[disclaimer] In this article, we use both person-first and identity-first language. But we respect that neurodiverse people can choose the right words for them.
We also acknowledge that all neurodiverse people have different personalities, strengths, skills and challenges.
Neurodiversity in Australia
Neurodiversity is a term used to describe the different ways people’s brains work.
The term draws from the social model of disability, framing neurological differences as part of human diversity rather than a condition that needs to be ‘cured’.
Neurodiversity includes, but is not limited to:
- attention-deficit/hyperactivity disorder (ADHD)
- autism
- developmental coordination disorder (DCD, formally known as dyspraxia)
- dyscalculia
- obsessive-compulsive disorder (OCD)
- sensory processing disorder (SPD).
It is estimated that neurodiverse people make up approximately 15–20% of Australia’s population. This percentage is likely higher given that, as the Australian Psychological Society highlights, neurodiverse Australians (particularly women and girls) are often misdiagnosed or not identified at all.
The strengths and skills of neurodiverse people are often overlooked, despite there being a connection between neurodiverse thinking and the skills that are in demand in workplaces today. This is demonstrated in a report co-written by ManpowerGroup Talent Solutions and Made by Dyslexia.
A lack of understanding of neurodiverse strengths and how to support neurodiverse people in the workplace has meant that many workplaces continue to follow traditional recruitment processes. For example, formal interviews and timed tests. This type of testing doesn’t always allow neurodiverse people to showcase their skills. The ManpowerGroup Talent Solutions and Made by Dyslexia’s report found that 3 out of 4 participants believed that traditional recruitment processes put people with dyslexia at a disadvantage. And 79% of participants felt that traditional recruitment processes didn’t allow them to demonstrate their key skills. This lack of awareness can cause neurodiverse people to feel they won’t be understood or supported in the workplace.
Putting ability first
Over the last decade, we have seen a shift in recognition of the benefit of neurodivergent thinking in the workplace. For example, in March 2022, LinkedIn added the option to include ‘dyslexic thinking’ as a skill. Despite this, neurodiverse people continue to be underrepresented in the Australian (and global) workforce. For example, the Australian Bureau of Statistics reported that 34.1% of autistic people were unemployed in 2022.
We spoke with Liam Grant, our Assistant Design Quality Manager, about his experience in the workplace as someone
with dyslexia.
‘I feel like sometimes when dyslexia is discussed in our community there is a focus on inability first and ability second,’ says Liam. ‘This is something I hope we can change.’
Likewise, in her article, 7 Strengths Autistic People Bring To The Workplace, Molly Pittaway suggests that the lack of an empowering narrative that focuses on autistic people’s strengths is a major contributor to the underrepresentation of autistic people in
the workplace.
Many workplaces continue to place neurodiverse individuals’ challenges before their strengths. This places pressure on neurodiverse people to assimilate into the neurotypical workplace, which has been shown to lead to burnout and illness.
Creating workplaces that are inclusive and empowering means reframing how neurodiversity is perceived in these spaces,
and recognising and supporting peoples’ strengths first.
Neurodiverse strengths in action
Neurodiverse individuals often demonstrate work readiness skills to a high degree.
Work readiness skills include:
- communication
- teamwork
- problem solving/critical thinking
- professionalism.
Creativity and innovation
Research shows that neurodiverse people are often very creative. For example, as visual thinkers, people with dyslexia are often able to imagine the bigger picture. This can allow them to find unique solutions that their neurotypical counterparts sometimes can’t. Similarly, people with DCD are often highly skilled in problem-solving challenges related to motor function. Individuals with OCD often experience repeated analysis of a problem, which can prompt them to consider it from numerous angles. The ability to find unique solutions is a skill that is highly sought after in creative fields. For example, in music composition or architecture.
Attention to detail and ability to hyperfocus
Many neurodiverse people often have excellent attention to detail and/or ability to hyperfocus on certain tasks. This is especially prominent for autistic people and people with OCD. These skills are especially important in the medical field, where patients must receive correct diagnoses and treatments. These skills are also highly sought after in areas like research and academia.
Communication
Strong communication is a skill a lot of neurodiverse people possess. For example, research shows that people with dyslexia can be skilled communicators, as they often have strong interpersonal and reasoning skills. And many people with ADHD are able to convey ideas in a dynamic and engaging way. The innovative and determined nature of many people with DCD can also make them strong communicators.
These skills are valuable across the board but are of particular value in management and leadership roles, as well as areas that involve customer service and support, and education and training.
Organisation and time management
Neurodiverse people often showcase excellent organisational skills, particularly in workplaces where neurotypical organisation structures are not the sole framework through which organisational skills are recognised. For example, it is a common skill amongst autistic people, supported by their attentiveness to detail.
Proficiency in organisation, including time management helps to cultivate a workplace that is productive and motivated. While this skillset is vital in any area of work, it is especially sought after in roles that are service and people oriented. For example, hospitality and healthcare.
Enthusiasm and strong work ethic
Enthusiasm and strong work ethic is a common characteristic of neurodiverse people. It is supported by the ability to hyperfocus on tasks, pay attention to detail and achieve consistency. A 2019 study carried out by the University of Sydney highlights a strong work ethic shown by autistic people when in roles that aligned with their abilities and interests. Individuals with DCD often demonstrate immense determination.
This is a valuable skill in any workplace, with high importance in areas like sales, business development, and startups.
High emotional intelligence and empathy
High emotional intelligence and empathy is a skill that many neurodiverse people have. This skill is sought after in many fields of work. In particular, in roles involving direct engagement with people, where understanding their needs and how to support them is of the upmost importance. For example, in areas like healthcare, social work and education.
Lived experience of dyslexia in our team
As a person with dyslexia, Liam said he’s always preferred ways of learning that are visual.
‘I believe this has benefitted me in my graphic design work at the Information Access Group, because it allows me to clearly distil complex concepts into easy-to-understand images and icons for Easy Reads and other accessible communications. I think my unique way of thinking has also allowed me to conceptualise new methods and approaches to designing accessible documents which I regularly share with the wider team – this has been beneficial to my role as an assistant design quality manager.’
Making a document visually consistent and coherent is one of the problem-solving challenges designers at the Information Access Group face daily.
‘I think sometimes people with dyslexia can be great at big picture thinking and this has allowed me to focus on the macro and micro aspects of designing an Easy Read [document] at the same time,’ said Liam. ‘For example, when designing icons for an Easy Read document I can zone in on the details of a specific image while also remaining aware of how that icon will work consistently with the rest of the images in the document. I think attention to detail is also a skill I’ve acquired over the years based on how I had to learn as a someone with dyslexia.
Liam also said he feels his unique perspective has been encouraged and valued in the workplace.
‘In my role at the Information Access Group I’m encouraged to brainstorm and experiment with new ideas of how to make our products better and our ways of working more efficient. This is great because when I present my out-of-the-box ideas to the team, my unique way of thinking is listened to genuinely and the people I work with are open to workshopping these ideas into something interesting and useable.’
