GENDER EQUALITY – GUIDANCENEURODIVERSITY FOR LEADERS VERSUS OTHER AREAS OF DIVERSITY

Leaders set the tone in an organisation and, therefore, if diverse talent Neurodiversity is often confused or mixed up iswith going other to defi join nitions and thriveand areas in your of diversity. organisation, they will look to how youThe belowbehave. may So provide what cansome you guidance. do to help create an inclusive culture and demonstrate your commitment to diversity?

Neurodiversity versus cognitive diversity Neurodiversity versus disability Cognitive diversity recognises the value-add by combining Neurodiversity aims to highlight the positive attributes of people from a wide range of backgrounds in a team. It different neurocognitive functioning, rather than focus on refersPublic to the commitment inclusion of people to with differentDemonstrate viewpoints, your supportdefi citsfor inclusionor deviations and from diversity a set publiclystandard. – internally and differentinclusion ways and of thinking, diversity different skill setsexternally. and other Be clear about why you believe in inclusion and diversity and its cognitive abilities. importance to your businessNeurodivergent and then ensureconditions that often you behavecome with consistently. pronounced strengths. However, there will typically also be areas where Neurodiversity describes the variation in human neurocognitive neurodivergent individuals struggle. For individuals with Strategy and progress Take an active role in developing your firm’s inclusion and diversity strategy and functioning and behaviour. Combining neurotypical and ADHD, for example, these areas will often be related to track progress. neurodivergent thinkers can be a valuable addition to a organising, planning and admin tasks. company’s diversity of thought. Hence, neurodiversity can makePersonal an important objectives contribution to overall cognitiveSet personal diversity. objectives aroundHowever, inclusion, neurodivergent for example, individuals, to recruit in x particularwomen, to on mentor the high or sponsor a high potentialfunctioning woman, to end act of as the executive spectrum, sponsor typically to the do women’snot describe network, to speak at a conferencethemselves on as the disabled. importance They of often diversity. state that the expectations Neurodiversity versus mental health of a neurotypical world can make them feel disabled. MentalPublic health profile and neurodiversityof firm are not theCheck same. that The your organisation is portraying an inclusive culture in terms of its website, From an employer’s point of view, certain neurodivergent concept of neurodiversity considers neurodivergencewho speaks as for the firm, who speaks at conferences etc. simply another part of human biodiversity. Mental health conditions may be regarded as a disability under the problems can affect neurotypical and neurodivergent brains Equality Act 2010. A useful source of information for Support women’s network alike. Being neurodivergent does not equalSupport having ayour mental women’s networkemployers – attend is the their CIPD events guide and ‘Neurodiversity listen to their at views. Work’ health condition. which was issued in February 2018. It states “Autism, dyslexia, dyspraxia, ADHD (attention defi cit hyperactivity disorder) and Mentoring and sponsorship Mentor and sponsor women in your organisation and beyond; consider reverse However, it should be noted that neurodivergent individuals more - for so long pathologised as medical conditions to be (or reciprocal) mentoring. may be more prone to certain disorders than the general mitigated, and even cured - are now seen as natural forms population. For example, anxiety disorders have a high of human neurocognitive variation. What have been termed Role model prevalence among individuals on the autismBe spectrum. open about In how you managethe ‘fl ip workside’ strengths/ life balance of neurodivergent- and how leadership individuals can be - fromdone part, this can be attributed to the challengesin anddifferent frustrations ways and withproblem-solving, different working to practices. creative insightsBe a role and model. visual spatial thinking experienced when trying to navigate a neurotypical world. - are belatedly being recognised. Similarly, thanks to the ‘social model’ of disability, the realisation has grown that many of Challenge behaviours Be aware of your own behaviours (who you give privileged access to, for example) the challenges that have previously defi ned and stereotyped but also be prepared to challenge non-inclusive behaviour and language. neurodivergent individuals are the result of navigating societies Men need to be challenging- and everyday workplaces sexism - shaped at work solely just asfor much ‘neurotypicals’.” as women.