Terminology and definitions are complex and a source of ongoing discussion, debate, and disagreement. What follows is an overview of the main neuro-types that have, over time, become part of the neurodiversity paradigm and their working definitions.
Acknowledging individual differences and viewing cognitive differences as part of a broader intersectional lens is important. For this reason, we’ve put together a blog post explaining the difference between neurodiverse, neurodivergence, and other terms that are used within the field.
What do we mean by.....
In the world of neurodiversity, there is various terminology that gets used but never explained. It can often be difficult to differentiate the terms, so we’ve decided to break a few down for you:
Neurodiversity
The term neurodiversity encapsulates the idea that ‘people experience and interact with the world around them in many different ways, however none of these differences are deficits’ (Baumer and Frueh, 2021).
Although this term officially refers to the diversity of everyone, it is being used most commonly when talking about disabilities such as, Dyslexia, ADHD, Autism and others.
Neurodivergence
Neurodivergence is a term used to describe when someone’s brain operates (processes, learns, behaves differently) in a way that is likely to be seen different to a ‘typical’ brain.
A person may identify as neurodivergent if they have a cognitive profile that differs from that of the perceived majority. An example of this might be a dyslexic person being referred to as neurodivergent.
The term used often changes slightly when referring to an individual (neurodivergent) or a group (neurodiverse).
Neurotypical
Another term you might have heard being used is “neurotypical”. The term is frequently used to describe “individuals whose selective neurocognitive functions fall within prevalent societal norms” (Shah et al., 2022)
Neurodivergent communities may use this term for anyone that does not have a neurodifference such as dyscalculia, autism or dyslexia.
It is important to note that some critize the term “neurotypical” arguing that it reinforces a binary distinction between “normal” and “abnormal” neurology, perpetuating stigma and marginalisation of neurodivergent individuals.
Is neurodiversity the same as autism?
Neurodiversity is the idea that there are natural and normal variations in the way that people think and process information and that different cognitive profiles can present both strengths and challenges depending on the environment in which people work.
The biological reality of infinite variation in human neurocognitive functioning and behaviour is akin to “biodiversity” in the natural world (CIPD 2018). Since the 2000s, the term has been adopted by educational practitioners to reframe specific learning difficulties and developmental profiles such as dyslexia, ADHD and autism (see Neurodiversity in Higher Education, 2010). The process has enabled these cognitive profiles to be viewed as cognitive “differences” rather than medicalised “deficits” or “disorders”.
With specific regard to autism, this was traditionally associated with men, presenting as traditional traits including fine detail processing and concentration, difficulties in social communication, repetitive behaviours and sensory sensitivity. However, recent research has revealed that autism presents itself differently in men and women. Female-associated strengths include observing and mimicking human interaction and intense feelings of empathy. There is a high co-occurrence with ADHD.
So, are autism and neurodiversity the same thing? No, the terms neurodiversity and autism are not interchangeable; instead, autism is a form of neurodivergence.
What is the difference between mental illness and neurodiversity?
As previously mentioned, neurodiversity is the idea that there are natural and normal variations in the way that people think and process information and that different cognitive profiles can present both strengths and challenges depending on the environment in which people work. These cognitive profiles are viewed as cognitive “differences” rather than medicalised “deficits” or “disorders”.
On the other hand, mental illnesses are health conditions that involve specific changes in emotion, thinking, or behaviour (or a combination of these). As a result, mental illness and neurodiversity are very separate from one another. However, research suggests that many neurodivergent people experience mental health challenges due to their experience of being neurodivergent.
A Quick ook into how minds differ
Neurodifferences relate to how the brain works with some characteristics overlapping, however it is important to highlight that they often vary greatly. Below you’ll find a list of some neurodifferences you might see in the workplace:
Dyslexia
Dyslexia is a neurodifference, that shapes the way someone processes information. It primarily impacts reading and writing but is not limited to these challenges.
A dyslexic person may Common difficulties include breaking down sounds in words, remembering verbal instructions, accurate spelling, fluent reading and organisation skills.
It is important to note that being dyslexic comes with its own strengths due to alternative ways of thinking. It is often said that dyslexic people show improved levels of reasoning and visual and/or creative fields.
Autism
Autism is a neurodifference that shapes how people communicate and experience the world.
