What Is It?

Neurodiversity is the concept that the variety of brain functions, thinking styles, neurological profiles, and behavioral traits that exist among individuals are the result of normal, natural variations in the human brain. Basically, it recognizes the diversity of human brains and that each of us is “wired” differently, so we don’t necessarily think or behave in the same ways. Neurodiversity encompasses a range of neurocognitive differences, including:

• Autism spectrum

• ADHD (attention deficit hyperactivity disorder)

• Dyslexia

• Dyscalculia

• Dyspraxia

• Prosopagnosia (face blindness)

When we consider these differences together, some experts estimate that approximately 15% of the population may be considered in some way neurodiverse. Many of us may know others – friends, family, students, and co-workers – with these and other neurological differences, or we may live with one or more of these differences ourselves.

Neurodiversity is generally discussed in a social or even political context rather than as a scientific concept or clinical diagnosis. The social model of neurodiversity contends that neurological differences are best understood as forms of human diversity and maintains that rather than being medicalized and “treated”, neurodiversity ought to be respected in the way other human differences — such as variations in race and sexual orientation — are respected. Neurodiversity advocates suggest that just as biodiversity is considered to be critical to the health of ecosystems, neurological variation is both natural and essential to the ongoing success of the human species. 

When we talk about neurodiversity, we recognize that these differences are innate – that they are in place since a person is born – so they are not acquired. Neurodiversity advocates work to raise awareness that these differences are not deficits and indeed are part of the mainstream. They encourage that accommodations be put in place when needed for neurodivergent individuals to interact fully and successfully in their social and educational environments and workplaces. 

People with conditions that render their neurocognitive functioning significantly different from the normative range are known as neurodiverse, neurodivergent, or neuroatypical, while those who function within the socially acceptable range are referred to as neurotypical. While a neurodivergent person has brain wiring that is atypical compared to the normative population, that doesn't mean that they are dysfunctional or broken. The terms neuroatypical or neurodiverse may not yet be widely accepted in the medical community, but they are used by people within the disability community and their allies, as well as by those striving to avoid ableist language.

Neurodiversity on Campus and in the Workplace

The evolving concept of neurodiversity in the context of individual rights coincides both with a growing mobilization of the disability rights movement and with new demands for flexible productivity and sociability. For the neurodiverse, a growing emphasis on social interaction and interpersonal communication in the education and employment domains may present unique challenges. At the same time, advances in communication technologies and emerging needs to accommodate remote working and learning environments offer better opportunities for the neurodiverse to participate more fully in classes and workplaces. Finding ways to be more inclusive of neuroatypical individuals helps to create a truly diverse community in which individuals empathize with and learn about each other so that they can collaborate and learn from each other.

There is a growing understanding that the neurodiverse are differently abled rather than disabled. While some may struggle with social skills, they also tend to have above-average abilities when it comes to things like analysis, information processing, and pattern recognition. Other positive traits recognized in neuroatypical individuals include creativity, lateral thinking, development of highly specialized skills, and consistency in tasks once they are mastered. These skills are particularly advantageous as organizations of all types become more focused on advanced technology tools and solutions.

Neurodiverse individuals can be a vital part of any organization’s talent pool, and embracing neurodiversity can have a positive impact on innovation, retention, productivity, and the organizational culture. For example, corporations with the largest autism hiring programs report retention rates of more than 90%, which is higher than the average retention rates within their industries.

It is helpful for all of us to recognize that neurodiversity can bring some needed skills into our classrooms and workplaces, and any accommodations needed can often be quite simple and effective. More research is needed to identify and develop practices and policies that can help neurodiverse individuals to flourish within our communities and workforce. Ultimately, with awareness and understanding, creating educational and workplace environments that are sufficiently flexible for all participants to thrive will benefit any organization.