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https://safeatwork.bizlet.org/p/whatever-it-takes-managing-neurodiverse-teams-d44600ecef6e

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If you want to lead a neurodiverse team, you need to learn how to do one thing. And that one thing is this: whatever it takes.

Leading a neurodiverse team means providing each contributor with all the support they'll need to be successful. Once you've done that, you can lead your team anywhere.

Why should we care about managing Autistic people and neurodiverse teams? Because diverse teams matter. As inclusive leaders, we want to build teams that look like the world we live in. That world is neurodiverse. In order for diverse teams to work well together, we need to be able to successfully manage neurodiverse people.

Every person is unique. Two Autistic people, for example, may be as different from each other as an Autistic person is from a neurotypical person. We strive to avoid generalizing about this diverse population. Instead, we can suggest some ways for managers to help their neurodiverse teams get things done. Along the way, we'll undo some stereotypes about working with Autistic people.

For help on this subject I consulted with some experts. I asked some Autistic people to weigh in, and I learned a lot from them. My new friends supplied many ideas that could be applied by any manager to any worker. I learned that Autistic people want many of the same things from their managers that we all want: clarity, kindness, consistency, and respect.

Managers sometimes struggle to respond to needs that seem unfamiliar or unique. But managers are hired to perform a role that's defined by exactly that: address their teams' essential needs. We are paid to unlock, unblock, and optimize productivity. Many ambitious applicants would leap at the chance to lead a neurodiverse team. If meeting their needs seems like too much to ask, you could always consider stepping aside and giving someone else a chance.

The best workers in the world want to work for leaders who support and celebrate neurodiversity. Here's how you can give your team a boost as you elevate their chances of success:

1. Celebrate the differences that neurodiversity brings to work. Colleagues may have verbal or behavioral differences that draw attention at first. Many are already "masking" by making exhausting, unsustainable efforts to suppress divergent traits and conform to neurotypical expectations. Ask yourself why the differences should matter if they don't impact the work? Wouldn't it be great if everybody could come to work just as they are? These differences might make your world more beautiful. Weird is wonderful!

2. Give positive feedback. Do this well enough, for long enough, and you may find you no longer need the other kind. Neurodivergent people have often experienced social trauma. Some may find negative feedback hard to handle. They might manage better if it's constructive, specific, and kind. When giving feedback, poor eye contact or a flat facial expression might make you uneasy. Don't stress about it! Just ask "Do you understand the feedback? What do you think about it?" You may be delighted by an Autistic person's propensity for straightforward, honest answers.

3. Monotropism is a brain state with similarities to neurotypical "flow". A concentrating worker is most productive when they're not interrupted or asked to switch frequently between tasks. They may not hear you when you first start speaking. It helps if you go out of your way to make sure you've gained their attention first. Policies like "meeting-free Mondays" are a great way to accommodate these brain states. A manager can build trust by acknowledging that different people do their best work in different ways.

4. Executive functions like prioritization, planning, and organization can be tough for some. Roles dependent on these skills might not suit a given candidate. For another, even the most sophisticated tasks could be accomplished brilliantly, delightfully, and perhaps in ways you might not expect. Make room and make time to find a way that works for them. For a neurodivergent person, the road to success may lead off the beaten path.

People with all kinds of differences deserve jobs that enable them to thrive. Not all Autistic people are suited to a job in a professional environment. Many can be outstanding contributors in an office, doing technical or knowledge work. Others will thrive with more supervision. It depends on the person and their individual strengths. An open conversation about expectations and needs is a great place to start.

It's the manager's job to match the right type of worker to the right kind of work. That's true if you manage Autistic people, and it's true if you don't. The difference between a good manager and a great one is that particular ability to help someone cross the gap between their abilities and their full potential.

If you don't feel like you understand neurodiversity well enough to lead, don't despair. As long as you approach the challenge with patience and an open mind, you'll do just fine. Nobody expects you to be an expert. A leader's most important credential is the willingness to learn.

If you have an open mind and a diverse team, you're ready to lead them wherever they need to go. So what's the next step? It's easy. Just do whatever it takes.

Note from the author: I am, at most, a career and leadership coach and an influencer on people management topics. I am not an expert on Autism or neurodiversity. I was supplied with research for this piece by my brother, who actually is an expert in this field. I also engaged several amazing neurodivergent reviewers and collaborators. If you have questions about Autism or neurodiversity in the workplace, do what I did: ask them. ⬇️

Neurodiverse people are the best advocates for their own needs. Several pointed out the same frustrating fact: Autistic people are often left out of important conversations that affect them, their work, and their lives. I am so grateful to all of the contributors for helping me see how important it is to never do that.

