Superhero brains

The human race is neurodiverse. Different people process information in different ways. It’s only society that ‘chooses’ what it considers to be ‘neurotypical’ or ‘neurodivergent’.

PTSD *could* be considered a condition which falls under the umbrella term of ‘neurodiversity’ but even if it doesn’t, there are many tips, practises and ways of working that support neurodivergent people that are also highly beneficial to those with PTSD. As such, I’m collating resources and information here because it can help all of us.

Colourful view of a section of hot air balloon

Autism

Cast aside any stereotypes you might have seen on TV. People with autism often have a very keen eye for detail, they can be highly dedicated but often like, or even need structure and regulatory. They also often benefit from clear communications.

ADHD

Attention Deficit Hyperactivity Disorder (ADHD) is a pretty unpleasant term to describe this condition. It’s got ‘deficit’ AND ‘disorder’ in it which seems doubly unfair for what is arguably a superpower. Another way to describe it is “experience ready” because people with this condition are often primed and ready for fast changing situations. People with ADHD can often be creative and passionate about subjects and they can respond well to deadlines and conditions of fast paced change. They can often be very effective innovators.

The Sydney Opera House lit up with colour

Dyslexia

People with dyslexia can be very good at creative thinking and can often “see” things in 3D better than other people. They are often very good at tasks relating to graphic design, physical activity, imaginative work and creativity but might struggle with the written word and sometimes can have difficulties with short term memory.

The lit up trail of a rocket that has just been launched into space

Dyspraxia

People with dyspraxia can struggle with every day structures and routines, as well as physical spaces, sequences, time keeping, data entry and even just getting dressed (which society might judge them unfairly for). They might come across as clumsy or disorganized BUT people with dyspraxia can be some of the most innovative, successful leaders of the human race! They can be really good speakers and trainers. They are often very creative and because they often see the world in a different way from other people, they frequently come up with new, innovative ways of doing things. They can be good at challenging the status quo and coming up with new concepts, business ideas and all manner of solutions.

Colourful hot air balloons flying in a blue sky

Opportunities

Imagine a world where all these superpowers are repressed. The human race doesn’t get to benefit from any of the skills and traits that these people exhibit.

Well, you don’t need to imagine it. We live in one. Society and perceptions of what is ‘normal’ continue to discriminate against all of these amazing types of people.

So instead, let’s imagine a world where all of these people can thrive and share their superpowers with the whole species. That’s something we can all work towards and it benefits all of us.

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What to do

Make sure that any job descriptions you post when you’re hiring are well written. Ensure that the role is well defined and that there are clear expectations set out for what the job entails, as well as what the hiring process will involve. If you use any application forms make them easy to use.

Create a psychological safe space at work. There can be a lot of anxiety involved in disclosing your neurodivergence, especially when you have just joined a team, so if it’s clear that the subject is not a taboo, it can help reduce a lot of anxiety. Even if you simply have a place to talk about it that is open to all can be reassuring. It doesn’t take a lot of effort to simply say: you are safe to talk about this subject in this workplace. Perhaps provide a monthly meeting where anyone can join to talk about the subject, but don’t pressure people into joining it.

Don’t put people on the spot. Not everyone is comfortable with disclosing their neurodivergence despite any efforts you have made in your workplace.

Consider having an anonymous way for employees to submit feedback on the subject so that people can raise issues without fear of being judged for their thoughts.

If someone discloses their neurodivergence consider confidentiality issues related to that. They might be comfortable disclosing it to you but they might not be comfortable with it being known by other members of the company.

Bear in mind that neurodivergent conditions can look very different in different people. If you know one person with a neurodivergent condition don’t assume that someone else with the same condition will exhibit the same traits. It’s a very broad spectrum.

Make sure that meetings have clear agendas shared in advance. This can help reduce anxiety over how the meeting is going to play out, but it is also clearly good practise for being open about everyone what is likely to take place so attendees can prepare accordingly.

Try to reduce noise levels or external distractions. Consider providing noise cancelling headphones.

Other potentially useful equipment might include a dictaphone, speech-to-writing software or additional screens.

Use fonts in your official communications that are clear and easy to read.

Sometimes the way we communicate can be difficult. If you use slack, consider options to reduce notifications so people aren’t being regularly interrupted by messages.

If you are planning on changing how to run things or how you want to structure the organisation or how you want people to work, start a conversation with your employees in advance. Get their feedback and opinions so they feel consulted and less anxious. You might also learn ways of making the change even more effectively. The more you can give people control over their environment the better.

In a physical workspace consider installing lighting that is not harsh or distracting, as well as having soft furtniture without sharp corners or edges. Try to be inclusive by design, because as well as helping people with conditions like dyspraxia, more inclusively designed spaces are almost always more pleasant for all employees to work in.

If you need to make reasonable adjustments to your working environment to accommodate neurodivergent colleagues consider finding and applying for government funding to support you.