Neurodivergence Explained: Why Brain Differences Are a Strength, Not a Deficit

Neurodivergence

May 12

Abstract painting of a brain — Image by Fons Heijnsbroek from Unspash

Intro to Neurodiversity

Along with Dr. Elaine Aron's research on the Highly Sensitive Person (HSP) in the 1990s, came the term "Neurodiversity." But what exactly does this term mean, how do we use it, and how can it help individuals and society?

In 1998, Judy Singer, an Autistic Australian sociologist, is largely credited with introducing the term "neurodiversity" to acknowledge that every person’s brain develops in a unique way—even identical twins have differences in their brains. Because of this, we generally can't rely on a medical diagnostic model of "yes or no" to determine if someone’s brain is “normal,” as we might do with other metrics such as blood pressure or body mass index.

For this reason, “neurodivergent” is not a medical term. The use of the term “neurodivergent” simply helps us communicate differences without resorting to terms like “normal” or “abnormal,” because there’s no single definition of "normal" when it comes to understanding how the human brain works.

According to the Cleveland Clinic, “The term 'neurodivergent' describes people whose brain differences affect how their brain works. That means they have different strengths and challenges compared to people whose brains don't have those differences.” On the other hand, “The word for people who aren’t neurodivergent is 'neurotypical.' This means their strengths and challenges aren't affected by any kind of difference that changes how their brain works.”

When someone identifies as neurodivergent, it means they are “differently abled.” The neurodiversity paradigm allows us to accept that these differences in how we develop—and how that influences our strengths and struggles—are all natural.

Harvard Medical School describes neurodiversity as 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.” Ultimately, when we understand and embrace neurodiversity in schools, work, and health-care settings, we improve inclusivity for all people.

Who is Neurodivergent?

People who choose to identify as neurodivergent often have one or more of the following diagnosed conditions from this abbreviated list on the Cleveland Clinic’s website:

Autism spectrum disorder (including what was once known as Asperger’s syndrome).
Attention-deficit hyperactivity disorder (ADHD).
Dyscalculia (difficulty with math).
Dysgraphia (difficulty with writing).
Dyslexia (difficulty with reading).
Dyspraxia (difficulty with coordination).
Mental health conditions like bipolar disorder, obsessive-compulsive disorder, and more.
Sensory processing disorders.
Social anxiety (a specific type of anxiety disorder).

Because “neurodivergent” is not a medical term or diagnosis, it is used more as a "catch-all" descriptor to help describe and communicate differences. Some neurodivergent people have not been diagnosed with any of these conditions, but that doesn't mean they aren't welcome to use the term to describe themselves. There is growing acknowledgment among disability advocates that self-identification (such as identifying as Autistic without a formal diagnosis) can still be an acceptable pathway to learning about and sharing what one needs to thrive.

A Case for Embracing the Term Neurodivergent

Like all language, we use words to make meaning, understand one another, and build healthy relationships and communities. This is precisely why understanding neurodiversity in the workplace, at home, and within your own biology can help build greater coherence in our communities, and ultimately lead to more innovative thinking for both social and business benefit.

Research shows that words matter when it comes to neurodiversity. When neurodivergent people learn that they may be differently abled, rather than sick or defective, they are more likely to be happier and aim higher in their careers. Neurodivergent individuals make up approximately 22% of the population, and from the perspective of organizational psychology, their different strengths and abilities can lead to creative thinking, innovation, process improvements, attention to detail, and significant productivity benefits for businesses.

As the Journal of Management and Organization describes, “The idea seems to be to harness neurodiversity’s potential to create value by generating novel and different outputs, which arise from neuro-atypical individuals' different perspectives, different ways of thinking, and different ways of being.” This is reflected in the success of SAP’s neurodiversity employment program. For many companies, neurodiversity has been shown to offer a competitive advantage. It is important for companies that wish to attract and retain neurodiverse talent to offer individualized accommodations and create neurodiversity-friendly policies and communication norms.

In closing, neurodivergence can be a helpful term to understand and use when embracing people’s different ablilities, strengths, and challenges when they fall outside the margins. Key concepts we discussed in this article include:

You might be neurodivergent if you have one or more diagnosed or self-discovered conditions, such as identifying as an Autistic or ADHD person.
Businesses and society as a whole can benefit from more inclusive and neurodiversity-friendly spaces and practices because neurodivergent people offer unique strengths.
In addition to unique strengths, neurodivergent individuals often struggle with unique challenges such as sensory sensitivity or different communication styles which means they may need accommodations and personalized strategies to support them.

Neurodivergence is not treatable, preventable, or curable because it describes the unique way a person’s brain develops, but the symptoms and challenges of being neurodivergent can be carefully managed with the right resources and accommodations. This is ultimately a process of getting to know yourself, learning to lead with your strengths, and advocating for what you need to be your best.

Neurodivergent-affirming coaching can be an especially supportive resource for neurodivergent individuals. If this is you or someone you care about, contact us to learn more about how coaching can help leverage neurodivergent strengths, develop skills to cope with sensory sensitivities, manage stress, build resiliency around work-related burnout, and more.

Schedule a FREE 30-minute coaching consultation.