"Neurodiversity is as essential to the human species as biodiversity is to life in general."
Harvey Blume
Understand neurodiversity
The neurodiversity movement is attributed to Judy Singer, an Australian sociologist who worked on the subject as part of her thesis in the late 1990s. What was initially about the autism spectrum, was later extended to any variations of how the brain works, as opposed to what is considered being the norm..
Although estimates vary, it would seem that at least 20% of the population is considered neurodivergent. This shows how important it is to make companies aware of neurodiversity and to support employees and managers in this process!
Among the neurodivergent profiles, also called neuroatypicals, and in addition to the autism spectrum (ASD), we find people with giftedness, Attention Deficit Disorder with or without Hyperactivity (ADD/ADHD), learning difficulties (dyslexia, dyscalculia, dyspraxia, ...), high sensitivity or Tourette syndrome.
NEURODIVERSITY IN THE WORK PLACE
If the diversity of skills is essential to ensure the success of a company, the diversity of neurological profiles, and therefore the integration of neuroatypical profiles, is just as important. Among other things, it allows for
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greater innovation and agility
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greater collective intelligence
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better management of challenges
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the federation of teams
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talent retention
Often invisible to those around them, it can be difficult to identify neuroatypical profiles. Making teams aware of neurodiversity and high sensitivity, taking into account the uniqueness of each individual, and creating a caring environment, seem to us to be essential to a company's strategy and success.
* Deloitte 2018 study
If neuroatypical profiles have something in common, is that they prove to have a high sensory and/or emotional sensitivity. It shows to be different depending on the type of neurodivergence. Thus the sensitivity of a person on the autism spectrum will not be experienced in the same way by a person with a learning disability (Dys).
Often, it is this sensitivity that leads neurodivergent people to question their uniqueness and to seek adapted support. This is why we integrate this aspect into our approach and also work on the specificities of high sensitivity in organizati.
FROM NEURODIVERGENCE TO HIGH SENSITIVITY
OUR WORK WITH
NEURODIVERSIVITY
Our systemic and global approach of the workplace has led us to workon an the individual and structural level. This is why we accompany our clients with :
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Increasing awareness and training the teams, to understand this topic and get the keys for a better collaboration with neuroatypical profiles.
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Strategic consulting, to rethink and optimize their strategy and processes to make neurodiversity an asset in the company.
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Individual and team coaching to put into practice what has been learned and to develop a managerial posture that favors collaboration with neurodiverse teams.