Thank you James Rechs, MSW, LICSW, Autism Society of Minnesota, for his invaluable research. Thank you to reviewers and contributors Lila Yakimova, Rodolfo Dengo, Natalie Hagen, Nick Passarella, Alex, John Mancuso, Victoria Cook, and David Lipkin.
Autistic Pride Flag by Autistic Empire is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License. Based on a work at https://www.autisticempire.com/autistic-pride.

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Whatever It Takes: Managing Neurodiverse Teams

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If you want to lead a neurodiverse team, you need to learn how to do one thing. And that one thing is this: whatever it takes. Leading a neurodiverse team means providing each contributor with all the support they'll need to be successful. Once you've done that, you can lead your team anywhere.

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https://www.gov.uk/reasonable-adjustments-for-disabled-workers

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Reasonable adjustments for workers with disabilities or health conditions

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Employers must make reasonable adjustments to make sure workers with disabilities or health conditions are not substantially disadvantaged

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The choice of when to disclose a disability or neurodiversity is personal and will depend on where you are in your life, your previous experiences, and what you're trying to achieve. No one can or should tell you what to do. However, there are things to consider before disclosing your neurodivergence, which should help to empower you to make the right decision for you.

It is worth acknowledging that there is no perfect solution, only an attempt to make the best decision with the available information. This mindset also allows you to ask for more adjustments or to withdraw yourself from an application or job if new information tells you that this role is not suitable for you without blaming yourself - you're not psychic!

Equality Act 2010

Neurodivergence, such as ADHD, autism, and dyslexia etc, are considered disabilities and are protected under the Equality Act 2010 from direct and indirect discrimination, harassment and vicitmisation in the workplace and at all stages of the recruitment process. This means that your employer has to make reasonable adjustments to avoid you being put at a disadvantage to your colleagues and can only ask limited questions about your health, disability, or neurodiversity during the application process.

However, the Equality Act can be complex - it protects neurodiverse people from discrimination, but only if our employers could have foreseen the issue and are acting in a way that disadvantages us.

If you don't disclose your neurodivergence then you reduce the risk of things like unconscious bias in the interview process or your treatment in the workplace - what they don't know they can't use in a bad way towards you.

However, you are not protected against things your employer does not know about, so if they are making choices that disadvantage you and you have not disclosed then you cannot hold them accountable for those disadvantages.

Vetting

There's a difference between questions asked by interviewers and questions asked during vetting (often talked about as security clearances for certain jobs). While the interview is about your skills, personality and fit to the job, security vetting is about whether you pose a security risk, usually, before the business asks you to keep secrets. Normally there'll be some paperwork handled by the employer, but the very personal questions are handled by an external body and kept secret from your employer - all they (and you) find out is whether you've been cleared. In vetting, it's in your interest to be open because the main thing they're measuring is whether you've got any personal secrets that you're ashamed enough of to be blackmailed. The third thing they're looking for is a bit thornier - they'll want to know whether you are able to keep secrets. They're specifically allowed to ask you about all the things like sexuality, politics and disability that are not normally allowed to influence your employability.

The last issue is that some neurodivergent people may find clearance additionally challenging - you probably need to be prepared to answer questions that'll look a bit biassed (autistic folks might need to explain that even if their job is their special interest they've got enough self-control not to talk to everyone about it, ADHDers might have to talk about impulse control, etc.).

What is the organisation's culture? Are they publicly disability friendly?

Diversity, equity and inclusion are super important, but they're also a bit of a bandwagon - every company wants to look good and diverse hiring is something that's increasingly being measured and published. The challenge is to find businesses that are actively engaged rather than ticking boxes, which is something you've started doing by asking around about employers. Are they taking risks to employ people with disabilities, such as running a training programme that comes with a promise of employment afterwards?

Am I good enough at explaining my neurodivergence to still be able to demonstrate my strengths?

You may choose to disclose when you know you can offer an achievable solution to any challenges. For example, saying "I can achieve anything that anyone can, I've just had to be a bit creative about how I get there, because I can't always follow the same path everyone else seems to" can make you look like a stronger candidate.

