diagnoses to justify accommodations, creating additional hurdles and reinforcing exclusion.

2. Diagnoses can lead to unfair treatment or resentment from colleagues, further isolating neurodivergent individuals.

3. When an employee asks for something and gets it, everyone wins. 

Should a Medical Diagnosis Matter?

1. The foundation for a functional system is broken. 

2. Diagnoses are subjective, rooted in evolving systems like the DSM, and may not capture the full complexity of neurodivergent traits.

3. Hurdles for a diagnosis include stigma, cost, and assessment limitations. Disclosure is another hurdle. 

4. Understand your employees traits, not their diagnosis, to support them. 

The 8 Billion Brain POV

1. The social model of disability shifts the focus from individual deficits to the systemic barriers that create challenges for neurodivergent individuals.

2. Universal design and inclusive practices, like clear meeting agendas or simplified communication, benefit all employees, not just neurodivergent ones.

3. Recognizing neurodiverse traits as signals for improvement (like “canaries in a coal mine”) helps organizations build more equitable and effective environments.