Neurodiversity at work: ten lunchtime takeaways

First of all, a brief note about the terminology: Neurodiversity refers to our brains and underlines that different people have different brains. That is part of human variation: 20% of us are neurocognitively different. We call that neurodivergent, an umbrella term that refers to all the different types of differently structured brains. It covers diagnoses such as autism, ADHD and dyslexia.

After a brief introduction to this theme, Arnout Nederpelt, Chief Ambassador of Atypical at ASML, talked about how Atypical works and how it contributes to a more neuro-inclusive organisation. Subsequently, NWO-D colleague Katalin Clarijs talked about her experiences with ADHD and working at NWO. 

Ten takeaways

During the lecture, many tips and suggestions were given on how to deal with neurodiversity at work. The ten most important lessons from the lunchtime lecture are given below:

1. Ensure a safe, inclusive environment so that everyone can express themselves. Neurodivergent persons have learned to adapt to their environment from an early age onwards. That requires a lot of energy. Line managers need to create safe environments and show their vulnerable side so that needs can be expressed.
    
2. Ask and listen. Neurodivergent people themselves often know best what they need, so ask about this and listen carefully. Say ‘Yes, and’ instead of ‘Yes, but’ or ‘No’ if somebody expresses their needs. Experiment together and discover what works.
    
3. Diversity also exists within neurodivergence. Even for the same diagnosis, such as ADHD, the expression can differ per gender and even per person, which means that their needs at work can also differ. Take those differences seriously.
    
4. Don’t judge a fish by its ability to climb a ladder: This is a frequently heard expression in the case of neurodiversity. Do not assess a neurodivergent person as a failed neurotypical person, but as the well-functioning neurodivergent person that they are.
    
5. Inclusion is not adaptation. Do not confuse inclusion with adaptation. Inclusion is about listening to different needs, and not about a minority adapting to the majority. Therefore, the majority also has a responsibility in this regard.
    
6. Make neuro-inclusive working the standard. Create work environments where inclusiveness is the norm. For example, standardly use the input of neurodivergent people in writing guidelines and involve the NWO/NWO-I employee network.
    
7. Pay attention to the strengths of neurodivergent people and assign tasks to the team based on those strengths everybody possesses. That requires a new way of thinking and working.
    
8. During appraisal interviews, focus on development. Do not grind on about changing characteristics that are specific to neurodivergent persons and their weak points, but focus on the development of strong points. Offer, for example, training for line managers.
    
9. Ambassadors and employee networks like Atypical or the NWO/NWO-I Neurodiversity ERG can help with this:
   1. Ambassadors (for dyslexia, ADHD and autism, for example) can also take on the role of confidential advisor so that neurodivergent persons feel free to open up.
   2. Networks can contribute to raising awareness, openness, and (neuro-) inclusive policy.
       
10. Not everybody is aware of the fact that they are neurodivergent. Openness, (neuro-) inclusive policy and raising awareness can help them to discover their neurodivergence and deal better with their strong points and challenges. However, do not diagnose people yourself; that is the work of psychologists.

Employee network neurodiversity

The Employee Resource Group (ERG) Neurodiversity that was recently established within NWO and NWO-I invites employees to participate in this network for employees. The mission of this ERG is twofold: cultivating a support network among colleagues and increasing awareness through, for example, workshops and lectures. Its ultimate aim is to advance a more neuro-inclusive environment within NWO and NWO-I. Visit the NWO-I website for more information.

Contact and questions

Do you have any questions about this network, or would you like to join it? Then please contact Judith Kreukels, advisor diversity, inclusion and equality via j.kreukels@nwo-i.nl.