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Being neurodiverse can be troublesome at work!
The concept itself may be the most misunderstood subject of the 21st century, so far.
In simple terms, Neurodiversity is a term used to explain the distinctive ways people's brains work. While everyone's brain develops in a similar manner, no two brains operate just alike. Being neurodivergent means having a brain that works differently from the average or “neurotypical” person.
But, why is it such a taboo?
More often than not, society has negative attitudes toward people with mental illness or neurodivergent conditions in many forms of public stigma and prejudice. It creates an environment in which individuals with ADHD, autism, or other unknown (and yet not uncommon,) neurodivergent traits may feel marginalized, judged, or excluded.
Misconceptions, myths, and fallacies surrounding neurodiversity are ample. Here are seven that may be common at your work:
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The “we don’t have neurodiversity in our company” misconception.
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The “neurodiversity is not a priority” fallacy.
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The “neutral starting point” myth.
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The “neurodivergent people will tell us they are neurodivergent” misconception.
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The “one solution fits all” inclusion program approach fallacy.
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The “only HR needs to be trained on this” fallacy.
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The “one and done” worker training misconception.
Read more about each in this extended post by uptimize. All of them can be reflected in our daily chores, in a typical office setting or grocery store.
Recently, the World Economic Forum published a new briefing emphasizing the importance of neurodiversity in the workplace. As the DE&I (diversity, equity, and inclusion) framework transforms from theory into practice, neurodiversity will gradually become an integral factor in a psychologically safe environment.
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