This question is about starting from a position of power - you want whoever you're working with to let you manage your neurodivergence. Infantilising you or being inflexible about how they address your needs is a massive red flag.

Are there standard questions that I would struggle to answer without disclosing?

There's no point in hiding something that may put you at a disadvantage against other candidates. For example, If you have a big gap on my CV that could only be explained by disclosing your neurodivergence, or your grades were lower than might be expected etc. then it might be to your advantage to explain why.

You don't have to tell people you have a disability or neurodivergence, but "why is there nothing on your CV between these dates?" or "why are your A-level grades too low to have gotten into Oxford Uni normally?" would be fairly standard questions to find out about inconsistencies. One thing they'll be looking for is whether a CV is accurate. They also might be looking for other things that people try to cover up that put gaps in their work history, like having been in prison, so sometimes you may rather explain your neurodivergence than take a risk that they think it's something else.

Do I need adaptations in the interview itself?

There may not be much point in hiding your neurodivergence if you won't find aspects of the interview accessible, because you would be disadvantaged against other candidates without telling them why you may be scoring lower.

For Example, you may struggle with contributing in a group interview where people have to fight to be heard. To make sure that they didn't think that they were employing someone who could never attend a meeting you could explain that:

Teamworking is different to just being in a meeting, and that if we were working on a shared task rather than having a group discussion I'd be able to define my role and contribute.

I can make my contributions during the meeting if there's an agenda in advance for me to reflect on, or I'll reflect after the meeting and make my contributions by email. The thing I struggle with is articulating ideas verbally at the same time as I'm collecting overwhelming amounts of other people's words, so I just need a bit of extra time to analyse what I've heard and where my ideas fit.

Think ahead about how people will interpret requests for adaptation, to ensure you can reassure them that you can succeed in the job, you may just need to take a different approach.

For example, people may struggle with giving presentations due to social anxiety, or inversely because ADHD makes them talk quickly. Dyslexic folks might struggle with any materials given during the interview or need more time on psychometric tests. There's loads of small things that might be judged differently if you don't disclose before the interview.

Being cynical, if you were disclosing up-front you may ask for your first interview to be via phone or Teams as one of the adaptations. The reason for this is some big companies try to have a policy of interviewing every qualified disabled candidate. On paper it looks great, but it may not guarantee that the interviewer is disability friendly. If they're just going through the motions then you may want to be screened out before it costs you money or travel time.

Are there any questions that I don't want to answer, don't know the answer to, or that will put me in a bad light?

The goal of all candidates in an interview is also to show themselves in the best light possible - all interview candidates are selective about what they share, it's not necessarily the place for radical honesty, and if it was anything other than a neurodiversity nobody would expect you to state what some people will see as your biggest weakness on your CV, in an application or at an interview. It's okay to choose not to if you think it would disadvantage you.

Can I justify not having disclosed the first time an employer asks?

"Because I didn't have to and didn't feel like it" probably doesn't reassure them that there isn't a whole load of things you didn't tell them about earlier that would have changed their opinion of you.

"It's something that I never know when to mention, but now seemed like the time" or "it's hard to talk about and I needed to work out what I wanted to say" are softer approaches.

"I've had a lot of experience of disability discrimination and just wanted a little bit of time to get to know you and the business" may be accurate for you, but could be more than you may need to share.

It's okay not to be comfortable disclosing immediately.

Do you need to adapt your working pattern?

You may need to be allowed to "binge work" eg. working fast with extreme focus, then burn out and need a break. You may not need to work less hours, but you need to condense your hours into fewer days and have more downtime to process all the social information, while still having days when you don't think about work.

Some days you may feel incapable of sitting still or concentrating and having the right to flex work days may be better for everyone.

Understanding why you need what you do helps you explain to people and get what you actually need rather than an approximation that they think is good enough. It also helps to know how you can flex for the employer without burning yourself out - you may work in an office fine if you need to be there for in-person meetings, but constant 9-5 may remove any balance in your life.

What boundaries do I want to set around my disability and its disclosure?

If you disclose to an interviewer or a line manager you may choose to set a boundary around who they told. For example, you may want to be able to tell your manager and colleagues yourself, in your own time, in a way that lets you answer their questions and diminish the risk of them getting the wrong end of the stick.

There's a downside to partial disclosure. For example, the risk of making other employees think that you get "special treatment" and they might end up feeling uncomfortable.

