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Disability terminology guide

What is neurodiversity?

The term neurodiversity was first used in the late 1990s by members of the Autism community to reframe conversation away from the language of "disorder" or "deficit" to a more inclusive and respectful angle. Neurodiversity suggests that neurological differences are natural variations of the human brain, much like biodiversity seen in nature.

The term emphasises that differences are not defects that need to be fixed, but rather, they are part of human diversity. Over time, the neurodiversity movement has grown to advocate for societal acceptance and equal opportunities, promoting the idea that every person's neurology should be respected and valued.

Workplace considerations for neurodivergent people

Workplace accommodations for neurodivergent people can take many forms. These may include flexible work hours to accommodate specific routines or sensory needs, and sensory-friendly workspaces with adjustments such as soft lighting, noise-cancelling headphones, and designated quiet areas.

Clear communication and expectations can help those who struggle with social cues and unwritten rules, while alternative communication methods may be more comfortable for others.

Job tailoring and flexibility, using strengths-based approaches, can help individuals feel valued and engaged. Employers should also provide sensitivity training and awareness programs to foster an inclusive environment. Quiet spaces and breaks can help manage sensory overload and improve focus, while assistive technology and tools can enhance efficiency.

These accommodations are a legal requirement for employers to provide and fund reasonable adjustments for anyone with a disability.

Young man sitting at computer, in apartment with orange headphones on

You can't do that!

Label a person with a disability based on the disability e.g. "actor with Down syndrome".

But you can do this

Generally, if a person's disability is not relevant to their work and is unlikely to become relevant, don't mention it. But if it is relevant, then it should be discussed in a respectful way.

Common misconceptions about neurodiversity

While autism is a part of neurodiversity, it also includes other neurological variations such as ADHD, dyslexia, dyspraxia, and Tourette syndrome among others.

Many neurodivergent individuals excel in their chosen fields, leveraging their unique perspectives and strengths to contribute meaningfully to society.

These conditions are genuine neurological differences, not excuses. They come with both challenges and strengths for the individual.

Neurodiversity acknowledges that neurological variations can be disabilities, but they are not flaws. People with neurological differences are not 'broken' or incomplete versions of 'normal' people. Therefore, the neurodiversity paradigm aligns with the social model of disability.

Until recently, many people were undiagnosed, especially women or people assigned female at birth, people of colour and socially marginalised or financially disadvantaged people.

Formal clinical diagnosis can be very expensive and may require months or even years on specialist waiting lists. Many clinicians lack experience in recognising autism and ADHD in traditionally under-identified groups. Additionally, clinical diagnostic procedures can be traumatising.

This myth originates in the historic focus on young male children with significant disability in spoken language. More recent research has refuted this. Dr. Damien Milton has proposed the Double Empathy Problem, which describes how communication difficulties arise between people of different neurotypes.

Until recently, diagnostic manuals precluded an autistic person from receiving an ADHD diagnosis or vice versa. Since this change, many people are receiving dual diagnoses, or recognising they have traits of both neurotypes.

That neurodivergent people require someone to care for them for the rest of their lives is a common misconception.

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