Talk: Embracing Neurodiversity
Speakers directory
Speaker:
Elaine Sullivan
Talk description
Title:
Embracing Neurodiversity
Short synopsis:
For many years we’ve talked about diversity within the workplace, ensuring that everyone, regardless of race, colour, creed or genders are represented appropriate within the workplace. Indeed, in the UK, the Equality Act of 2010, legally protects people from discrimination in the workplace and in the wider society. Protecting the rights of individuals, including those deemed as ‘dis’-abled is one thing, however we should be seeking to embrace the skills of all individuals, not just “harmonising the thresholds for the duty to make reasonable adjustments for disabled people” as the guidance on the Equality Act states. It is estimated that around 1 in 7 people, more than 15% of people in the UK are “neurodivergent”, that’s 10 million people. 10 million people whose brain function, learning and processing of information differ to a greater or lesser extent from that defined as “neurotypical”. Conditions such as Attention Deficit Disorder (ADD), Autism, Dyslexia, Dyspraxia, etc. display as a spectrum of traits that vary from person to person. By knowing how best we can support, nurture and embrace neurodiversity in each individual, and by not stereotyping each condition, can often prove to be hugely beneficial for not only the employees but the employers too. In understanding that we all perceive our worlds differently, we realise how communication, social interaction, and the ability to deal with change can all be impacted. In providing an environment that is nurturing for all, we find that by embracing the challenges, we are often rewarded. For instance, the workplace can be advantaged by thoroughness, attention to detail and high level of expertise in given topics of those on the Autistic Spectrum, the passion and ability to complete urgent or physically demanding tasks of those with Attention Deficit Disorder, or even the creative, holistic, and strategic thinking of people with Dyspraxia. Rather than thinking in the terms of “neurodivergence” then, we should be thinking of EVERYONE being “differently abled” and, in this manne, we are already “neurodiverse”. Yet organisations still lack understanding, and we need to ensure that not only do we treat all staff fairly but also ensure that the stigma of any condition is reduced, We need to be open to, and be comfortable with, a pool of talent is often overlooked. This talk explores the differences in thought processes and working traits and how these can be accommodated within the workplace by employer and employee alike. It provides an insight into embracing neurodiversity and identify ways to overcome or circumvent any potential difficulties that may arise. But more importantly, it highlights the need for seeing each person as an individual, it recommends structure, environments, and methods of communication that not only support but also embrace each and every employee, allowing each to flourish and their very best. Remember, everyone is unique and so changing the workplace to better meet different needs and preferences can improve the health and well-being of all staff. And with well-being improved, so is engagement, performance and productivity.
Max size: 500 chars
Long synopsis (optional):
Max size: 5000 chars
Tags:
Speaker directory:
Listed in directory
Not listed
Speakers directory