This blog was submitted by one of our community members on our neurodiverse mentoring programme.
If you would like support to disclose your neurodiversity at work or during your application, please contact us.

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How to Disclose a Neurodiversity - Exceptional Individuals

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The choice of when to disclose a disability or neurodiversity is personal and will depend on where you are in your life, your previous experiences, and what you're trying to achieve. No one can or should tell you what to do.

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https://www.autism.org.uk/advice-and-guidance/professional-practice/double-empathy

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Dr Damian Milton is an author, consultant, Lecturer in Intellectual and Developmental Disability at Tizard Centre, University of Kent and chair of the Participatory Autism Research Collective (PARC). Here Damian discusses the theory of double empathy and the implications for practice.
"...right from the start, from the time someone came up with the word 'autism', the condition has been judged from the outside, by its appearances, and not from the inside according to how it is experienced."
(Donna Williams, 1996)

Alongside 'restrictive interests and behaviours', the diagnostic criteria state that autism can be defined by deficits in social interaction and communication. From the position of the non-autistic onlooker, autistic people can seem to have an impaired understanding of social life and other people. Such ideas are embedded within dominant psychological theories that attempt to explain autism as pathology, a deviance from normal development and cognitive functioning. Prevalent amongst these is the concept that autistic people have impaired 'theory of mind' - the ability to imagine the thoughts and feelings of others, in order to comprehend and predict their behaviour (also called 'mind-reading' and 'mentalising').

Whilst it is true that autistic people can struggle to process and understand the intentions of others within social interactions, when one listens to the accounts of autistic people, one could say such problems are in both directions. Theory of autistic minds often seem to leave a lot to be desired, and we would not need organisations like the National Autistic Society trying to spread awareness and understanding of autism if it were so easy to empathise with autistic ways of perceiving and being in the world. From the earliest written accounts of autistic people one can see numerous mentions of this lack of understanding from others. It is this issue of empathy problems between autistic and non-autistic people being mutual in character that led to the development of the 'double empathy problem' as a theory.

Theory of double empathy

Simply put, the theory of the double empathy problem suggests that when people with very different experiences of the world interact with one another, they will struggle to empathise with each other. This is likely to be exacerbated through differences in language use and comprehension. I first started to publish theoretical accounts of this issue in the early 2010s, yet similar ideas can be found in the work of Luke Beardon regarding 'cross-neurological theory of mind' and in that of the philosopher Ian Hacking.

More recently research by Elizabeth Sheppard and team at the University of Nottingham, Brett Heasman at the London School of Economics, and Noah Sasson at the University of Texas at Dallas, have shown that in experimental conditions, non-autistic people struggled to read the emotions of autistic participants, or form negative first impressions of autistic people. Such evidence would suggest that the dominant psychological theories of autism are partial explanations at best.

According to the theory of the 'double empathy problem', these issues are not due to autistic cognition alone, but a breakdown in reciprocity and mutual understanding that can happen between people with very differing ways of experiencing the world. If one has ever experienced a conversation with someone who one does not share a first language with, or even an interest in the topic of a conversation, one may experience something similar (albeit probably briefly).

This theory would also suggest that those with similar experiences are more likely to form connections and a level of understanding, which has ramifications in regard to autistic people being able to meet one another.

Putting theory into practice

The scope of the theory has broad ramifications for practice. The theory not only takes into account differing cognition and interests, but the social context within which interactions take place. The theory has the potential to radically shift how we see autism and therefore autistic people. In doing so, there are also ramifications for practice and what one is trying to 'intervene' with. Attempts to reduce autistic 'symptomology' may not lead to increased wellbeing, and the lack of understanding and resultant stigma felt by autistic people in social environments can then impact upon mental health, employment, accessing education and services, and experiences of the criminal justice system. In short the downside of the double empathy problem is minorities being socially marginalised.

The concept of the double empathy problem has already influenced training programmes for the National Autistic Society and the ATLASS training run by Studio3 and the Synergy program developed by AT-Autism. Further work is needed to evaluate these programs, looking at both the perspectives of autistic people and practitioners. Expanding research into this area would potentially improve our understanding, and lead to more respectful interventions that can ameliorate the negative social consequences that can arise from the double empathy problem.

Further reading

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Dr Damian Milton is an author, consultant, Lecturer in Intellectual and Developmental Disability at Tizard Centre, University of Kent and chair of the Participatory Autism Research Collective (PARC). Here Damian discusses the theory of double empathy and the implications for practice.

