Diversity: Neuro Diversity

Visible disabilities are immediately discernible. Whereas a non-visible disability is not immediately obvious. Thus, observed at face value, non-visible disabilities may defy stereotypes of what people think a person’s appearance or normal conduct ought to be. Non-visible disabilities include a wide range of disabilities. These are not limited to, but may include: mental health conditions, including anxiety, depression, schizophrenia, personality disorders, obsessive compulsive disorder. autism and Asperger’s syndrome, In this section we are focusing on the non-visible who are differently abled. We also include invisible disabilities such as being deaf. Because they are all included in the UK Equalities Act.

Useful UK websites for more information

• UK Government – access to work
• UK Government – disability confident campaign
• The business disability forum
• The business disability forum – SME toolkit
• The Scope Organisation
• Lloyds Bank – Disability in the workplace
• Lloyds Bank – Employee Wellbeing

Disability including Neurodiversity

The topic of disability, long-term health conditions, and neurodiversity is deeply personal to individuals.
Many people don’t consider themselves ‘disabled’, or want to be identified as such, and the language they choose to describe themselves can vary. The way we talk about neurodiversity has changed a lot in recent times and continues to do so.

What is a disability?

Different countries have different approaches and laws but they tend to be similar to UK law, In the UK organisations we are guided by and have legal obligations under the Equality Act 2010 which defines a disability as: A physical or mental condition that has a substantial and long-term adverse impact on your ability to do normal daily activities.
To break that definition down:
A ‘substantial adverse effect’ means more than minor or trivial
‘Long-term’ means it has lasted or is expected to last at least 12 months.
·A condition can still be considered long-term if the effect fluctuates and is likely to recur.
‘Normal day to day’ includes travelling, communicating, computer use etc..

Examples of disabilities

There are some conditions which are automatically deemed as disabilities including cancer, multiple sclerosis, HIV, and visual impairments. Outside those previously mentioned there is no set list of what is or isn’t a disability but it could include things like mental health conditions, ( e.g.depression) or long term health conditions ( e.g. epilepsy, long COVID, heart conditions, chronic fatigue, fibromyalgia.)

The social model of disabilities

The social model of disability- people are disabled by the barriers in society rather than their condition.
These barriers could include attitudes e.g. stigma and bias physical obstacles (e.g. access to buildings) technology (e.g. systems) lack of auxiliary aids or services or policies, processes and arrangements. a diverse organisation will focus on removing these barriers from colleagues so that everyone can perform at their best and feel included. (Of course this applies to all diversities, not just Neuro).

Neurodiversity

What is neurodiversity

As humans we are all different and our brains and minds are all different too. This diversity is a natural and valuable part of humanity Neurodiversity is often used to describe the variations in how people think and process information including neuro divergent conditions.
There are many different neurodivergent conditions including ADHD ( attention deficit hyperactivity disorder) autism dyslexia, dyspraxia dyscalculia, dysgraphia and Tourette’s syndrome, just to name a few. People with one neurodivergent condition are more likely to have at least one other condition. This is known as Co-occurrence

Are Neurodivergent conditions covered under the Equality Act and considered a disability? The short answer is it depends. The focus is on the impact of the neurodivergent condition on the individual rather than the condition itself.

Are Neurodivergent conditions covered under the Equality Act and considered a disability? The short answer is it depends. The focus is on the impact of the neurodivergent condition on the individual rather than the condition itself.

Neurodiversity

Neuro Diversity

“Neurodiversity” is a word used to explain the unique ways people’s brains work. While everyone’s brain develops similarly, no two brains function just alike. Being neurodivergent means having a brain that works differently from the average or “neurotypical” person.

Neurodivergent people can be great on a team because they are differently creative and can challenge assumptions made by everyone else.

Many neurodiverse professionals possess exceptional talents waiting to be unlocked. When supported, neurodiverse people can have tangible positive impacts on their organisations. However, they also face distinct challenges in the workplace.

While we don’t have any associates who describe themselves as neurodiverse we have contacts with experts who are themselves neurodiverse.

