Myths vs. Reality: The Truth About Neurodiverse Minds

Chances are, when you were researching or were introduced to the idea of neurodiverse minds, you went down a rabbit hole about all the negative aspects of the diagnosis. Although, it is essential to understand how this new diagnosis can affect the individual. It is more important to note that our neurodivergent friends are not much different from you and me! Every individual has a different combination of needs and strengths, neurodivergent or not. Needs are aspects that the individuals may require to work on to do their best work (i.e. Student A needs to work on social-emotional skills so that they can recognize when their body needs a break from its current environment). Strengths, many of us know, are the aspects that an individual excels at (i.e. Student A excels in visual arts and often requests to draw when they feel they are becoming emotionally unregulated). 

            When interacting with individuals with neurodiverse minds, our language is crucial. It is vital to begin with what the individual can do or what their strengths are, even if they are not academic, and then move into their ‘needs.’ You will notice here that I did not use the word ‘weakness’ but rather ‘needs.’ Using the word ‘needs’ implies that the student should excel once these conditions are met and improved. Thus, language is essential since we are reconstructing it so it is more student-centred, as we are coming up with ideas of what the student requires and how we can utilize our resources and services to help them best. Whereas if we reframe the language to view what neurodiverse friends can’t do as a weakness, we are restricting their growth to improve. We see their weakness as something that cannot be fixed but rather as something we must accept. 

            There are many misconceptions and inaccuracies when we think about neurodiverse minds. Most are concerned about their inability to exist as part of society or false ideologies concerning their intellectual abilities. But I can't reiterate enough how damaging and limiting these false dichotomies can be to the neurodiverse community and its ongoing success. Below are some common misconceptions about neurodiverse minds.

All Neurodivergent Minds are the Same 

People often believe that once they have met one neurodiverse person, they know them all. But that is incorrect. Think about all the neurotypical people you have met or interacted with on your way to work or while grocery shopping. Everyone is unique in their own way and sees life through a different lens. The same goes for our neurotypical friends. 

  They are like snowflakes, although they may seem similar. If you have had the pleasure like me, you will realize that if you look closely enough, you will see that no two snowflakes are alike. Each has its own distinct and unique neurological makeup and complex and multifaceted ways of thinking and perceiving the world around them. This contributes to their ability to provide exceptional and out-of-box perspectives. So, next time you meet someone who is neurodivergent, try to look beyond the exceptionality, and you may be surprised by what you discover!

Neurodiversity Is a Term Used to Make People Feel Better About Their Disability. 

This perspective could not be further from the truth. Neurodiversity describes the unique way that people's brains and minds work. So, just because their brain operates and functions in a different orbit does not mean they are indolent. We must recognize and respect the natural variations in human brain function to emphasize these individuals' unique abilities and strengths rather than viewing these differences as deficits. 

Neurodiverse Employees Are Unable to Succeed in the Workplace

A study done by Hewlett Packard discovered that “... neurodiverse teams can be up to 30% more productive, while a case study on JPMorgan Chase’s Autism at Work program suggests neurodiverse employees can be 140% more productive than their neurotypical colleagues.” (DiStasio, 2024). Neurodiverse individuals may need more workplace accommodations, such as noise-cancelling headphones, fidget objects, frequent breaks, timers, access to a sensory room, or flexible deadlines. Although there might be more work for managers initially, the payoff is high. By doing this, companies can broaden the definition of talent and welcome diverse perspectives into their company.

So, how exactly do we create an inclusive workplace for our neurodivergent colleagues? Well, I am glad you asked! 

References

CPTM, S. S. (2023, February 1). Debunking The Myths: Why Everything You Know About Neurodiverse Learners Is Wrong. eLearning Industry. https://elearningindustry.com/debunking-the-myths-why-everything-you-know-about-neurodiverse-learners-is-wrong

Dispelling Common Myths About Neurodiversity. (2023, September 27). MiTraining. https://mitraining.edu.au/blog/dispelling-common-myths-about-neurodiversity/

DiStasio, C. (2024, March 7). 5 Ways To Create a Culture That’s Truly Inclusive of Neurodiversity. Workvivo by Zoom. https://www.workvivo.com/blog/five-ways-to-create-a-culture-thats-truly-inclusive-of-neurodiversity/