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This content is on an archive website

This advice is for employers and employees on neurodiversity at work. It is archived and may not be up to date.
View this archived advice on the UK Government Web Archive
We're still building this website and will add advice on this topic as part of that work.

Related content on this website

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This advice is for employers and employees on neurodiversity at work. It is archived and may not be up to date. View this archived advice on the UK Government Web Archive We're still building this website and will add advice on this topic as part of that work.

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The legal definition of a disabled person is someone "with a physical or mental impairment that has a substantial adverse impact" on their ability to carry out "normal" day-to-day activities.

The disability must have lasted, or will last, at least 12 months. People with neurodivergent conditions who meet these criteria are defined as disabled people for the purposes of the Equality Act 2010.
How Malcolm secured career-saving reasonable adjustments with the help of his Prospect rep

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What does the law say about neurodiversity equality at work?

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The legal definition of a disabled person is someone "with a physical or mental impairment that has a substantial adverse impact" on their ability to carry out "normal" day-to-day activities. The disability must have lasted, or will last, at least 12 months.

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https://www.health.harvard.edu/blog/what-is-neurodiversity-202111232645

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Neurodiversity describes the idea that people experience and interact with the world around them in many different ways; there is no one "right" way of thinking, learning, and behaving, and differences are not viewed as deficits.

The word neurodiversity refers to the diversity of all people, but it is often used in the context of autism spectrum disorder (ASD), as well as other neurological or developmental conditions such as ADHD or learning disabilities. The neurodiversity movement emerged during the 1990s, aiming to increase acceptance and inclusion of all people while embracing neurological differences. Through online platforms, more and more autistic people were able to connect and form a self-advocacy movement. At the same time, Judy Singer, an Australian sociologist, coined the term neurodiversity to promote equality and inclusion of "neurological minorities." While it is primarily a social justice movement, neurodiversity research and education is increasingly important in how clinicians view and address certain disabilities and neurological conditions.

Words matter in neurodiversity

Neurodiversity advocates encourage inclusive, nonjudgmental language. While many disability advocacy organizations prefer person-first language ("a person with autism," "a person with Down syndrome"), some research has found that the majority of the autistic community prefers identity-first language ("an autistic person"). Therefore, rather than making assumptions, it is best to ask directly about a person's preferred language, and how they want to be addressed. Knowledge about neurodiversity and respectful language is also important for clinicians, so they can address the mental and physical health of people with neurodevelopmental differences.

Neurodiversity and autism spectrum disorder

Autism spectrum disorder (ASD) is associated with differences in communication, learning, and behavior, though it can look different from person to person. People with ASD may have a wide range of strengths, abilities, needs, and challenges. For example, some autistic people are able to communicate verbally, have a normal or above average IQ, and live independently. Others might not be able to communicate their needs or feelings, may struggle with impairing and harmful behaviors that impact their safety and well-being, and may be dependent on support in all areas of their life. Additionally, for some people with autism, differences may not cause any suffering to the person themself. Instead, the suffering may result from the barriers imposed by societal norms, causing social exclusion and inequity.

Medical evaluation and treatment is important for individuals with ASD. For example, establishing a formal diagnosis may enable access to social and medical services if needed. A diagnostic explanation may help the individual or their family understand their differences better and enable community connections. Additionally, neurodevelopmental conditions may also be associated with other health issues that require extra monitoring or treatment. It is important that people who need and desire behavioral supports or interventions to promote communication, social, academic, and daily living skills have access to those services in order to maximize their quality of life and developmental potential. However, approaches to interventions cannot be one-size-fits-all, as all individuals will have different goals, desires, and needs.

Fostering neurodiversity in the workplace

Stigma, a lack of awareness, and lack of appropriate infrastructure (such as office setup or staffing structures) can cause exclusion of people with neurodevelopmental differences. Understanding and embracing neurodiversity in communities, schools, healthcare settings, and workplaces can improve inclusivity for all people. It is important for all of us to foster an environment that is conducive to neurodiversity, and to recognize and emphasize each person's individual strengths and talents while also providing support for their differences and needs.

How can employers make their workplaces more neurodiversity-friendly?

Offer small adjustments to an employee's workspace to accommodate any sensory needs, such as

Sound sensitivity: Offer a quiet break space, communicate expected loud noises (like fire drills), offer noise-cancelling headphones.

