{"id":16012,"date":"2024-09-18T09:55:34","date_gmt":"2024-09-18T13:55:34","guid":{"rendered":"https:\/\/gtm.com\/business\/?p=16012"},"modified":"2024-09-18T09:55:34","modified_gmt":"2024-09-18T13:55:34","slug":"neurodiversity-workplace","status":"publish","type":"post","link":"https:\/\/gtm.com\/business\/neurodiversity-workplace\/","title":{"rendered":"What is Neurodiversity and How Does it Affect the Workplace?"},"content":{"rendered":"

\"neurodiversity<\/p>\n

The concept of neurodiversity isn\u2019t new, but it\u2019s been gaining mainstream traction in recent years. In 1998, Australian sociologist Judy Singer coined \u201cneurodiversity\u201d to recognize that everyone\u2019s brain develops uniquely. Neurodiversity refers to diversity in the human brain and cognition, such as sociability, learning, attention, mood, and other mental functions.<\/p>\n

Despite increased diversity, equity, inclusion, and belonging (DEIB) efforts, the neurodivergent group is often overlooked in hiring and the workplace. With an estimated<\/a> 15-20 percent of the global population being neurodiverse, this group could be an untapped asset for organizations. As such, employers have an opportunity to embrace neurodiversity and help reduce the stigma and stress that impacts neurodiverse workers. Ultimately, it\u2019s about building and nurturing a workplace where all workers feel like they belong and show up as their authentic selves.<\/p>\n

Explore the concept of neurodiversity, the challenges neurodivergent workers may face, the benefits of a neurodiverse workforce, and employer tips for fostering neurodivergent-friendly workplaces.<\/p>\n

Neurodiversity Overview<\/h2>\n

Neurodiversity is the concept that differences in brain functioning are normal variations with strengths and weaknesses. It is also often used as an umbrella term covering several conditions or features. Some common forms of neurodivergence include attention-deficit\/hyperactivity disorder (ADHD), autism spectrum disorder, and dyslexia (difficulty with reading).<\/p>\n

Individuals who exhibit such variations can be considered \u201cneurodivergent.\u201d The larger population that is not considered neurodivergent is said to be \u201cneurotypical.\u201d<\/p>\n

Workplace Challenges for Neurodivergent Employees<\/h2>\n

People who are neurodivergent have differences in the way their brains work. First and foremost, neurodiversity is generally non-visible; someone looking at a neurodiverse person would not immediately know they are neurodiverse. This means many neurodivergent workers have to disclose their specific needs to do their best work or request accommodations from their managers and employers.<\/p>\n

Most workplaces \u2014 and society in general \u2014 are tailored for neurotypical minds. As a result, neurodiversity can often be misunderstood, making neurodivergent people feel the need to camouflage in neurotypical societies, situations, and organizations. This complex behavior is called \u201cmasking\u201d and is done deliberately or subconsciously. One of the most significant issues with masking is that it creates a lot of exhaustion and stress and can increase one\u2019s risk for burnout.<\/p>\n

Masking differs between people, but the behavior is often triggered by an inaccessible environment or a need to fit in to avoid judgment and have a sense of belonging. Ultimately, masking and being unable to be authentic can have severe mental health implications.<\/p>\n

Benefits of a Neurodiverse Workforce<\/h2>\n

DEIB programs have become standard practice for many organizations. However, such efforts may fall short if they don\u2019t account for a neurodiverse workforce. Along with successfully delivering on DEIB initiatives, there are specific benefits of employing neurodiverse teams. Consider some of the following powerful skills and talents of neurodivergent workers:<\/p>\n