There is a growing urge to focus on our brain differences, not deficits. This broader view of “normal” is a large part of what is known as neurodiversity. Proponents hope the idea will broaden our view of developmental disorders, including attention deficit hyperactivity disorder (ADHD).
If the concept catches on, it could lead to big changes in education and workplace norms, says Dr. Alecia Santuzzi, Associate Professor at Northern Illinois University who specializes in social-industrial and organizational psychology.
“It makes people take a few steps back to think more creatively about the different ways that work or schoolwork can be done,” says Santuzzi.
What does it mean to be neurodivergent?
Judy Singer, a sociologist with autism, began using the term “neurodiversity” in the late 1990s. It refers to the concept that certain developmental disorders are normal variations in the brain. And people with these traits also have certain strengths.
For example, people with ADHD may have time management issues. But they often show a high level of passion, drive and creative thinking.
“Even their impulsiveness can be beneficial,” says Sarah Cussler, assistant director of undergraduate writing and academic strategy at the Yale Poorvu Center for Teaching and Learning. “Because they say things that others are afraid of.”
Neurodiversity is not the same as disability. People with neurodivergent traits may need housing at work or at school.
“Neurodiverse students are wonderful students,” says Cussler. “They can be really creative thinkers with a big picture. However, with some classic types of evaluations, they have more trouble.”
In addition to ADHD, neurodiversity often refers to people with:
The neurodiverse student
Whether elementary school or college, Cussler says it is important to think about a student’s learning profile. That’s the idea that people process information in different ways. But some children can fall through the cracks when it comes to getting academic support.
Cussler says the neurodiversity approach casts a wide web that “catches all of them”.
“There is now a shift on campus towards the term neurodiversity as opposed to the term disability,” says Cussler. “This has some value because we don’t just want to focus on the legal definitions of disability, we want to include larger groups as well. This includes people with or without documented learning disabilities or differences.”
Neurodiversity at work
People with neurodivergent traits may spend a lot of time adjusting to their work environment. They may need to manage their social impressions or find ways to block out distractions. According to Santuzzi, this extra exertion can, over time, affect job performance and physical and mental health.
“It really creates an unfair situation for the worker,” she says.
If the modern workplace adopts the concept of neurodiversity, Santuzzi believes that it could alleviate the stigma and stress that afflict these workers. This includes people who shy away from help because they fear the judgment of their co-workers or their boss.
“You don’t want people to think they are trying to play the system,” says Santuzzi.
If you’re an employer, here are some customization tips:
- Creation of jobs for different types of workers.
- Take into account different work schedules and environments.
- Create a flexible work design (when, where and how the work takes place) that welcomes people.
Focus on the positive
Proponents of neurodiversity suggest that too much attention is paid to the impairments associated with conditions like ADHD. They think a better approach is to focus on what someone is good at, not what they lack.
For example, there is some evidence that:
People with ADHD have a high level of spontaneity, courage, and empathy. You can concentrate on certain tasks.
People with autism pay attention to complex details, have fond memories, and display certain “special skills”. Experts believe this can be beneficial for certain tasks such as computer programming or music. As one researcher found, Wolfgang Mozart had a strong musical memory and an absolute pitch.
People with dyslexia can perceive certain types of visual information better than people without the condition. This skill can be useful in jobs like engineering and computer graphics.
We need more research, but experts believe that the genes for these “developmental disorders” persist because they have evolutionary advantages. For example, behaviors such as hyperactivity and impulsiveness may have helped our ancestors find food or move away from danger. And strong non-social skills, such as some people with autism have, were good for our prehistoric ancestors who lived in nature.
Challenges around neurodiversity
Medical experts and people with neurodiverse traits do not always agree on what neurodiversity means. Some think that conditions like autism are always interfering. And people differ greatly in how they want to identify themselves. Some prefer the first language of identity, others do not.
“There are workers with autism and there are autistic workers,” says Santuzzi.
And while there is currently a difference between neurodiversity and disability, “some people want to hold onto the identity of the disability to acknowledge that work and school environments have not yet adapted,” says Santuzzi. “And they are still at a disadvantage.”
swell
SWELL:
Alecia M. Santuzzi, PhD, Associate Professor of Psychology; Director, Research Methodology Services, Northern Illinois University.
Sarah Cussler, Assistant Director, Undergraduate Writing and Academic Strategies, Yale Poorvu Center for Teaching and Learning, Yale University.
British Medical Bulletin: “Neurodiversity at Work: A Biopsychosocial Model and Its Impact on Working Adults.”
AMA Journal of Ethics: “You Myth of the Normal Brain: Comprehensive Neurodiversity.”
ADHD Attention Deficit and Hyperactivity Disorder: “The Positive Aspects of Attention Deficit Hyperactivity Disorder: A Qualitative Study of Successful Adults with ADHD.”
Limits in Psychology: “Neurodiversity, Talent, and Aesthetic Assessment of Music in Children with Autism.”
Gesellschaft für Personalmanagement: “Using flexibility in the workplace for commitment and productivity.”
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