Neurodiversity Equity & Inclusion
In Business and in Life
What is Neurodiversity & Why is Inclusion Important?
The Brain Does Not Discriminate
Variation in cognition is normal. Across the globe, it is a universal human phenomenon that
crosses all racial, ethnic, gender, religious and/or socio-economic boundaries. All people’s
brains are different. People tend to excel in some areas; and struggle in others, depending
on the way their brain is wired.
What is Neurodiversity and Neurodivergence?
Neurodiversity is the scientific term that acknowledges everyone's mind is different. It refers
to variations in human brain function, specifically in behavioral traits and cognition. It is
observable in all aspects of life, including social, learning, attention, mood, and performing
tasks.
Neurodiverse individuals are those whose brains differ from neuro-science’s explanation of
typical brains. It is much more common than people suspect. For example, according to the
CDC, 2 out of 5 adults demonstrated symptoms of anxiety or depression in 2021, which are
forms of neurodivergence. Learning disabilities are suspected in approximately 20% of
students, and “between 30% and 40% of the population” are thought to be neurodivergent,
according to ADHDAware.org.UK. To avoid negative connotations associated with the word
divergence (and to hold this complex concept somewhat lightly), sometimes we like to
replace ‘neurodivergent’ with the term ‘neurospicy’.
Because information is processed differently in a neurodiverse
brain, neurodiverse individuals may face challenges with:
Disorganization Emotional Regulation
Impulsivity (and/or Hyperactivity) All Kinds of Processing
Memory Planning & Managing Time
Focus & Attention Hightened Sensitivity and/or Sensory Issues
They may or may not have a therapeutic diagnosis, such as:
ADHD/ADD Sensory Processing
Anxiety Autism (ASD) (including Asperger Syndrome)
Depression Giftedness &/or 2E (Twice Exceptional)
Dyslexia/Learning Stressed-out-overwhelmed-(menopausal)-human
Disabilities
Trauma/PTSD
The Importance of Understanding Neurodiversity
When individuals have a working understanding of neurodiversity, it improves their
capacity to communicate effectively with everyone. Conversations change when a
community is neurodiversity informed and, ultimately, collaboration and work
products improve.
To be neurodiversity-informed, at a minimum coaches need to understand the
basics of Executive Function, the relationship between Motivation & Action, and
how clients Process Information.
"Those with neurodivergent conditions are often more at risk of suffering
from mental illnesses or poor well-being due to a lack of support, and the
stress of 'masking' — acting neurotypically in order to avoid negativity."
www.Healthassured.org
What is Executive Function and How does it show up at work and at home?
If the Brain was an orchestra, Executive Function would be the conductor organizing
thoughts, feelings and actions. According to the research of Dr. Thomas E. Brown,
there are six key areas:
The Six Areas of Executive Function
EXECUTIVE FUNCTION challenges may show up at work and at home as …
feeling or demonstrated (chronic) disorganization
struggles with perfectionism and avoiding taking action
struggles to initiate action and/or (remember to) fulfill commitments
frequently forgetting appointments or chronically late
avoiding planning &/or struggles with prioritizing and sequencing
consistently allow emotions or mood to be prioritized over action
emotional tendency to over-react or take things personally
struggles with time management and/or often chronically late
Challenges that look like low Motivation may show up as …
Consistent struggles to make (simple) decisions
Makes progress and then abandoning project to start something new
Manager and parents feel ineffective in helping individual achieve goals
Individual seems committed and yet appears to lack follow-through
Individual fails to hold themselves accountable (or doesn’t know how, or avoids
accountability because of unidentified shame)
(Neurodiverse) Brains Process Language & Information Differently:
Whether auditory, linguistic, kinesthetic, or processing at different speeds, a wide range
of processing challenges may show as ...
starting conversations as if in the middle of a thought
struggling to stay on topic
talking for a long time without apparent focus
taking a long time to process and respond to a question
missing what is being asked or shared, or asking for something to be repeated
others have difficulty following individual’s thought process
focuses better when moving
prefers some ways to access Information and resists others
When Neurodiversity isn’t understood in the workplace or at home …
An individual’s poor follow-through or struggles with indecision can be
misinterpreted as lacking in motivation, interest, or investment
Hampered progress caused by an individual’s limiting beliefs or low self-concept in
coaching can be misinterpreted as uncaring or uncommitted
Managers or family members can fall into micro-managing, fixing, or rescuing to
compensate for someone’s executive function challenges, thus limiting their ability
to practice problem-solving for themselves
Appropriate referrals to qualified health practitioners may not be made
Tips & Tools for Supporting Individuals with Neurodiversity
in Any Work Environment or At Home
Process Considerations:
Be flexible with time management and learning styles when onboarding
Design reminder systems and accountability structures to best support
individuals in scheduling and to enhance their attendance
Discuss and agree to ways to keeping conversations on track
Train staff and educate family members to understand that compliance
issues at work and behavior challenges at home are not caused by a lack of
motivation or commitment
Practical Considerations:
Establish and maintain transparent boundaries with neurodiverse individuals
(with or without a formal diagnosis)
Always be willing to make appropriate referrals
Target areas for change based on specific, small, actionable goals
Focus on the process of achieving goals, not just outcomes
Explore approaches to planning based on past successes
Keep systems and plans simple and flexible
Encourage individuals to outsource or ask for help/recruit allies
Make it okay to make mistakes and consciously fail forward
When Life and Work are Informed by Neurodiversity, Managers and
Parents …
Meet all individuals where they are and invite them to recognize and embrace
their own neurodiversity
Ethically determine when you feel equipped to support neurodiverse
individuals
Determine when best to refer to or collaborate with other helping
professionals (coaches with neurodiversity expertise, therapists, or others)
Get comfortable talking about neurodiversity
Are transparent and invite individuals to join in the learning process
Ask permission to share observations and raise awareness of neurodiversity
Develop partnerships with relevant specialists -- esp. Therapists, medical
providers, and coaches -- for assessment, support, and relevant referrals
