Why we are advocates for Neurodiversity

The term "neurodiversity" was coined by Judy Singer in the 1990s.  It is a recognition, and celebration of the fact that we are all 'wired' differently, and will therefore bring different ways of thinking, feeling and doing to our work and to our lives.

About 15% of the population is described as "neurodivergent" - a term that encompasses such cognitive differences as dyslexia, ADD / ADHD and autism.  People who are neurodivergent often combine valuable cognitive strengths, with accompanying cognitive challenges.  Paying thoughtful attention to workplace practices (such as how we communicate and being flexible about working arrangements) and design (e.g. open plan vs. quiet areas) can have a significant impact on how well these strengths can be brought out, and the challenges mitigated.  In addition, so called "neurotypicals" will often benefit from these improvements too.

RiverRhee can organise awareness seminars, and provide one-to-one coaching to enable HR professionals and managers better understand, value, recruit for and support neurodiversity within the workplace.  We can also provide one-to-one coaching for people who are neurodivergent.

How RiverRhee’s in-house seminars can help you to better understand Neurodiversity

Our in-house seminars will:

  1. Build your understanding of the strengths that people with Neurodivergence can bring to your organisation
  2. Help you identify ways in which you can more effectively recruit for, support and integrate people with Neurodivergence within your teams
  3. Leave you with an action plan and additional resources to unleash the strength of Neurodiversity in your organisation

Our seminars are designed and delivered by speakers with personal experience of Neurodivergence, combined with expertise in line management and learning & development. 

The content will be tailored to your requirements, and will typically include a brief overview of Neurodiversity, before focusing on one aspect of Neurodivergence, such as Dyslexia, Autism or ADHD.

See our flyer on in-house seminars on Neurodiversity for further information, or please contact us at info@riverrhee.com, or tel. +44 (0) 7876 130 817 to arrange a seminar.

Useful information

We will be gradually adding information relating to neurodiversity in the workplace. 

Do let us know if you come across material that you feel would be helpful to others.

References about neurodiversity

CIPD and Uptimize Guide to Neurodiversity at Work - February 2018

Why Employers should be Hiring with Neurodiversity in Mind - People Management, January 2018

Neurodiversity - an organisational advantage to be valued and supported.  A blog by Elisabeth Goodman picking up on a May-June 2017 HBR article.

References on workplace design

With thanks to David Watts, MD at CCD Design & Ergonomics Ltd.

  1. Introverts and workplace design - a collaboration between Steelcase and Susan Cain (author of "Quiet - the power of introverts in a world that can't stop talking.")
  2. Designing workplaces for both introverts and extroverts - also by Steelcase
  3. Designing for privacy for extroverts- an HBR article

Links to other Neurodiversity websites

Cambridge Neurodiversity Hub.png Genius Within.png

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What is Neurodiversity?

Neurodiversity is a term that covers “Neurotypical” and “Neurodivergent” personality types. 

Neurodivergence encompasses cognitive differences including: dyslexia, dyspraxia, and dyscalculia, ADD/ADHD, Autism Spectrum conditions including Asperger syndrome, OCD and Tourette’s syndrome. 

Neurotypical personalities do not demonstrate these cognitive differences.

Understanding more about Neurodiversity will help you to recruit more effectively for the strengths that you need in your teams and create a more diverse and inclusive workforce.

Neurodivergent people are often highly intelligent and able to bring invaluable skills to an organisation.  

 

People with dyslexia are often creative thinkers who see the bigger picture.  

Other strengths can include:

  • Entrepreneurship
  • Problem solving
  • ‘Big picture’ thinking
  • Empathy
  • Listening
  • Humility
  • Resilience

People with Autism and Asperger’s often bring tremendous analytical skills and attention to detail. 

Other strengths can include:

  • Trend spotting
  • Highly intelligent
  • Focused
  • Resilient
  • Straight talking
  • Not afraid to highlight problems

Please contact us if you would like to receive regular updates from us on our work in relation to Neurodiversity.

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RiverRhee At A Glance