An Introduction to Neurodiversity

Author: Sian Dickie

Sian, our North East and North Cumbria VCSE Engagement Coordinator attended training on an 'Introduction to Neurodiversity' hosted by Hayley Brackley from Great Minds Don’t on behalf on Anne Corder Recruitment. This blog highlights some of Sian’s main takeaways from the session.

When I started in the role of Engagement Coordinator, I really wanted to explore topics related to our VCSE Partnership Programme Sub-Groups, in particular Neurology, as this is something which I have some experience of. I attended a really useful session by Anne Corder Recruitment, hosted by Hayley Brackley of Great Minds Don’t, which gave a wonderful foundational understanding of Neurodiversity and neuroinclusion.

What is it?

The term Neurodiversity was coined by Judy Singer in 1999. It can be considered as an umbrella term. Alternative terms such as Neurodistinct or Neurominority can also be used.

Neurotypical is when someone doesn’t have a Neurological condition. This is not better or more than someone who would consider themselves / be diagnosed with a neurological condition.

Neurodiversity can look like the individual terms below or these conditions can cooccur, it is more than likely that someone who is neurodiverse will experience one or more of these:

Applied: Born with and become apparent, relate to education.

Clinical: Born with and relate to behavioural skills, communication. *Is a medically diagnosed condition.

Acquired: Cognitive deficit response to event or injury – potential to resolve or could worsen with deterioration.

Low / High Functioning

It is important to not use or refer to someone as being low or high functioning. Certain neurological conditions may mean that people could be non-verbal or have cooccurring conditions such as dyslexia. However, it is not for neurotypical people to decide what is low or high functioning, but rather make steps to allow people to contribute in a meaningful way where they can feel included.

Ableism: Discriminating against people with a disability. Determining that there is a ‘right’ (neurotypical) way to do something is ableist practice.

How can you be neuroinclusive in the workplace? (Inclusive of people with a range of neurological conditions)

Clear communication, avoiding ambiguity

  • With my own ADHD I find it difficult to decipher what is needed from me when there is a large block of text in an email or a long email thread.
  • It is better to state what you would like clearly. For example: “Sian can you do x by x date”
  • Not only is this a clear ask, but with a deadline it means I am able to understand what to prioritise in my day.

Open workplaces and psychological safety

  • Being able to be reminded about the prioritised tasks is helpful. Sometimes at work I may have noted everything down, but I might need to ask again “what would you like me to do first?”
  • Also, if the task is said verbally, it may be useful for any notes to be shared and highlighted with where there are actions.
  • Accepting who people are and that people respond differently to situations. Creating a sense of belonging where people aren’t afraid to ask questions or for adjustments.

Flexible working

  • VONNE operates a flexible working policy which is really useful for those who are unable to work a typical 9-5. Sometimes it can be too much to do a whole block of work in a day, so occasional evening work or early mornings can be useful for people with neurological conditions.

Awareness training

  • Taking part in awareness training sessions such as Hayley’s can be really useful for broadening staff members’ understanding of neurodiverse people and their needs.

Support from Line Manager

  • We’re really lucky at VONNE to have a supportive work environment. I might need to let the team or managers know that my brain needs to have a break so I will be logging off at x time and returning online at x time. Having team members and managers understand this without reservation avoids having to overexplain myself.

Interview questions, agendas

  • Sending interview questions in advance is useful for many reasons, and not just for neurodiverse people. When I did my interview for VONNE it allowed me to prepare myself and not anticipate anything unexpected which I would have been doing had I not had the questions.
  • Having an agenda for meetings also allows neurodiverse people to understand the flow of proceedings and when there will be breaks to relax.

Limitations

Stigma

  • Being neurodiverse can come with lots of stigma. People may not be supportive or have understanding family, friends or work colleagues (I am lucky to have all three) – There’s huge rhetoric going around that because of social media, people are being ‘over diagnosed’ or people who have neurological conditions are glorifying the conditions just by existing online, which is ableist in itself. There is no evidence to this, and it simply fuels stigma.

Financial implications

  • Diagnosis for some neurological conditions can take years. NHS waiting lists are understandably under pressure, so it is important you don’t ask someone to prove their diagnosis medically, when they may have been unable to get one. Further, private costs are astronomical with the range being anything from £300 - £2000+.  

Diagnosis criteria

  • Due to the gender imbalance of original research, the diagnostic criteria for some neurological conditions are heavily weighted to how men have presented symptoms. While this is changing, it can be difficult for some people to understand how you have the condition when you’re not presenting it in a stereotypical way.

While these adjustments above are specified to help neurodiverse people, they can have a wider range of benefits to all your employees who are also, for example, parents and carers.