Neurodiversity.....
Neurodiversity describes the idea that people experience and interact with the world around them in many different ways; there is no one "right" way of thinking, learning, and behaving, and differences are not viewed as dificts.
The word neurodiversity refers to the diversity of all people, but it is often used in the context of autism spectrum disorder (ASD), as well as other neurological or developmental conditions such as ADHD or learning disabilities. The neurodiversity movement emerged during the 1990s, aiming to increase acceptance and inclusion of all people while embracing neurological differences. Through online platforms, more and more autistic people were able to connect and form a self-advocacy movement. At the same time, Judy Singer, an Australian sociologist, coined the term neurodiversity to promote equality and inclusion of "neurological minorities." While it is primarily a social justice movement, neurodiversity research and education is increasingly important in how clinicians view and address certain disabilities and neurological conditions.
In a simple look,
Neurodiversity advocates encourage inclusive, nonjudgmental language. While many disability advocacy organizations prefer person-first language ("a person with autism," "a person with Down syndrome"), some research has found that the majority of the autistic community prefers identity-first language ("an autistic person"). Therefore, rather than making assumptions, it is best to ask directly about a person’s preferred language, and how they want to be addressed. Knowledge about neurodiversity and respectful language is also important for clinicians, so they can address the mental and physical health of people with neurodevelopmental differences.
The term was coined in 1998 by sociologist Judy singer who helped popularize the concept along with journalist Harvey Blume,and situates human cognitive variation in the context of biodiversity and the politics of minority groups. This view arose out of the autisim rights movement as a challenge to prevailing views that certain things currently classified a neurodevelopmental disorders are inherently pathalogical. It builds on the social model of disability in which disability arises out of societal barriers interacting with individual differences, rather than people being disabled simply as a result of having inherent deficits.
People who identify themselves as neurodivergent typically have one or more of the conditions or disorders listed below. However, since there aren’t any medical criteria or definitions of what it means to be neurodivergent, other conditions also can fall under this term as well. People with these conditions may also choose not to identify themselves as neurodivergent.
Some of the conditions that are most common among those who describe themselves as neurodivergent include:
• Autism spectrum disorder (this includes what was once known as Asperger’s syndrome).
•Attention-deficit hyperactivity disorder (ADHD).
•Down syndrome.
• (difficulty with math).
• Dysgraphia (difficulty with writing).
• Dyslexia (difficulty with reading).
• Dyspraxia (difficulty with coordination).
•Intellectual disabilities.
•Mental health conditions like bipolar disorder, obsessive-compulsive disorder and more.
•Prader-Willi syndrome.
Sensory processing disorders.
Social anxiety (a specific type of anxiety disorder).
Tourette syndrome.
Williams syndrome., argue that the neurodiversity paradigm is the middle ground between strong medical model and strong social model.
The subsequent Neurodiversity paradigm has been controversial among disabilities advocates, with opponents arguing it risks downplaying the suffering associated with some disabilities, and calls for the acceptance of things some would wish to see treated.
Autistic self-advocate and researcher AriNeeman one of the major advocates in the neurodiversity movement, suggested a trait-based approach, meaning that elements of the medical (or pathology) model can be applied in treating certain traits, behaviors, or conditions that are intrinsically harmful (e.g. self-injury behaviors, speech-language impairments, or other co-occurring health conditions), whereas neurodiversity approaches can be applied to non-harmful or adaptive autistic traits (e.g. intense interests) of the same individual. Furthermore, in recent years, there have been developments of neurodiversity-affirming interventions and reforms of some interventions.
Neurotypical:-
(NT, an abbreviation of neurologically typical) is a neologism widely used inhe Neurodiversity movement a label for non-neurodivergent people. That is, anyone who has a typical neurotype, so excluding autistic people, those with ADHD,dyschlesi and so on.The term has been adopted by both the neurodiversity movement and the scientific community.is be confused with the term allistic, which refers specifically to non-autistic people, who may or may not have a divergent neurotype.
People with neurodivergent features may spend a lot of time trying to adjust to their work environment. They may need to manage their social impressions or find ways to block out distractions.
Over time, Santuzzi says this extra effort can take a toll on work performance and physical and mental health.
"It really sets up an unfair situation for the worker," she says.
If the modern workplace adopts the concept of neurodiversity, Santuzzi thinks that could ease some of the stigma and stress that affects these workers. That includes people who shy away from help because they fear judgment from their co-workers or boss.
"They don’t want people to think they’re trying to game the system," Santuzzi says.
If you’re an employer, here are a few tips on how to adjust:
- Create jobs for different kinds of workers.
- Allow for different work schedules and environments.
- Make a flexible work design (when, where, and how work happens) that welcomes people.
Autism: Autism: A developmental disorder that includes differences in social communication skills, fine and gross motor skills, speech, and more
Attention deficit hyperactivity disorder (ADHD): A neurodevelopmental disorder that includes features of inattention, hyperactivity, and impulsivity
Tourette's syndrome: A tic disorder starting in childhood that involves involuntary, repetitive movements and vocalizations
Benefits of Neurodiversity in the Workplace:-
People that are neurodivergent have talents, perspectives and skills that can be beneficial in many work environments.
Hiring neurodiverse employees can provide companies with a competitive edge that brings measurable benefits, both financially and in terms of workplace culture. Some of these benefits include:
Neurodiverse employees bring unique experiences and skillsets to your office, helping your build effectiveness and diversify your outlook on your engaging audience.
Diversity of all kinds contributes to creativity, innovation, and competitiveness the greater the diversity of your staff, the more unique ideas and perspectives you'll be able to bring to any given problem, and that include neurodiversity
Neurodiverse individuals are an untapped pool of talent, and with 80% of Autistic people in Ireland being unemployed, there is a huge resource to help fill the skills shortage gap especially in the IT and Finance sectors
Nerodiverse companies have been proven to outthink and outperforms heterogeneous spaces.
People with dyslexia often have average or above-average intelligence with excellent creative thinking skills. They tend to have strong problem-solving and spatial reasoning capabilities. This allows them to see a variety of solutions to a problem.
People with Autism tend to excel in areas like rule-based thinking. Many organizations are experiencing benefits from including individuals with these strengths in their workforces.
Limit 'Groupthink. By working with a diverse team employees have more of an opportunity to learn - from a range of workplace skills. In one study someone with high inclusiveness was about four times more likely to increase their personal growth compared to someone with low inclusiveness.
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