Do you know what you don’t know about neurodiversity?
Neurodiversity refers to the difference in how our brains function. In the past, this was viewed through a “disorder”, “disability” or “deficit” lens.
In his book, The Power of Neurodiversity, Thomas Armstrong highlights and focuses on the strengths of each type of neurodiversity. More below about the importance of making these strengths or gifts known.
How diversity helps us
We already know that diversity brings another layer of richness when we are collectively looking at issues or experiences. It brings a greater variety of angles from which we examine, experience, assess and see. This greatly enhances problem-solving, creativity and innovation. Contrary to old beliefs, diversity can contribute to higher productivity, an increase in staff retention as well as more effective communication. Another big gain that is talked about less often is the personal growth and development not only of the neurodiverse person, but of the wider team and organisation when we open the dialogue, replace assumptions and myths with facts and encourage everyone to understand others they work alongside.
The old paradigms about neurodiversity are changing day by day. In a similar way to biodiversity being a requirement for an ecosystem to survive, organisations are recognising the attributes, advantages and enhancement that a neurodiverse workforce brings to the workplace.
Developing our understanding
Growing up, my dad frequently reminded me that ignorance is never an excuse. He encouraged me to be curious, and interested and to ask questions and find things out for myself. Get the facts. Today, having been around the block a few times, I translate this into developing, growing, learning, gaining understanding and insight, broadening perspectives and embracing the fact that I am only ready to learn when I can acknowledge that I don’t know what I don’t know.
How wonderful that our world is becoming a more inclusive place, recognising differences, valuing differences and noticing the benefit this brings on all levels when we embrace these differences.
Neurodiversity is another enhancing layer. Seek opportunities to learn more, understand more, and be more inclusive. Talk to people you know that are neurodivergent. Find out how they experience life. Do not assume, but do ask. If you have neurodivergent employees, these conversations become imperative. We should have these conversations because it matters.
Because we don’t know what we don’t know.
What clients have to say
“I’m no longer so hard on myself. I create space to think things over. I thought I needed help, but actually, I needed to understand myself. My own acceptance has replaced my need to feel accepted or approved by others. Life is easier.”
“I am more in touch with reality. My blind spots did not allow me to see the whole picture. I’ve lived half a life not appreciating and realising the choices available to me.”
“Understanding my thinking and how my brain works have helped me change my working day so that I can work with my brain and not against it. I love it!”