Understanding Neurodiversity: Embracing Differences in the Human Experience

An introductory awareness post.

Overview

Neurodiversity is a term that recognises and values the natural variation in the human brain and nervous system. Rather than viewing certain neurological differences as illnesses to be cured, neurodiversity sees conditions such as autism, ADHD, dyslexia and others as part of the normal spectrum of human experience. People who identify as neurodivergent may think, learn and perceive the world differently — and those differences can bring strengths as well as challenges.

Introduction to Neurodiversity.

Common neurodivergent conditions

Neurodivergence covers a wide range of conditions. Some frequently mentioned examples include:

• Autism spectrum conditions — differences in social communication, sensory processing and behaviour.

• Attention deficit hyperactivity disorder (ADHD) — differences in attention, impulsivity and activity levels.

• Dyslexia — differences in reading, spelling and phonological processing.

• Dyscalculia — differences in number sense and mathematical processing.

• Dyspraxia (developmental coordination disorder) — differences in motor coordination and planning.

This list is not exhaustive. Many people experience overlapping characteristics, and each person’s profile is unique.

Why neurodiversity matters

Embracing neurodiversity benefits individuals and organisations. When workplaces and communities are designed to accept different ways of thinking, people can contribute their strengths more effectively. Neurodivergent individuals often bring creativity, pattern recognition, intense focus on areas of interest, and alternative problem-solving approaches.

At the same time, society must recognise and address the barriers that neurodivergent people face — from sensory-unfriendly environments and unclear communication to rigid recruitment practices that favour neurotypical ways of working. Removing these barriers is not about lowering standards; it’s about creating fair access and unlocking potential.

Practical, everyday steps to be more inclusive

Here are some simple actions individuals and organisations can take right away:

• Communicate clearly: Use plain language, give instructions in writing as well as verbally, and check understanding without making assumptions.

• Offer flexibility: Allow adjustments to working patterns, meeting formats and deadlines where reasonable.

• Create sensory-friendly spaces: Provide quiet areas, reduce harsh lighting where possible, and offer noise-cancelling solutions.

• Adjust recruitment: Use structured interviews, offer alternative assessment methods, and publish application adjustments information.

• Listen and personalise support: Ask “What helps you?” and work collaboratively to agree reasonable adjustments.

  
  

Language and respect

Language matters. Many people prefer identity-first language (for example, “autistic person”) while others prefer person-first language (“person with autism”). When in doubt, ask the person which they prefer. Respect, curiosity and a willingness to adapt go a long way.

Where to learn more

If you’re new to this topic, our free Neurodiversity 101 download provides a short, practical introduction and a one-page reasonable adjustments checklist you can use at work. It’s designed for managers, HR professionals and anyone who wants to make their environment more inclusive. Alternatively, check out my YouTube video https://www.youtube.com/watch?v=Q-fCKGOU4oU for practical insights, real-world examples, and tips on creating a more inclusive environment for everyone.

If you’d like help creating a neuroinclusive recruitment process, workplace adjustments guide, or a training session for your team, get in touch. Small changes can make a big difference.