Tactile: Allow modifications to the usual work uniform.

Movements: Allow the use of fidget toys, allow extra movement breaks, offer flexible seating.

Use a clear communication style:

Avoid sarcasm, euphemisms, and implied messages.

Provide concise verbal and written instructions for tasks, and break tasks down into small steps.

Inform people about workplace/social etiquette, and don't assume someone is deliberately breaking the rules or being rude.

Try to give advance notice if plans are changing, and provide a reason for the change.

Don't make assumptions - ask a person's individual preferences, needs, and goals.

Be kind, be patient.

Resources to learn more about neurodiversity

Neurodiversity in the Workplace

About the Authors

Nicole Baumer, MD, MEd, Contributor

Julia Frueh, MD, Guest Contributor

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What is neurodiversity? - Harvard Health

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The term neurodiversity conveys the idea that there is no single right way of thinking, learning, or behaving, and is often used in the context of autism spectrum disorder. A growing self-advocacy movement aims to increase acceptance and inclusion of all people while embracing neurological differences.

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https://www.thebraincharity.org.uk/neurodivergent-neurodiversity-neurotypical-explained/

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Neurodivergent, neurodiversity and neurotypical: a guide to the terms

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Explaining the difference between terms such as neurodiversity, neurodivergent, neurotypical and neurodiverse.

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Diversity is Race and Gender and So Much More

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Diversity is a measure of differences among a group, and those differences can exist across any number of lines. A diversity wheel can be helpful in DEI discussions to build bridges and foster better inclusion in a group.

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https://adhdaware.org.uk/what-is-adhd/neurodiversity-and-other-conditions/

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ADHD is a neurodevelopmental condition; that is to say, its symptoms, and associated behaviours and traits are the result of a person's brain developing differently during the key stages of development before they were born or as a very young child. This differs from mental illness, which refers to patterns of behaviour where a person experiences a 'state of mind' that is different from their 'normal self'.

With neurodevelopmental conditions, there is no bona fide 'normal' state of mind to compare to, making treatment more difficult as it is hard to determine when someone is treated. The goal of ADHD treatment is to ensure that people with ADHD can reach their full potential.

Causes of neurodevelopmental conditions include:

Genetics

Trauma at birth

Infectious disease

Immune disorders

Nutritional factors

Physical trauma

It is becoming increasingly recognised that, along with ADHD, a person may experience symptoms of other neurodevelopmental conditions such as autism, Asperger's, Tourette's syndrome, Obsessive Compulsive Disorder (OCD), dyslexia, and dyspraxia.

Approximately 1 in 2 people with ADHD have dyslexia

Approximately 1 in 2 people with ADHD have dyspraxia

9 in 10 people with Tourette's have ADHD

2 in 3 people with ADHD have autistic spectrum traits, and people with ADHD are 8-fold more likely to meet full criteria for an autistic spectrum diagnosis

While it is common for neurodevelopmental conditions to occur with co-occurring mental health conditions, (eg. ADHD + bipolar), due to poor awareness it is also common for neurodevelopmental conditions to be misdiagnosed as mental illness. ADHD may also co-occur with physical health conditions, such as Ehlers-Danlos Syndrome (EDS, also sometimes referred to under the umbrella of "hypermobility" although not all EDS patients are hypermobile), Mast Cell Activation Syndrome, and coeliac disease.

What is neurodiversity?

Neurodiversity is a term that refers to the natural differences between people and was coined in the late 1990's by Australian sociologist Judy Singer. It can be compared to terms such as race, culture, class and gender and is useful to describe people with varying characteristics and behaviours of neurodevelopmental conditions alongside the "neurotypical" majority in a non-prejudiced way.

Learning about neurodiversity can help you move the focus from impairments towards everyone's different abilities.

It is thought that up to 15% of the population are thought to be neurodiverse. The remaining majority are neurotypical.

Diagram created by Mary Colley & Joseph Aquilina
NeuroKnowHow.com

~8% of people in the UK are thought to have ADHD.

~10% of people in the UK are thought to have dyslexia.

~8% of people in the UK are thought to have dyspraxia.

~6% of people in the UK are thought to have dyscalculia.

~1% of people in the UK are thought to have an autistic spectrum condition.

~1% of people in the UK are thought to have Tourette's syndrome.