📚Facts on Disability and Autism:
✅15% of the world’s population(1 bn people), live with disabilities.
✅In OECD countries, women report higher incidents of disability than men.
✅In 2023, the prevalence of Autism has had 178% increase since the year 2000.
✅It’s estimated that autism affects 168 million people worldwide

Neurodiversity is an important but often overlooked dimension of diversity in the workplace. Here is a summary of the key points on why embracing neurodiversity should be a key part of any organization’s diversity, equity, inclusion and belonging (DEIB) strategy:
What is Neurodiversity?
Neurodiversity refers to the natural variations in how people’s brains process information and interact with the world. It encompasses conditions like autism, ADHD, dyslexia, and other cognitive differences. Neurodiversity is not a deficit, but rather a natural form of human diversity.
Why is Neurodiversity Important for DEIB?
Neurodiversity can be an invisible form of diversity, making it easy to overlook. Many neurodivergent individuals may not disclose their condition due to fear of stigma or discrimination.
Embracing neurodiversity unlocks innovation and creativity. Neurodivergent individuals often bring unique problem-solving skills and out-of-the-box thinking that can benefit organizations.
Inclusive policies and practices that support neurodivergent employees can improve engagement, retention, and the overall employee experience for the entire workforce.
Neurodiversity represents a large, untapped talent pool. Estimates suggest 30-40% of the general population may be neurodivergent. Excluding this group means missing out on a significant portion of potential talent.
Strategies for Embracing Neurodiversity
Provide education and awareness training to help all employees understand neurodiversity and develop empathy.
Offer flexible work arrangements, assistive technologies, and sensory-friendly workspaces to accommodate different needs.
Implement inclusive hiring practices that assess candidates based on skills rather than just interviews.
Establish employee resource groups and mentorship programs to foster a sense of belonging for neurodivergent employees.

In summary, embracing neurodiversity should be a key priority for any organization’s DEIB efforts. By recognizing and supporting the unique talents of neurodivergent individuals, companies can unlock innovation, improve employee engagement, and build a more inclusive workplace culture.

Common myths. As a result of stigma and bias many people hold misconceptions, and believe common myths like assuming or believing that people with neurodivergent conditions
• cannot communicate effectively
• people with disabilities take lots of time off work and will need looking after when they are in the office
• people with anxiety wouldn’t want to present in front of their peers
• people with disabilities take much longer to complete tasks
All these assumptions can negatively impact a colleague’s experience of Lloyds on their ability to succeed in the organisation

The Skills Match of Neurodivergent Talent

The Neurodivergent Employment Gap

• Autistic graduates are twice as likely to be unemployed after 15 months as non-disabled graduates
• 80% of Autistic Graduates are unemployed
• Autistic people face the largest pay gap of all disability groups, receiving on average a third less than non-disabled people
• Office for National Statistics (2022). Disability pay gaps in the UK: 2021
• Association of Graduate Careers Advisory Services (AGCAS)

The Potential of Neurodivergent Talent

• JP Morgan Chase’s Neurodiversity Pilot and their ongoing neurodiversity program illustrates the incredible potential that neurodivergent employees bring
• Within 6 months, autistic participants in the pilot were 48% faster and up to 92% more productive than neurotypical employees. The pilot boasted a 99%retention rate.
• Across industry, companies are finding that neurodivergent employees, when supported in the right environment, reveal an incredible array of unique skills, talents and strengths.
• The industry has a desperate need for fresh talent, and the neurodivergent community is crying out for meaningful, long-term career opportunities.

The Consequences of the “deficit” model

• Autism spectrum disorder (ASD) is a neurological and developmental disorder that affects how people interact with others, communicate, learn, and behave.
• “ASD individuals are more inflexible when following a moral rule even though an immoral action can benefit themselves, and suffer an undue concern about their ill-gotten gains and the moral cost.“ Hu et al. 2020
• A study comparing groups of autistic people and non-autistic people. They could accept or refuse to support a bad cause in exchange for individual monetary benefit. They were asked in two settings: Public, or Private.
• Neurotypical people often accepted the bad condition in the private setting, but not the public one.
• Autistic people did not differ in their actions between private and public settings. Is it a negative trait to have consistent morals? Is it a negative trait to follow morals even when you could secretly benefit? Is it a negative trait to care more about doing good than about seeming good?
• Neuroclastic Article “Autistic People Care Too Much” https://neuroclastic.com/autistic-people-care-too-much-researchsays/

Common Adjustments

“Special Adjustments” made only for employees with diagnosis, doctor’s notes and disclosure create barriers barriers to accessibility. Look at common adjustment needs among neurodivergent people and rebuild a new standard that addresses these needs..

