Individuals who are neurodivergent may benefit from accommodations and/or utilizing resources to support their success in the workplace. Many neurodiversities are invisible or hidden to others. Similar to individuals with disabilities, someone who is neurodivergent might choose when and how to disclose their form of neurodiversity, and engage in a conversation with their supervisor or HR department to advocate for their needs.
Neurodiveristy is sometimes considered a disability, such as in cases where it poses a challenge for the employee to perform their job. Each person’s experience and needs are unique. A few examples of neurodiversity include autism, PTSD, OCD, and ADHD.
CultureAmp defines Neurodiversity as:
- Neurodiversity refers to the natural variations in how the brain processes and interprets information. It describes the idea that there is no one “right” way of experiencing and interacting with the world and that cognitive differences shouldn’t be viewed as deficient but embraced as an inherent part of human diversity.
- Neurodivergent describes an individual with cognitive differences.
- Neurotypical describes an individual with a brain that functions in a typical way that more neatly “fits into” mainstream society.
- Neurodivergent is used to describe a group of people who are neurodivergent.
Below are Resources for Neurodivergent Job Seekers & Employees