It is thought that as research develops, certain mental health conditions such as psychopathy, some personality disorders and schizophrenic conditions will come to be re-interpreted as having been diagnosed both in people who experience symptoms due to poor mental health and people who are experiencing neurodiversity and require different approaches to care.

An additional ~3% of the population are known to have generalised intellectual disability.

Some people believe that being generally intellectually gifted might be a form of neurodiversity, citing rare conditions like savant syndrome and hyperthymesia (highly superior autobiographical memory) as extreme examples of neurodiverse giftedness.

Many aspects of society are based on the assumption that there is one form of 'the human mind' and accordingly, many systems (education, employment, health and social services, social relationships) have been built up premised on being neurotypical. Building a society that is accessible for neurodiverse people is not only beneficial for everyone, but fair.

ADHD Aware provides training services, for more information, see our page on workplace neurodiversity training.

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Neurodevelopmental Conditions ADHD is a neurodevelopmental condition; that is to say, its symptoms, and associated behaviours and traits are the result of a person's brain developing differently during the key stages of development before they were born or as a very young child. This differs from mental illness, which refers to patterns of behaviour where...

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https://exceptionalindividuals.com/candidates/neurodiverse-jobs-board-uk/

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Neurodivergent Jobs UK | Diverse & Inclusive Job Boards

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We help neurodivergent people find jobs to suit their skills. Check out our inclusive and diverse jobs board to view neurodiverse-friendly jobs in the UK.

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https://www.autism.org.uk/what-we-do/employment/job-opportunities

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We work with leading employers including J.P. Morgan, Auto Trader UK and more across a wide range of industries to create accessible job opportunities for autistic people looking for work. Job seekers can find out more about the Autism at Work programme and apply for the latest vacancies.

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https://enna.org/

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Enna is a specialised recruitment agency that connects exceptional neurodivergent talent to neurodiversity friendly employers.

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https://chrome.google.com/webstore/detail/adhd-reader/gcbchiambcokahmamemkoadlanaealmf

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ADHD Reader is a chrome extension that helps you read faster by highlighting beginning of every word on the websites.

CHANGELOG:
- [2023-09-18] Error handling optimization
- [2023-09-18] Performance enhance for infinite scroll sites
- [2023-09-18] Performance optimization for longread sites
- [2023-08-04] Add bug report link
- [2023-08-04] Fix performance issues
- [2023-04-12] Feature for keeping ADHD Reader always active
- [2023-04-12] Support for SPAs (page change inside website)
- [2023-04-12] Support for infinite scroll pages
- [2023-04-12] Fixed for Refresh (remembers if activated)

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Helping neurodiverse population to read faster on websites

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https://braided.space/braided-meetings/

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https://rytr.me/

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Rytr is an AI writing assistant that helps you create high-quality content, in just a few seconds, at a fraction of the cost!

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Rytr · Best AI Writer, Content Generator & Writing Assistant

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Rytr is an AI writing assistant that helps you create high-quality content, in just a few seconds, at a fraction of the cost!

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https://speechify.com/?utm_source=google&utm_medium=cpc&utm_campaign=search-tier1-english&utm_source=google&utm_medium=cpc&utm_campaign=search-alpha&utm_content=adhd&utm_term=chrome%20extension%20adhd%20reading&gc_id=18480516417&h_ad_id=625437722778&gclid=Cj0KCQiAq5meBhCyARIsAJrtdr6F7_WJvGqhJOjSQwyAoS-Oehni3xNO67XtexHmDqH3fITMccN4tCEaAh4fEALw_wcB

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Best Free Text To Speech Voice Reader | Speechify

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The leading text to speech app with millions of downloads on Chrome, iOS, & Android. Hear the Internet on any device. Try Speechify for free today.

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https://notability.com/

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Notes are just the beginning. Create and annotate anything, from study guides to storyboards.

A simple,

toolset for every thought

We've got an intuitive, minimal interface for you to start in seconds. Powerful enough for industry leaders, yet simple enough for a five-year-old to figure out uninstructed.

View a second hidden note while presenting, share your notes to our public Notability Gallery and download notes from others!

Ink so smooth that you might just forget it's digital.

Note replay captures audio and automatically syncs it to notes.

" I use Notability for drawing rough storyboards that I share with directors and for concept art. The ink feels real and smooth. This is the perfect program for quick idea scribbles you want to get down before they're gone.

...by our all new note-sharing platform, Notability Gallery, where you can publish your work, spark new ideas, save your favorites, and discover endless inspiration!