• Sensory: Light, Sound, Smell, Texture, Movement, Clutter
• Social: Communication, Interpretations, Ask vs Guess, Learning Styles
• Predictability and Control: Hot-desks, Hybrid Working, Schedules, Deadlines, Expectations
• Culture: Social Events, Unofficial Overtime, Extra-Curriculars, Always-On
• Time: Meeting Agendas, Processing Time, Questions in Advance“

Many of these “adjustments” also apply with interculturality and generational diversity. Questions in advance are essential for group based cultures particularly found in Asia. . Expecting people to work overtime and be always-on is a no-no for genZ and of course no good for anybody. Social events in a bar are not good for many religions etc etc

The Curb-Cut Effect

The cut curb in pavements was initially designed to improve accessibility for wheelchair-users, by providing ramp access between the pavement and the road. In practice, cut curbs have turned out to be useful for people for a wide variety of reasons. Angela Glover Blackwell described the curb cut effect in 2017

• Parents pushing buggies
• People using walkers, canes or other mobility aids
• Visually-impaired people (the bumpy paving slabs provide a sensory cue)
• Bicycle and skateboard users
• People pushing or pulling trolleys
• People carrying large or bulky items

Much of this section is based upon “Unlocking Neurodiversity in Insurance and Investment” by GAIN Together is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License. and their London Lord Mayor’s presentation.

Interculturality

Case studies – see what you think

Joan and Adam: Adam who uses a crutch as a mobility aid he’s organising some files. Joan sees him and comes over. She picks up the files and says don’t worry Adam I can do this you go and sit down. Did Joan make a mistake?
1 Maybe. It depends on whether Adam asks her not to do that again, or, has mentioned it in the past
2 No. Joan was being thoughtful and protective by helping Adam
3 Yes/ She took work away from him without checking in with him

no 3 is the correct answer. Wanting to help someone with a disability with a task even when they are capable of doing it themselves is a common microaggression instead of telling Adam to sit down she should have asked him if he wanted any help.
Maya and Raul: In a team meeting Maya who has ADHD is fidgeting, appearing distracted by noise outside the room. During the presentation however when discussing the team’s future strategy she’s passionate and a strong problem solver. Her manager knows that she has ADHD but sees her fidgeting as unprofessional and lack of interest. He mentions this in her next one to one review. Decide what Raul should have done instead
1 asked Maya she explained her experience of ADHD and how it can present itself at work correct
2 ask Maya to stop fidgeting or not to attend the meeting in the future if she can’t focus
3 told Maya what she could do to stay focused during meetings
Raul should have taken the time to speak to Maya and understand how her ADHD impacts her . He will learn that fidgeting supports Maya to stay focused, He should also explore what else would support Maya. Raul should make sure that all future meetings are inclusive.
Marks presentation: Mark is deaf and has a British sign language interpreter as a reasonable adjustment. He’s been working on a presentation to senior leadership and expected that he would deliver part of this. His manager Taylor said they had selected someone else because it had to be polished and using an interpreter wouldn’t be professional. Decide if Taylor’s rationale is appropriate
1 no mark has done the work and should be given the same opportunity as any other colleague
2 yes Mark’s delivery is not good enough for presenting to his senior audience
3 yes because it will be the interpreter and not him actually delivering it
Mark should be given equal opportunity to develop and visible to senior leaders. His reasonable adjustments are enablers. Not giving his this opportunity is likely to be discrimination .

Don’t make assumptions

NeurodDon’t make assumptions. People with disabilities and neurodivergent conditions will often have different preferences and views on what language they find appropriate or inappropriate. If you are unsure about how to say something ask the person what they prefer.
Remember that many disabilities are not visible and regardless of a condition that someone has they may not refer to it as a disability themselves. Also if you’ve met one person with a disability or neurodivergent condition you’ve met just one person with their own individual experience and preferences.
Don’t assume a person with a disability wants or needs your help. As a basic courtesy always ask and wait until the person accepts your offer. If your offer is accepted listen or ask for specific instructions if they don’t offer if they don’t accept your offer that’s OK too
You aren’t expected to be an expert in disabilities or neurodivergent conditions so get advice if you need to.

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