I saw how scathingly and condescendingly those neurotypical people who were “just trying to help” acted toward individuals with neurodivergent diagnoses. One woman, assuming I had an autism diagnosis, invited me to a “special friends movie night” using the sort of baby voice you’d use to address a three-year-old. I’d argue that no one should speak that way to an adult. And that it’s not “inspiring” to simply function in the world – to live by yourself, do a job, or whatever – when you have a differently wired brain.

But a lot of group members who were indeed on the autism spectrum supported each other (and non-autistic members, too) and were non-judgmental. People felt like they could be themselves in this group, among others who shared experiences and ways of thinking.

Most people in these communities thought I was neurotypical. Other people thought I “had” something or other – but couldn’t agree on what. I saw others getting diagnoses and the doors that opened to offer help, support and community, while I continued to feel alone. I enjoyed the company of many of the people I met in groups and conferences, but I didn’t feel like we were on the same page. I had the sense of communicating across a divide.

But that time certainly wasn’t wasted. It’s been as useful for me to explore those diagnoses that I thought I might but didn’t have, as it’s been to seek preliminary answers.

A Broad View of Neurodiversity

Most conversations on neurodiversity spotlight better-known diagnoses such as ADHD, autism and dyslexia. But broader definitions of neurodivergence include many types of brain differences, from acquired brain injuries, migraines and epilepsy to differences that don’t have specific support needs, such as synesthesia (cross-wired senses where someone might, for instance, see the alphabet in different colors or taste sounds).

Some discussions of neurodivergence include differences in learning, such as intellectual disabilities or giftedness, and mental illnesses or conditions such as depression and anxiety. Kassiane Asasumasu, the activist who coined the term “neurodivergent,” says the term is there for people to use for many types of brain differences, including those that don’t have a specific diagnosis (or have one yet). Neurodiversity is a term that applies to everyone. Brains function in many different ways, and their diversity encompasses all different methods of functioning, neurotypical brains included.

My Journey to Here

What’s become clear, with time, exploration, and assessment, is that I don’t have the support needs or require the adjustments that would legally characterize a disability. My challenges in life may or may not relate to having a different brain. You don’t need to be autistic to be socially awkward, nor do you need to be dyspraxic to be annoyingly clumsy. And whether or not I count as neurodivergent depends on how big of an umbrella you’re holding out.

I’ve begun to find answers, but they’re complicated, and I’m just at the beginning of learning what they mean. My advice? Don’t lose hope if one theory about how your brain works doesn’t quite fit. The answer may still be out there, you just have to continue searching. And that it changes the game when you finally meet people whose stories ring true in your own life.

Neurodiversity includes all of us. So many of us, for so many reasons, don’t fit normative expectations for ways of working and acting. So many people who don’t fit into these boxes have a great deal to offer and are well worth getting to know. And the more accessible, inclusive and supportive we make the world for some, the better we make it for everyone.

What's Next?

Neurodiversity at Work

The working world includes many different types of minds. And not all those minds think or work alike. But if we fail to embrace Neurodiversity in the Workplace, we miss out on a vast array of talent. So, how can we make the most of our team members’ diverse strengths and working styles while supporting them through challenges?

Openness and flexibility are key. When there’s a lack of understanding, things can go wrong. Instead, consider everyone’s unique strengths and weaknesses, and how they can work together to form a cohesive and supportive team. I met someone at the dyspraxia conference who struggled to interpret spreadsheets, a task which a colleague was able to help with. In contrast, diagnoses such as ADHD, dyspraxia, autism, and dyslexia may excel in areas that neurotypical people do not, including problem-solving, organization and innovation.

I knew a group in the U.S. that specifically trained and hired individuals with social and communication challenges to work in the tech field. But you don’t need a specialist group to foster inclusion in your organization. Check out Mind Tools’ neurodiversity resources for tips about how to adopt inclusive hiring practices, focus on strengths, and hold open discussions around the different ways our minds work.

