Conversations about neurodiversity: Part 1

Earlier this month, I attended an inspiring virtual webinar by Lexxic, titled: ‘Neurodiversity and the Law’. I wanted to share some of the information presented in addition to some of my own thoughts to spark conversations on this important topic.

What is neurodiversity?
We all have a profile of strengths and challenges – that is what makes us uniquely different, that is what makes us human.

When we talk about neurodiversity, we are referring to the neurological differences in the ways our brains are wired and how they process information. Gardner’s Theory of Multiple Intelligences posits that there are different kinds of intelligence, such as visual-spatial, intrapersonal, interpersonal, logical-mathematical, linguistic-verbal, musical and naturalistic, and they relate to a number of different parts of the brain (in comparison to prior assumptions of intelligence that suggested there is one single type of intelligence, known as ‘g’ for general intelligence, that only focuses on cognitive abilities). Therefore, it may be better to think of human neurocognitive styles as operating across multiple continuums of competence, rather than on single lines such as between ‘able’ and ‘disabled’ or between ‘less intelligent’ and ‘more intelligent’^[1].

When we describe people as ‘neurodivergent’, we are talking about people who have a thinking style at the edges of one or more of these continuums, with a brain “that functions in ways that diverges significantly from the dominant societal standards of ‘normal’”^[1]. The term covers diagnoses such as dyslexia, dyspraxia, dyscalculia, ADHD and autism.

Neurodivergents you may have heard of include Richard Branson, Dr Maggie Aderin-Pocock MBE, Emma Watson, Steve Jobs, Ingvar Kamprad and Duncan Bannatyne; it is clear that people with thinking styles ‘at the edges’ can achieve great things.

Societal perceptions
Do you know someone who is neurodivergent? Chances are you do, but you may not even realise it. Approximately 1 in 7 individuals has a neurodifference within the UK; some may not have a formal diagnosis and many may choose not to disclose through fear of judgement due to perceived associated stigmas within society. According to a report by Made By Dyslexia, 73% of respondents hid their dyslexia from their employers^[2], and for a valid reason. In the ‘Workplace neurodiversity – the power of difference’ report by the Institute of Leadership and Management, shockingly 50% of respondents stated that they would be uncomfortable employing or line managing someone with a neurodifference^[3]. But why?

Previously, society tended to view these alternative thinking styles through the lens of treating them as disorders and focusing on the things that the individual struggles with (known as the medical model of disability^[4]). This is exemplified in the negative and medicalised language that has dominated the lexicon, as highlighted by the very terms ‘autism spectrum disorder’ and the double negative in ‘attention deficit hyperactivity disorder’.

Such views have led, unsurprisingly, to a preoccupation with finding ways to help the neurodivergent individual better ‘fit in’ – to act and function as closely as possible to a ‘neurotypical’ – in a society shaped for the latter.

For example, people tend to focus on the things that dyslexics find challenging and there is much less focus or appreciation for the true and often unique capabilities of such individuals, who, though they may struggle with one task type, can excel in others. Such stigmatisation can severely impact the way neurodivergent individuals perceive themselves and can lead to low levels of self-esteem and self-worth, as well as concurrent mental ill-health such as anxiety and depression.

Naturally, neurotypical individuals see the world through their own lens made up of their own life experiences and they may not see the barriers that neurodivergent individuals face every day. It is worth considering:
Are neurodivergent individuals incapable of social functioning because of their impairments or is society constructed by people with capabilities for people with capabilities in such a way that it makes it difficult for people with impairments to be able to function? [4]

In September’s Diversity and Inclusion column we will look at neurodiversity in an NDT context.

References

The Chartered Institute of Personnel and Development (CIPD), ‘Neurodiversity at work’, February 2018.
K Griggs, ‘Connecting the dots’, Made By Dyslexia, 2017.
Institute of Leadership and Management, ‘Workplace neurodiversity – the power of difference’, 2020.
S Kumra and S Manfredi, Managing Equality and Diversity: Theory and Practice, Oxford University Press, 2012.

If you have any thoughts or ideas, or are interested in joining the D&I Advisory Group, please get in touch: diversity@bindt.org

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