Every brain is different. Everyone thinks, processes, learns, and acts in their own unique ways. These neural differences are caused by how the brain is programmed.
To turn these differences into strengths, think of them as important parts of diversity.
In other words, neurodiversity is now normal because of how we see people, not because people have changed.
People can think, work, and create however they want when they aren't bound by neurotypical design. However, there are still a lot of misconceptions in the workplace about neurodivergent people.
Employers fear that the person will need too much help, have a bad work culture, or not have the skills to do the job.
Neurodiversity in the workplace: If it's not seen as an important part of equality, diversity, inclusion, and connection, it sends the message that people with cognitive differences are flawed or lacking.
When people don't feel like they can be themselves at work, they miss out on many good qualities. Their creativity and ability to think critically go away.
People who are neurodiverse worry about how to identify themselves. They are afraid that telling people about their illness will make them look bad. This fear comes from false ideas about neurodiversity.
Neurodivergent disorders may make it easier to remember things, recognise patterns, and do maths.
In a hiring process that is open to everyone, neurodiverse applicants may do better than neurotypical applicants.
People often think that all brains work the same, which makes it hard to be neurodivergent.
Neurodiverse people have trouble finding work, but they also bring strengths to their companies.
In addition to technical skills, neurodiverse workers may have unique points of view, artistic insights, and great problem-solving abilities.
Companies need to hire neurodiverse people to stay competitive in today's market, and they are slowly understanding that an inclusive hiring process helps everyone.
Everyone is more likely to ask for help when neurodiversity is valued at work.
There is no one right way to work with neurodiverse workers. Everyone works and thinks in their own unique way, whether they are neurotypical or not.
The main thing you have to do as a manager or boss is help your employees. First, make it safer for workers to ask for help.
You need to put employees' rights and choices first. Get them to explain what they need to do well.
You might need to rethink how you hire people and how you promote diversity if you want to have an inclusive, neurodiverse, and diverse staff.
From the hiring process to keeping employees, the current company culture needs to be looked at when it is defined.
If you think critically, you might find out if your company is hurting neurodiverse workers without realising it.