Q&A Video Series: Neurodiversity with Kate Dean from Enabled

In this Q&A video we spoke to Kate Dean, Managing Director of Enable Disability & Inclusion Consultants Ltd based in Leeds, and we asked her some questions about neurodiversity in the workplace.

What is neurodiversity?

Neurodiversity is an umbrella term covering lots of different neurodivergent conditions or neurotypes. Some examples of neurotypes include Dyslexia, Dyspraxia, ADHD and Autism, many of which we are born with, it’s the way our brain is wired, we are neurodivergent. Basically, it’s the way the brain learns, processes and retains information it’s a cognitive difference.

What is acquired neurodiversity?

We are starting to recognise that there are a whole range of acquired neurodivergent types that people may get at different times during their lives such as: early onset parkinsons, stroke, acquired brain injuries, chronic pain conditions, mental health conditions, perimenopause, menopause.

What is the neurodiversity movement?

The neurodiversity movement moves us away from a deficit model, that sees the problem as being with the person and they are broken and need fixing. The neurodiversity movement moves us to a place where we can celebrate that people are different and there are a great deal of strengths that people can bring.

When do people get diagnosed as being neurodiverse?

Many people don’t get a diagnosis until they are adults. There are currently around 200,000 adult women across the country on waiting lists for Autism/ADHD diagnosis.

What are the differences between neurodivergent and neurotypical people?

In a standardised brain profile, we see the ebbs and flows of strengths and weaknesses in a range of different of tasks. In a neurodivergent profile we have what’s called a spiky profile, so some real disparities between strengths and challenges.

But often in our education systems and workplaces we measure success against things that hit on neurodivergent people’s challenges, like processing information and ways of communication and remembering things, rather than allowing people to really demonstrate big picture thinking, pattern matching, creativity, data analysis.

Why do you think it’s important for businesses to be thinking about neurodiversity?

We see a common thread of patterns looking back into history and that is neurodivergence. Albert Einstein, Henry Ford, Walt Disney, Richard Branson, Charles Darwin , Greta Thunberg we see these common characteristics where people were probably neurodivergent. We now recognise that a different way of thinking, that diversity of thought has enabled us as a species not just to survive but to thrive and evolve. It’s been that different way of thinking that has enabled us to innovate. We wouldn’t be driving cars and using computers if it wasn’t for neurodiversity.

We are now starting to see a compounding evidence base. If you get neurodivergent people set up to succeed retention rates are something like 90% higher than sector comparators, autistic people will be outperforming their non autistic peers within 2 weeks.

Students have lived in a deficit model and can only see what they can’t do rather than what they can do. And when it comes to graduation, they will never share their neurodivergence again because they’ve come through this deficit model. Really thinking about how we can match appropriate tasks to that skill set it’s a win win for employers and employees alike.

How can organisations become more inclusive for neurodiversity?

• Talk about neurodiversity

• Train your line managers

• Look at your recruitment process

• Look at your onboarding process

• Use the technology that is available to give people a toolkit that plays to their strengths.

• Think about the environment that people are working in, especially given going back to the office after the pandemic, be aware of people’s sensory needs.

Kate Dean is the director of Enable Disability & Inclusion Consultants Ltd.

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