Neurodiversity

On average, women wait four months longer for a correct diagnosis than men. This is not because their bodies are inherently more complex, but because clinical science has been modelled on men for centuries.

‘As a company, we want to take neurodivergent employees into account… but they don’t tell us anything about their diagnoses!’

This is a common observation during lectures or workshops. HR managers and team leads increasingly understand the importance of neuro-inclusive approaches and processes, but sometimes stumble over the fact that their employees do not disclose their diagnoses.

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. 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?