March 18-24 is Neurodiversity Celebration Week, an opportunity to raise awareness, challenge stereotypes, and value neurodiversity.
Neurodiversity refers to the different ways a person’s brain processes information; neurodivergent describes people whose brains develop or work differently, which impacts how they experience and interact with the world around them. It is often used in the context of autism spectrum disorder, as well as other neurological or developmental conditions such as ADHD or learning disabilities.
We spoke to Lucinda Orsini and Anne Fuhrmann, two members of Compass’s neurodiversity group, about their experiences of neurodiversity, the talents and strengths that neurodivergence can bring, and why it’s important to recognise it in the workplace.
Can you tell us about the talents and advantages that neurodivergence can bring?
Anne: In my experience of living with obsessive compulsive disorder (OCD), neurodivergent people are often empathetic, creative, innovative, and good at solving problems, as they’ve usually had to overcome many challenges in life. Studies conducted by the Employer Assistance and Resource Network on Disability and Inclusion have shown that neurodivergent people often excel in their concentration, accuracy, and their ability to recall information. They are often very reliable and do well with work that is routine or repetitive in nature. While this may not be the case for every neurodivergent person, I can say that these experiences are true for me.
Lucinda: Neurodivergence encompasses many different traits and types with perceived talents and challenges depending on the viewpoint. There is a great advantage in recognising, accommodating, and elevating the diverse talents of people with neurodiverse traits, just as it is helpful for everyone to understand their unique strengths and how to find personal empowerment in that.
Why is it so important to recognise neurodivergence in the workplace?
Anne: We need to recognise neurodivergence in the workplace so that neurodivergent people feel accepted, safe, seen and heard. For me, this relieves the anxiety of my OCD; knowing that I don’t need to hide it at work means that I am happier, and I can perform better.
Lucinda: Many people with conditions such as autism spectrum disorder and dyslexia have extraordinary skills, including in pattern recognition, memory, and mathematics. Yet they often struggle to fit traditional work profiles. To access these talents, there is likely to be a learning curve for some managers, but the payoff to companies will be considerable: access to more of their employees’ talents, along with diverse perspectives that will help them compete. Not to mention creating a more compassionate, open, and transparent workplace.
How has neurodivergence impacted your career?
Anne: It has made me creative, innovative, organised, and reliable. I never wanted the collateral behaviour of my OCD to be construed as a performance issue and because of that I developed a very strong work ethic.
Can you tell us about a neurodiverse individual who inspires you?
Anne: I am inspired by anyone who lives with neurodiversity. There are some neurodiverse people who are fully disabled by their neurodiversity and getting through the day is a huge win for them–I understand and admire that.
Lucinda: Both of my daughters inspire me. They are impacted by combinations of dyslexia, attention deficit disorder, autism spectrum disorder, as well as high levels of anxiety. We have worked together to find the right combination of support and accommodations. I have seen first-hand that while there is plenty to celebrate about the neurodiverse experience it can make it incredibly difficult to navigate traditional surroundings and expectations. It’s not easy to ask for help, but it’s required in these types of settings. When things cannot or will not be adjusted, it can have devastating consequences on a person’s self-esteem and ability to live in any type of regulated emotional state.
What can we do to create a more inclusive and equitable organisational culture, that celebrates differences and empowers every individual?
Lucinda: Be observant, be curious, and if you can, adapt your ways of working to accommodate others. Everyone has a story and needs compassion. Opportunities to learn about each other create authentic and transparent relationships that carry over into the professional workplace. We need to recognise that everyone has value and specific talents. This week is a great way to become more educated about how neurodiversity impacts us all and how people with neurodiverse traits can be supported and celebrated.
Neurodiversity Celebration Week is a great way to become more educated about how neurodiversity impacts us all and how people with neurodiverse traits can be supported and celebrated.