This week we’re celebrating different! Every one of us is different with our own set of strengths (and weaknesses) and we should be proud of that. The idea behind Neurodiversity Celebration Week is celebrating the value of different.
There are many different elements to neurodiversity, and it is important to note that this isn’t limited to the labels of ADHD, Autism, Dyslexia and Dyspraxia. It stretches much further beyond these.
There are lots of ways to find out more about neurodiversity. This could include watching YouTube channels created by neurodivergent people, reading books and blogs written by neurodivergent people and listening to podcasts recorded by neurodivergent people. One of my friends I have connected with through the Dyspraxia Foundation has recently started a podcast called Let’s Talk Disability. On the podcast, she has spoken about neurodiversity in the way of how Dyspraxia and Autism affect her life. She has also invited a few guests onto her podcast too. Whatever your experience or knowledge of neurodiversity – it can be celebrated in so many ways.
In terms of me as a neurodivergent individual, I prefer speaking to people via email, as I have the time to try and conduct a more relevant response. The difference between this and face to face interaction for me, is that in a face to face conversation in which I need to be more spontaneous there is a chance I will be tend to be direct in what I say. For some, this can be misconstrued.
Enrych, as an inclusive employer, allows you to communicate in the way that works best for you and your energy. They accommodate and respect the fact that people have varied attention spans and we all absorb information in different ways. I would definitely say that, if I need to sit in long meetings to take information on board, fatigue can start to set in after a short space of time. So I feel that Enrych again gets it right in that they give me options and allow me to carry on with whatever project I am working on or trying to develop if they are aware of that fatigue and how it will impact both my thought process and overall mood.
One of the key benefits of having a neurodiverse workforce, is that this brings about many more ideas about how an organisation can diversify what it has to offer. As we have come to see over the past couple of years, resilience of an organisation is key. And flexibility of thought is achieved much more often within a team when neurodivergent people are actively involved.
We do know however that many people are still undiagnosed and chasing assessment of a neurodivergent condition. Some don’t get diagnosed until quite late in life and whilst many say that having the diagnosis can be something of a relief, they also then question what they might have achieved had they understand this earlier and been able to access more support. I myself am currently pursuing an assessment for Autism, which has so far proven to be incredibly time-consuming and energy sapping. This would be an additional diagnosis to Dyspraxia, which I was assessed as having in 2015, before I started college. It can take time to get that assessment so for the time being let’s celebrate those who, like me, know of their different personality traits and their own individual neurodiversity, but perhaps haven’t yet had these identified by a professional. Sometimes you just know. I had a feeling I would be seen to have Dyspraxia after my research, and low and behold, this was confirmed by a professional.
Hopefully, a pathway to an assessment for any neurodivergent conditions will eventually be made more accessible for all. I hope so as this will help many people feel more validated and understood.