Autistic traits present differently in each person. Typically, autism may influence how someone communicates and interacts socially, how they experience the world through their senses as well as their behaviours and interests.
Someone with autism may experience challenges such as, difficulties with social interactions/communications, sensory overload from light or sound and difficulties with organization.
Not all autistic characteristics are seen to be negative. Some of autistic traits can be harnessed as strengths such as, expertise on specific topics (also known as special interests), Hyperfocus on tasks they been assigned, a high attention to detail, and increased levels of loyalty.
ADHD
ADHD (Attention Deficit Hyperactivity Disorder) is a neurodifference characterised by differences in attention, activity levels and impulsivity.
There are three sub-types of ADHD:
- Inattentive ADHD
- Hyper-active impulsive ADHD
- Combined ADHD
There is often a difference in how ADHD presents in men and women.
Some of the common challenges you may see in people with ADHD are, symptoms of inattention (losing focus/getting side tracked), memory troubles (misplacing important items, forgetting important tasks/deadlines) and difficulty regulating emotions such as stress and/or worry.
On the other hand, people with ADHD also have strengths from this difference way of thinking and processing. We often see people with ADHD having the ability to hyper-focus on tasks, show higher levels of empathy and have a creative way of thinking outside of the box.
Getting Support as a Neurodivergent Professional
Access to Work
A common starting place for many neurodiverse professionals is the Access-to-Work scheme. This government funded initiative enables neurodivergent employees and their employers to claim financial support for any training, coaching or equipment required for any reasonable adjustments you may have. You can find further information on the following page – https://neurobox.co.uk/access-to-work/
Peer Groups
Another area of support for neurodivergent persons are peer groups. There are a variety of UK-based peer groups where people with similar interests or neurodifferences come together to drive change and offer advice for people beginning their journey. One such example would be the ADHD Foundation, one of the largest user-led organisations who offer support and advice to people with neurodifferences.
Speaking to HR
We understand that not everyone is comfortable disclosing their neurodifference to their employer; however for those who are, it is always worth contacting your organisations HR department to explain your needs/requirements due to being neurodivergent.
Under the Equality Act 2010, they are required to make reasonable adjustments to remove any barriers you may face.
Employee Resource Groups (ERG)
An Employee Resource Group or ERG is a great place to seek support if you are neurodivergent and looking for help. These are employee-led networks which support specific communities with organisations, for example a community of employees with neurodifferences such as dyslexia, ADHD or autism.
These groups create a safe space for employees who experience similar challenges in the workplace. They create an environment where employees support and educate each other through the sharing experiences.
Workplace Needs Assessment
A workplace needs assessment is ideal for someone who knows they’re neurodivergent but aren’t sure what support they need. Here at neurobox we offer workplace needs assessments delivered by experienced needs assessors.
An assessment will provide you with a comprehensive and holistic understanding of what adjustments are required for you or your employee.
Supporting and Creating an Inclusive Workplace as an Organisation
As an organisation there are multiple actions you can take to create and support an inclusive workplace. In order to help you begin your journey and start removing workplace barriers, we shall list some of these options below:
Awareness Training
One method of supporting inclusivity in the workplace is the implementation of neurodiversity/disability awareness training. These group-based sessions give employees and managers an opportunity to understand more about the impact of neurodiversity in the workplace and how to remove barriers for their neurodiverse employees or colleagues. To read more on these services, check out our service page here.
Flexible Working Arrangements
Another method for supporting and creating inclusive workplaces, is incorporating flexible working arrangements into the organisation. The options for remote work, flexible hours, and job sharing are just some of the flexible arrangements that can be implemented to accommodate the diverse needs of neurodivergent employees. As a result, employees can work in environments and schedules that suit their strengths and preferences. Another key benefit of this method is that is does incur financial costs for the organisation.
Workplace Assessments and Adjustments
Workplace assessments are perfect for creating an inclusive work environment by providing organisations with the information on how to best support their neurodivergent employees, whether it be purchasing training sessions or providing assistive software packages to assist with any challenges they may face.
Quiet Workspaces
The implementation of dedicated quiet areas in offices can be a perfect starting point for creating an inclusive workplace. It is common for people with various neurodifferences to experience sensory challenges in the workplace. The use of quiet areas reduces distractions and created a sensory-friendly workplace.
Related readings
What’s your Strength – The Neurodiversity Pack has Arrived
