Today, neurodiverse people, that is, those who are characterized by a neurological diversity different from the majority of society, are often perceived as a group “deviating” from the accepted norm. If we adopt a very narrowly defined concept of normality, any divergence from this norm may seem atypical or incomprehensible. However, when we explore the phenomenon of neurodiversity—encompassing the diverse ways in which nervous systems and, to put it simply, brains—we will see that it is not limited to the present. The people we now call neuroatypical also existed in the past, although their dissimilarity was often not recognized or named. So why is it only now that the notion of neurodiversity is becoming so prevalent in public debate?
To better understand the concept of neurodiversity, it is worth going back hundreds or even thousands of years of our evolution. We are neurodiverse, which means that our brains are structured and function in a variety of ways. It is a wealth of evolution, because for thousands of years neurodiversity has been protected as a key element of the adaptation and diversity of the species –
stated Dr. Joanna Messiah, psychologist, business coach and management expert, during her speech Neurodiversity as a value in the labor market — why does business value neurotypical people?
At the same time, it is worth noting that, according to studies both in the past and now, at least 20% of the population are neurodiverse people. This clearly shows that neurodiversity is not an invention of the present, but a reflection of a real social phenomenon that has always been part of the human experience.
notion
The origins of the concept neurodiversity date back to the 1990s, when Australian sociologist Judy Singer coined the term, placing groups of people with autism in a social context. This has changed the way we view autism — previously identified only as a disorder — into cognitive diversity, a natural component of the human population. Over time, this concept began to include, like an umbrella, other neurological conditions such as ADHD, dyslexia, dysgraphia, dyscalculia, Tourette's syndrome, sensory processing disorder (SPD) or Asperger's syndrome.
Today, thanks in large part to social movements representing neurodiverse individuals, we increasingly perceive neurological atypicality as a natural difference between people. This approach promotes more equitable, inclusive and non-discriminatory treatment of these people. At the same time, however, neurodiversity is still considered in clinical terms, which is justified in some situations — for example, when therapy, rehabilitation, pharmaco-medical care or a disability certificate are needed to obtain adequate benefits.
Nevertheless, such a clinical approach also carries risks. It can lead to stigmatization, which hinders development and reduces neurodiverse individuals exclusively to their “deficits”, ignoring their chances, capabilities and unique abilities. This creates a narrative focused on difficulties rather than potentials. Moreover, this approach can lead to Reduction of identity As with people struggling with disease, their neurodiversity is often seen as their dominant trait, although in reality it is only one aspect of their personality.
It should be remembered that the approach to neurodiversity should be individualized — much depends on the specific case and the degree of progression of a given neurological atypically.
Employment data
In Poland, only 2% of people with autism find employment, while in the countries of the European Union this percentage is about 10% (Polish Economic Institute, JiM Foundation, 2022, p. 4). In addition, this indicator is the lowest compared to the level of employment of the total number of people with disabilities in Poland.
Opportunities and benefits (human and then labour market perspective)
Employing neurodiverse people is above all an opportunity for themselves, which should be a priority in the approach to the labour market. However, the benefits that inclusive practices bring to organizations cannot be overlooked. Research indicates that companies employing neurodiverse individuals can gain a competitive advantage through a diversity of perspectives and skills. However, in order to fully exploit this potential, proper preparation is necessary. The adaptation of human resource management practices allows not only to create a friendly work environment, but also to improve the functioning of the entire organization.
Of course, many companies use the so-called. diversity washing, that is, creating an image based on the declared strategy to promote diversity and inclusiveness. In practice, however, such activities often turn out to be superficial and focused solely on image goals, without introducing real solutions that would actually support neuroatypical workers.
Returning to the often underestimated potential of people with neurodiversity: seeing and harnessing their unique skills benefits both companies and employees themselves, helping them achieve their career goals. Such skills include, for example:
- Memory: the ability to memorize and think analytically, especially useful when working with large data sets and above-average mathematical aptitude.
- Perceptiveness: the ability to concentrate on details and analyze them in depth.
- Way of thinking: pictorial, associative and creative thinking, which allows you to find unusual solutions to problems.
At the same time, certain challenges may arise when working with neurodiverse individuals, such as:
- rigidity in the perception and observance of rules,
- difficulty remembering or using them,
- unconsciously crossing boundaries in interpersonal relationships.
Experiences of neurotypical workers
Examination Neurodiversity in Business and work report conducted by Birkbeck University of London from 2024, addressed four key areas of the experience of neuroatypical workers at work: well-being, career satisfaction, psychological safety, willingness to leave work.
- Prosperity Neurodiverse workers were assessed based on questions about mood, activity, and sleep. The average welfare rating dropped from 3.02 in 2023 to 2.87 in 2024 (scale 1-5, where 1 means a negative result and 5 a positive result).
- Satisfaction with the career, involving a sense of being appreciated in one's role and opportunities for growth in the organization, decreased from 3.34 in 2023 to 3.03 in 2024.
- Psychological safety, defined as a sense of being able to take risks, learn from mistakes and be authentic, has also diminished. The average rating dropped from 4.42 in 2023 to 4.1 in 2024.
- Willingness to leave work: employees were asked about their intention to leave their current employer within the next 12 months, which is a key indicator of staff retention. The rating scale ranged from 1 (unlikely departure) to 5 (very likely departure).
As can be seen from the above data; the experience of the greatest decline in 2024 by employees with neurodiversity was in the area of well-being, career satisfaction and feelings of psychological security (compared to 2023). This can be a signal for the creation of better protection and assistance systems and inclusive practices in the workplace.
summary
Let's try to create conditions conducive to the correct relationship with the environment, to correctly and as fully as possible define one's needs and to launch a full creative process”. As teachers, “let's support students in accepting who they are as individuals. Let's tame it as we are. Let us accept ourselves and others. Acceptance is a universal need — fulfilling this need can change the world. - Joanna Messiah, PhD
Supporting neurodiverse people in their authenticity and individual development benefits not only themselves, but also society as a whole. At Jobs Door, we promote values that speak for ourselves; different, imperfect, but full of potential and ambition. We want to strengthen the sense of belonging, which is the foundation of healthy relationships and social well-being. If you are looking for a good working environment, stay with us - here you will find a variety of job offers and content based on the latest, reliable research.
Sources
- https://geniuswithin.org/wp-content/uploads/2024/09/2024-25-09-Neurodiversity-in-Business-and-Birbeck-University-Research.pdf
- https://www.ibe.edu.pl/pl/aktualnosci-kariera-bez-barier/2272-neuroroznorodnosc-wartoscia-na-rynku-pracy-dlaczego-biznes-docenia-osoby-neuroatypowe-wystapienie-dr-joanny-mesjasz
- https://zzl.ipiss.com.pl/article/540089/pl
- https://www.researchgate.net/publication/369474902_Neurodiversity_at_Work_2023
- https://odpowiedzialnybiznes.pl/karta-roznorodnosci/aktualnosci-karta/badanie-o-stanie-zatrudnienia-osob-neuroroznorodnych/?cn-reloaded=1
