What are some strengths of neurodiversity?
Neurodivergent conditions have long been defined purely by their deficits. What’s “wrong” with someone or focusing only on what they “can’t” do.
But these conditions also come with a a ton of skills and talents – strengths that are often more significant than in those without the condition.
For example, dyslexics and dyscalculics are brilliant at visual thinking, strategy and working in 3 dimensions. People with ADHD can work incredibly fast, multi-task and come up with a ton of ideas. Autistics are known for our attention to detail but we’re also tenacious and diligent.
How do these strengths impact the workplace?
When we’re supported, we can really shine at work. Out-of-the-box thinking and spotting things no-one else does can be a real asset. Research has also shown that neurodivergents (particularly autistics) are more productive than our peers.
But it goes beyond just bringing skills to the workplace. Diverse and inclusive workplaces are happier, more productive overall and generate more income than those which are yet to take DEI seriously. The ripple effect of including neurodivergent people in the workplace and supporting them to thrive cannot be understated. In my own training, clients frequently report the impact is felt much wider than they were expecting, particularly in terms of communication.
What’s the big advantage that most employers overlook?
But the one big advantage that most employers still overlook is this: neurodivergent employees understand your neurodivergent customers.
Whether you know it or not, a sizeable chunk of your clients will have some form of neurodiversity. It might be the oft-quoted estimate of 1 in 5 people, or it could be higher. Either way, it’s not a population you can ignore – and not just because it’s a resectable chunk of your market. It’s because being inclusive to neurodivergent customers makes the experience better for everyone, neurodivergent and neurotypical alike.
But it’s hard to understand the experiences of neurodivergent people unless you have a neurodivergent condition yourself. Someone who’s not dyslexic will never quite understand how they see they world. A non-autistic will never be able to see patterns and details quite the way we do. Someone without ADHD will not be able to see why a seemingly insignificant issue in your process could be an insurmountable problem for someone with it.
But neurodivergent people can. We’re often referred to as “canaries in the coal mine” because we can spot potential problems before our neurotypical peers. But we can also see where things are going right and where you can build on what’s already good.
Including neurodivergent people is not difficult – and the benefits can be enormous. For you, and for your clients.
