Chances are you may know about neurodiversity under a variety of labels
As humans we are naturally inclined to put labels on things so we can more easily understand and categorise our world. Case in point is neurodiversity—often encountered as ‘autism’ or acronyms such as ADHD, ADD, OCD…and more.
The ‘D’ at the end of these acronyms usually stands for ‘Disorder’. This is outdated terminology from the Clinical Model of Disability that misrepresents for most the current understanding of neurodiversity, DivergenThinking is advocates for the strengths based Social Model of Disability.
Grounded in neuroscience, the term ‘neurodiversity’ refers to the differences in the human brain wiring which are shaped by genetic and environmental factors. It is literally how our brains are wired.
It is clear these so called ‘disorders’ are in fact ‘differences’ that, seen in the new and clearer light of the social model, make sense.
Academically, we know that everyone thinks differently but when people behave differently to us, we are often surprised, at times offended and sometimes judgemental. Understanding simply starts with acknowledging that everyone with a brain is, by definition, unlike anyone else.
Many people with neurological differences such as autism and dyslexia have extraordinary skills, including in pattern recognition, memory, and mathematics. Yet they often struggle to fit the job profiles sought by employers. Equally employers, leaders and recruiters have an important role to play here.
These narrow profiles create barriers and challenges for both highly skilled individuals who think differently who want to work and contribute, and organisations needing engaged, productive, and innovative thinkers. Ofte employers employ people who think alike as they believe this will build a good culture however they are inadvertently creating a homogenised workforce.
DivergenThinking seeks leading organisations to join us on the journey to rethink how they currently recruit and learn how to recruit for the specific brain wiring. This will ensure greater individual and job success.
Great minds DON’T think alike
There are approximately eight billion people on our planet – and every single person’s brain is wired differently. Therefore we are all neurodiverse. Some of us have stronger neurodiverse traits than others – Elon Musk is autistic and ADHD. Richard Branson is dyslexic. These stronger traits are diagnosed and given labels which the general population don’t understand due to a lack of simple clear information.
Sadly, most who do interact with people with strong neurodiverse traits, often misunderstand and misjudge what’s actually at play. This can prove severely limiting for all involved. The more we all understand neurodiversity, the better we can maximise strengths and manage challenges. This contributes massively to the quality of mental health and wellbeing.
Positive engagement and interaction between different brains can be remarkable.
Look who’s thinking!
Companies like Apple, Microsoft, IBM, Deloitte, JPMorgan, EY and Goldman Sachs among others are all actively recruiting neurodiverse individuals within their teams. In fact, they have been doing it for decades in order to gain an innovative, creative and competitive edge and thereby gaining a reputation as market leaders.
Our Getting GOT series of workshops and eLearning courses provide in-depth knowledge, insights and perspectives on neurodiversity and its successful application in life.
Like to help?
We are always on the look out for other ways we can spread our message. If you think you can help, please get in touch.