Neurodivergent is a term that was coined in the late 1990’s. It describes a person whose brain functions, learns, processes information, or experiences the world differently from what society considers typical or standard. Over 1 in 3 adults self-identify as neurodivergent. It is estimated that the actual number is closer to 1 in 5 adults. Diagnosis varies from autism, ADHD, dyslexia, Tourette’s syndrome, and many more. A typical term is “on the spectrum”. What happens in a neurodivergent brain is hyper-sensitivity to input. They process significantly more stimuli than the average person.
With such a large number of people in our workforce, recognizing strengths and challenges for this group of people can help develop a more effective workforce.. Since their brains typically take in more input at higher levels than the “normal” brain, they have enhanced abilities in areas like pattern recognition, hyper-focus, creative problem-solving, visual-spatial skills, and out-of-the-box thinking. Great skills in most positions.
Since they are processing at such intense levels, they can become overwhelmed and exhausted. They will have instances of hyper-focus but then need to decompress and recover. Providing areas of limited stimulus and low lighting may be all that is needed to bring out the best in a neurodivergent employee. Allowing a flexible work schedule, if possible, will give them the ability to work when they are most productive and have downtime when they are overwhelmed.
Meeting the needs of a neurodivergent employee brings out the best in them so they can provide their best for your organization.
