GENDER EQUALITY – GUIDANCENEURODIVERSITY FOR LEADERS GLOSSARY

15 January 2019

LeadersNeurodiversity set theis a relatively tone in newan aspectorganisation of overall and, workplace therefore, diversity. if diverse talent isTherefore, going todefi join nitions and around thrive the intopic your may organisation, evolve over time. they The willdefi nitions look to how youbelow behave. aim to provide So what an overview can you to facilitate do to help discussions create around an inclusive the topic. culture and demonstrate your commitment to diversity?

Neurodiversity The biological reality of infi nite variation in human neurocognitive functioning and behaviour, akin to ‘biodiversity’ in the natural world. The term ‘neurodiversity’ is now also being used to describe the fast-emerging sub-category of workplace diversity and inclusion that focuses on including people who are neurodivergent. Public commitment to Demonstrate your support for inclusion and diversity publicly – internally and inclusion and diversity externally. Be clear about why you believe in inclusion and diversity and its Neurotypical Givenimportance the biological to your factbusiness that there and thenis no ensuresuch thing that as you a ‘normal’ behave brain, consistently. neurotypical is best thought of as within parameters of neurocognitive style that have not been either medically defi ned as ‘disorders’ or culturally defi ned as ‘neurodivergent’. It’s important Strategy and progress notTake to an draw active simple role inlines developing in the sand your between firm’s inclusion ‘neurotypicals’ and diversity and neurodivergent strategy and peopletrack progress. - human neurodiversity is a highly complex spectrum, in which everyone sits.

Personal objectives Neurodivergent HavingSet personal cognitive objectives functioning around different inclusion, from for what example, is seen to asrecruit ‘normal’ x women, - while to the mentor term appearsor sponsor to arefl high ect potentialthe ‘medical woman, model’ to actabove, as executive it is a term sponsor that most to the neurodivergent women’s peoplenetwork, are to comfortable speak at a conference with. The Diversityon the importance Project’s neurodiversity of diversity. workstream focuses on neurodivergence that is largely or entirely genetic or innate - such as dyslexia - other forms of neurodivergence can be acquired, such as via an incidence of brain trauma. Public profile of firm Check that your organisation is portraying an inclusive culture in terms of its website, who speaks for the firm, who speaks at conferences etc. Neurodiverse This term is sometimes used instead of ‘neurodivergent’, yet is potentially problematic. A group can be neurodiverse - an individual is likely better described as neurodivergent. Support women’s network Support your women’s network – attend their events and listen to their views.

Attention Defi cit and Hyperactivity Disorder, sometimes also the subtype which is ADD, ADHDMentoring and sponsorship i.e.Mentor without and hyperactivity.sponsor women ADHD in your is characterised organisation byand a beyond;persistent consider pattern reverse of inattention and/or(or reciprocal) hyperactivity mentoring. and impulsivity. Contrary to popular perception, the brains of ADHDers are actually understimulated. ADHD is largely genetic and therefore, contrary to stereotypes, people usually do not grow out of it. Prevalence is estimated to be Role model Be open about how you manage work / life balance - and how leadership can be done around 3.4% in adults. in different ways and with different working practices. Be a role model.

Autism A condition characterised by three main criteria: social communication diffi culties, repetitive Challenge behaviours Be aware of your own behaviours (who you give privileged access to, for example) and restricted behaviour. Most people on the autism spectrum also experience some formbut also of sensory be prepared sensitivity to challenge due to functional non-inclusive hyper-connectivity behaviour and across language. multiple brain regions, which,Men need when to experienced, be challenging may everyday make the sexism individual at work prone just to as feeling much asoverwhelmed women. and anxious. For too long autism has tended to be defi ned only in negative terms, with a focus solely on the challenges people face. However, the neurodiversity paradigm - and the successes of autistic people in the workplace - is helping to change this. Autism, like other forms of neurodivergence, may be more constructively viewed not as a ‘disorder’ but as a neuroprocessing style that results in a fundamentally different experience of the world.

Dyscalculia Specifi c diffi culty conceptualising numbers, size, distance and shape.

Dysgraphia Diffi culty with writing, distinct from other forms of fi ne motor control. Dyslexia Literally means diffi culties with words but main symptoms include literacy diffi culties, short term memory and organisational diffi culties.

Dyspraxia/Developmental Literally means diffi culties with movement. This can be fi ne motor movements (like Coordination Disorder (DCD) writing or tying shoelaces) or gross motor (like riding a bike or driving a car). Also affects the planning and sequencing of movement. Also affects short-term memory and organisational diffi culties.

Executive Functions Refers to the pre-frontal cortex activities of planning, decision-making, attention capacity and attention switching and inhibition control.

Sources: ‘Neurodiversity at work’ Guide by CIPD and Uptimize, February 2018 ‘Psychology at work’ Report by The British Psychological Society, October 2017