Neurodiversity @ Work
After teaching in schools for 18 years I decided to take the plunge and embark on a self-employed life. Driven by my passion for teaching children with special educational needs I set out to discover alternative ways to make education accessible to all. My vision was to have the individual in mind, with their own strengths and challenges, and with that came the birth of ‘edYOUcation Clare Francis’; bringing the YOU into learning.
After contacting Dyslexia Gibraltar I started to tutor children with dyslexia. My focus was on working on their executive functioning skills; developing a holistic approach to learning incorporating study skills, memory techniques and improving focus. I spent some time teaching my students how our brains are wired for growth and that how we think and what we say to ourselves will have an impact on our learning, this improved their metacognition and helped them grow in confidence.
As my business grew I had more and more neurodivergent students enrol, and the more I experienced my students’ challenges and learnt about their strengths the more I saw the need to advocate for inclusion in both education, and the workplace. I saw the strengths neurodivergent individuals demonstrated and the value in having a neurodiverse workforce.
So what exactly does neurodiversity mean and how can we make sure we are inclusive?
Neurodiversity refers to the natural differences in human brains and how they work. It includes everyone, whether neurodivergent or neurotypical. Like biodiversity, but with human brains!
When we think of inclusion it is easy to fall into the assumption that this simply means allowing an individual to take part, rather than making adjustments, which is what true inclusion requires. When employing an individual who uses a wheelchair, physical accessibility would be considered. Likewise, when employing an individual who is neurodivergent, accessibility to the job requirements need to be thought of. That is, reasonable adjustments should be put in place.
So what type of adjustments are we talking about? And what is considered to be ‘reasonable’?
When it comes to adjustments the list is extensive and a workplace needs assessment would need to be done to establish which adjustments would be required. Having said this, there are certain adjustments that can be made standard to ensure inclusion is of high value to the business. From staff training to support an inclusive culture at work, to the correct font being used to be dyslexia friendly, to using pastel coloured paper and providing alternative interview processes and environments in which to work in, there are many things which can be made policy to support neurodivergent individuals which will not hinder neurotypical employees. Having an inclusive policy which ensures such measures are always in place means the need for individual workplace needs assessments will be reduced.
It is important to note the word ‘reasonable’ when considering making reasonable adjustments. A workplace needs assessor will not just evaluate the individual’s needs. They will always consider the suitability of the job role, the size of the cost and how this fits with the size of the company. They will consider the impact of the adjustments to the business, employer and colleagues. When requesting a workplace needs assessment to be done you will find that most recommended adjustments are cost effective, easy to implement and benefit all involved.
So why bother with it all?
The increase of neurodivergent individuals is often talked about. Is it due to faster and more accurate diagnosis? Is it to do with our food? Is it a result of modern technology use and change of lifestyle? In my opinion, the answer to these questions is: who cares?
Could it be that, as with biodiversity, neurodiversity is needed? That our brains are evolving? Adapting?
With ‘Dyslexic Thinking’ now being a skill in LinkedIn, and companies such as Microsoft, Google Cloud and Ford Motor Company actively seeking neurodivergent talent via their recruitment process, more employers are beginning to focus on the benefits and strengths of a neurodiverse workforce.
Problem solving, innovation, outside the box thinking, attention to detail, being able to work under pressure and creativity are but a few of the skills associated with individuals with dyslexia, ADHD and ASD for example.
With the rapidly growing use of A.I etc it is not surprising that measures of intelligence and sought after employability skills are changing. To quote Richard Branson, a proud dyslexic:
“In this new world, thinking differently is your biggest asset.” (Intelligence 5.0 report, Made By Dyslexia 2024).
With local businesses seeking advice on how to become more inclusive and the ministry of Equality’s SNDO team ensuring their 40 Supported Needs and Disability Coordinators received training on Neurodiversity and Inclusion in the Workplace, I’m excited to see neurodiverse workforces positively impacting our community.
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