Tip of the Week

Creatures of Habit

By Simon Bell, Mind Tools Editor/Writer

Our days are made up of tiny, seemingly inconsequential habits. From good ones like making the bed as soon as you wake up, to bad ones like procrastinating. Habits so small they go unnoticed. But together they form a pattern of behavior that dictates your entire life!

According to James Clear, author of Atomic Habits, in order to take back control, you need to apply the four laws of habit change: cue, craving, response, and reward. In order to break a bad habit, you need to hide the cue, make the habit unattractive, and the outcome unsatisfying.

For example, if you want to reduce your caffeine intake, you could hide your coffee pot at the back of a cabinet. The task to make your coffee is now much harder than, say, grabbing a glass of water. And over time, this small change could make an immeasurable impact on your life.

Pain Points Podcast

Don't miss the latest episode of the Pain Points podcast!  

This week, members of the Mind Tools content team get together to discuss the perils of virtual meetings. Are they a blessing or a curse? 

Keep an eye on your inbox for your unique link to the podcast, sent every Tuesday. You can listen on your browser or subscribe in your favorite podcast app.

Weekly Roundup

Workplace Debates in the News

Is AI Here to Help or Hinder?

For years we’ve been warned about the dangers of AI. Whether it’s the plethora of movies connecting artificial intelligence to the end of days, or the inflammatory headlines claiming that AI is here to steal our jobs and intellectual property.

But the reality may be a little different. Recent studies in the U.K. suggest that AI has in fact had a “positive impact” on the workplace, with almost 67% of those surveyed saying that it had created more jobs. However, there is still some concern that rapid implementation of AI could lead to regional inequalities in the labor market.

So, could AI still come after our jobs? That much remains unclear but experts advise that humans and AI can happily co-exist. Instead of using AI to replace people, researchers recommend using it to upskill their workers. Lead author of the report, Professor James Hayton asserts, “The more you invest in your workforce, the more likely they are to be able to successfully utilize these technologies, because they’ve got more skills.”

Studies suggest that AI is having a "positive impact" on the U.K. job market.

Working From Home: The Greener Way to Work

People have long touted the many benefits of working from home: flexible hours, better work-life balance and reduced commuting to name a few. But a recent study may have revealed another, more unexpected advantage to remote working.

The research, conducted by Cornell University and Microsoft, found that full-time remote workers in the U.S. produce less than half the emissions of their office-based counterparts. This is largely due to reduced office energy use and cutting down on commuter congestion.

However, while full-time remote workers could see their emissions cut by up to 54%, the effects are not nearly as drastic for hybrid workers. The study went on to show that working from home two or four days a week only reduced emissions by up to 29%, while one day at home saw a reduction as little as 2%.

At a time when organizations are enticing their workers back to the office by any means necessary, could these latest figures be the evidence employees need to keep their remote-working arrangements intact?

Scientists say working from home could cut your CO2 emissions by over half

Is There a Four-Day Work Week in Our Future?

A new workplace revolution may be on the horizon as more jobseekers than ever are searching for reduced working weeks, according to research conducted by recruitment platform, Flexa.

In July 2023 alone, almost half of the 24,000 job seekers analyzed in Flexa’s study searched for four-day working weeks. And it’s not hard to see why. Trials of the four-day week earlier this year were an overwhelming success, with reportedly no dip in productivity despite spending less time at work.

Employees also reported feeling happier and healthier as they were able to use their extra day off to catch up on life admin and spend much-needed time with family and friends.

So, is it about time that more organizations offered shorter weeks as standard? Flexible working is here to stay and so, it seems, is the four-day week.

More people than ever before are demanding a four-day working week

If you want to explore further the pros and cons of working flexibly, and what it might mean for you and your team, take a look at the Mind Tools article, Flexible Working.

We hope you enjoyed this new-style newsletter.

See you next week for more member-exclusive content and insight  from the Mind Tools team!