Autism and other types of neurodivergence

Overview

No two people think, feel or respond to things in exactly the same way. Every person’s brain is different – this is called neurodiversity. 

When a person’s brain processes information in ways that are different or less common the majority of people, this is called neurodivergence. The idea of neurodivergence evolved from the social model of disability [link to models of disability page] and the idea that society benefits more from recognising and developing the strengths of neurodivergent people, instead of medicalising their weaknesses.²   

Neurodivergence covers a range of conditions, called neurodevelopmental conditions. These conditions are present from birth and never go away no matter how old someone is. These conditions include:  

• Autism 
• Attention deficit and hyperactivity disorder (ADHD)
• Specific learning disabilities (like dyslexia, dysgraphia and dyscalculia)
• Developmental coordination disorder (DCD), also called dyspraxia 
• Tourette Syndrome. 

A person with one of these conditions might call themselves neurodivergent. This is not a medical term, and some people self-identify as neurodivergent without a formal diagnosis.  

People whose brains function in a similar way to the majority of people are called neurotypical. 

It is common for a person to have one or more neurodevelopmental condition. In addition, some people expand the definition of neurodivergence to include other conditions like epilepsy, intellectual disability and certain mental health conditions.³ 

Important things to know about neurodivergence

• It is estimated that 15–20% of people are neurodivergent.⁴
• Some neurodivergent people see their neurodivergence as a part of their identity.
• Not every neurodivergent person feels that they have disability. 

Neurodivergence and work 

Neurodivergence is increasingly seen as an asset by employers. Neurodivergent people bring unique strengths and skills to a workplace, and many organisations are changing their recruitment processes to attract neurodivergent staff. 

Some of the strengths that neurodivergent employees might bring to a workplace include: 

• Diverse thinking – looking at things from many different angles 
• Creativity and innovation – coming up with new ways of doing things and new ideas⁵ 

While neurodivergent employees bring many strengths to an organisation, they can also face barriers when trying to get a job, as traditional recruitment practices often don’t support them to showcase their strengths. This can impact at all stages of recruitment from job descriptions to screening and interview processes.  

Barriers in the workplace relating to things like communication differences, social skills and sensory challenges can prevent neurodivergent employees from fully contributing at work. [link to workplace adjustments page and other relevant content/resources as they are developed] 

Key strategies for success 

• A neurodivergent person is an expert on the supports and adjustments that will help them to do their job safely and effectively, so getting to know the person is a priority. 
• Encourage employers to make their recruitment processes inclusive to help them attract neurodivergent talent. This includes things like: 
• Simplifying job ads and job descriptions, focusing on the core skills needed for the job 
• Making interview formats more flexible, including thinking about different ways of assessing a candidate’s suitability and providing interview questions in advance 
• Consider the workplace adjustments that will support the person to thrive at work.   

A note on language: The use of the term ‘neurotypical’ is disputed by some people. This is because it may give the impression that neurodivergent people are not typical or are lesser than people who are not neurodivergent. Neurodivergent brains are different – not better or worse than non-neurodivergent brains. It is important to ask the person about the language that they prefer when talking about their neurodivergence.⁶