Take inspiration from this weekly planner on ways you can keep track of your time and boost your productivity!

Notability can be your digital canvas for your next artistic idea. Try mixing pen and highlighter tools to get this shaded effect.

Chemistry class notes covering Benzene, the simplest arene!

See More

Search and convert your handwriting to text. Powered by MyScript.

Convert your handwritten equations to hi-res images. Powered by MyScript.

Powerful updates to our audio feature, coming soon!

Available for iPad, Mac, and iPhone. Download now and unleash your ideas on all platforms.

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Learning Disabilities | Autism | Down's Syndrome - ENABLE Group

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Scotland's largest charity for people who have learning disabilities. Sign up to our newsletter. Follow us on Twitter. Make a donation.

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Home | Autism & Neurodiversity | Scotland

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Autism & Neurodiversity offers a range of services within the Aberdeen and surrounding area to support children, young people and adults with autism.

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Services and Support for Adults

At Scottish Autism, we focus on supporting autistic individuals to lead happy, healthy and fulfilling lives..

Scottish Autism provides a wide range of services for autistic adults including day and vocational opportunities, outreach support and a variety of supported living options. Across our services we consider how each person thinks, learns and processes information in order to develop a personalised support plan. Taking into account individuals strengths and motivations, we enable people to obtain outcomes which are meaningful to them.

Our committed practitioners receive regular autism-specific training and they are equipped with the knowledge and skills to enable each individual to have positive and meaningful life experiences.

All of our services for adults are reviewed by the Care Inspectorate and full details can be found on their website www.careinspectorate.com.

Jackie Latto
Director of Autism Services

Visits and Enquiries

We welcome visits and enquiries therefore if you require any more information please do not hesitate to contact us.

To find out more, please use the button below.
Service Enquiries Form

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Services and Support for Adults At Scottish Autism, we focus on supporting autistic individuals to lead happy, healthy and fulfilling lives.. Scottish Autism provides a wide range of services for autistic adults including day and vocational opportunities, outreach support and a variety of supported living options.

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In a variety of locations throughout the UK and Ireland we offer a wide range of support for autistic people. From supported living to schools, from a short break service to one stop shops, from work placements to training, clubs and activities, Autism Initiatives has a wealth of resources and expertise that support autistic people to achieve their personal goals.

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Replace your notebooks and printed documents with the only tablet that feels like paper.

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Autism Awareness and Understanding

Autism is part of everyday life. Yet even though 1 in 100 people in Scotland are autistic, it's often misunderstood.

Autism is a neurological difference; put simply, autistic brains work differently to non-autistic brains. They see and experience the world differently to non-autistic people. It's important that we all understand more about autism - both what it is, and what it is not.

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Different Minds, One Scotland is committed to building better autism awareness and understanding, and recognising the value of a neurodiverse Scotland.

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Procrastination Station, the Hub for Adult ADHD Information & Empowerment in Scotland.

We are the first and only Community Interest Company for Adult ADHD in Scotland. We aim to provide adults with ADHD the information and support they require to thrive. In addition to our website, we offer ADHD coaching and courses. Follow the link to find out more about us and our vision.

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Procrastination Station, the Hub for Adult ADHD Information & Empowerment in Scotland. We are the first and only Community Interest Company for Adult ADHD in Scotland. We aim to provide adults with ADHD the information and support they require to thrive. In addition to our website, we offer ADHD coaching and courses.

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At Genius Within we stand proudly at the intersection of lived experience and expertise. As both a neurodivergent led and owned business, and by being experts in our field, we have made it our life's work to help neurodistinct individuals access their inner genius and be at their best at work.

Our team of highly qualified Occupational Psychologists, workplace coaches and HR experts understand what works, not only because 68% of us are neurodivergent/disabled ourselves, but also from decades of research and experience with clients.

Our evidence based approach and consistent results have made us leaders in our industry. Whether you are an individual, or organisation of any size, we can provide specialist support.

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Passionate about Neurodiversity - Genius Within

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At Genius Within we stand proudly at the intersection of lived experience and expertise. As both a neurodivergent led and owned business, and by being experts in our field, we have made it our life's work to help neurodistinct individuals access their inner genius and be at their best at work.

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Millions trust Grammarly's AI writing assistance to communicate with confidence and make writing faster and more delightful. Getting started is simple - download the app today.