Neurodiversity

Neurodiversity Pride (16 June or week of 10-17 June) is an important moment to show that everyone belongs and is valued, regardless of how their brain and mind works. More and more organizations are recognizing the value of neurodiversity. Neurodivergent individuals can think and problem-solve in unique ways, leading to increased innovation and better results. In fact, organizations with neurodivergent professionals can be up to 30 % more productive! Does your organization want to celebrate Neurodiversity Pride too? Here are some ideas to show that you embrace neurodiversity.

When we talk today about the diversity of human functioning: behaviour, learning, communication, interaction, … then there are currently two very different visions in society, in the workplace, in education, and in the academic world: the pathological model and the neurodiversity paradigm.

In every organisation, there are challenges and barriers that are not always visible but have a significant impact on employees’ performance and well-being. Some employees face obstacles due to neurodivergence or other factors that are difficult to detect. Others may not even be aware of what is hindering them. How can an organisation identify what is happening with its employees and create an environment that accommodates these invisible differences?

Every neurodivergent person is unique, so it’s essential to tailor remote work environments to individual needs instead of using a one-size-fits-all approach. Whether you’re neurodivergent or managing neurodivergent employees, the key is to ask what environment helps them perform best.

Recently, a tragic event unfolded where a man experiencing psychosis was shot and killed by police officers. Ironically, the man had reached out to the police himself, knowing he needed help. Unfortunately, this situation escalated into a fatal confrontation, shedding light on the gaps in training and understanding when it comes to handling mental health crises.