THE NEURODIVERGENT NOW 2023 TABLE OF CONTENTS “ ” INTRODUCTION FOUNDATIONS of NEURODIVERSITY LEVERAGING THE INDUSTRY ‣ Table of Contents ‣ Contextualising the Moment ‣ The Neurodivergent Now Movement ‣ About this Report ‣ Words Matter Introductory Statement ‣ Terminology & De fi nitions ‣ Neurodiversity Spectrum & Umbrella ‣ Usage Do’s & Don’t’s ‣ The NOW of Neurodiversity NEURODIVERSITY IN THE WORKPLACE HARVEY BLUME Journalist & Autism Advocate NEURODIVERSITY MAY BE EVERY BIT AS CRUCIAL FOR THE HUMAN RACE AS BIODIVERSITY IS FOR LIFE IN GENERAL. WHO CAN SAY WHAT FORM OF WIRING WILL PROVE BEST AT ANY GIVEN MOMENT? ‣ The Potential of ND-Inclusive Workplaces ‣ Recruitment & Hiring Strategies ‣ Physical Work Environment ‣ From Struggle to Strength ‣ Community Awareness & Inclusive Behaviour ‣ Inclusive Media Practices for Advertising ‣ ND Application: Case Studies 01 THE NEURODIVERGENT NOW KNOWLEDGE REPORT 2023 INTRODUCTION 0 0 1 2 3 CLOSING REMARKS & CREDITS 4 Neurodiversity — I.e. the range of human di ff erences in brain function and processing — is nothing new. But whereas past medical models have pathologised neurological di ff erences as dysfunctional disorders or disabilities, the current generation is shedding more nuanced light on both the challenges and strengths of neurodivergent individuals. Moreover, amidst the war for talent and the reimagining of what the workplace should be, it’s never been more relevant for corporate players to care about making space for this untapped pool. Nearly 1 in 5 employees identify as neurodivergent. Yet it’s still the one of the least addressed fi elds in corporate DEI programs. If we are to make real progress in the DEI space, (dis)ability must be placed front and center. It’s time for change. That means talking about the subject with openness and curiousity, grasping how it applies in our workplaces and industries, and implementing the necessary concrete initiatives to allow NDs to thrive. THE LAST 10 YEARS have seen a boom in scienti fi c research around neurodiversity, as well as heightened attention within pop culture, social media, and Gen Z communities. WITH EVERY NEW GENERATION, COMES A NEW CULTURAL BATTLE FOR IDENTITY. AND TODAY, IT’S ABOUT NEURODIVERSITY. 02 THE NEURODIVERGENT NOW KNOWLEDGE REPORT 2023 INTRODUCTION 0 We are building a movement from young NDs, for all NDs. It's about our stories, our needs, our solutions, and our vision of a world fi t for the ND future. We recognise Neurodivergent attributes as beautiful strengths (e.g., creativity, problem-solving ability, organisational skills, etc.), but also know these qualities need certain conditions to be revealed. Without the proper support, NDs can experience challenges in the workplace and disproportionate unemployment rates. The Neurodivergent Now is dedicated to o ff ering programming, events, industry standards & reports, partnerships, and creative campaigns that make the ND future a reality, starting now. THE NEURODIVERGENT NOW is a cross-organisational platform on a mission to build a creative industry where the next generation of neurodivergent talent can thrive. 03 THE NEURODIVERGENT NOW KNOWLEDGE REPORT 2023 INTRODUCTION 0 With our fi rst TNN Knowledge Report, we o ff er a curated guide to recent and relevant research around neurodiversity in the workplace — particularly as it pertains to the creative industries to which so many Neurodivergent individuals are drawn. This report is by no means an exhaustive review, but a fi rst glance that invites readers to keep learning elsewhere. It does not convey an authoritative stance, but highlights the many di ff erent — and sometimes even contradictory — perspectives in the ND community. It open doors for readers to form their own informed opinions built on a common foundation of respect & knowledge. KNOWLEDGE REPORT 2023 We were ignited when diving into the work of so many ND changemakers, and hope you will be, too. ABOUT THIS DOCUMENT 04 THE NEURODIVERGENT NOW KNOWLEDGE REPORT 2023 INTRODUCTION 0 FOUNDATIONS NEURODIVERSITY OF Most would agree on the great importance of neurodiversity, but a large barrier to action is searching for way the right way to talk about it. We start by broadly considering what constitutes this big topic, neurodiversity , as well as which words we employ and how. As with any new subject, learning new terminology can be challenging and confusing, as well as rife with mis-use. In the following slides are several important de fi nitions, pointers, and explanations that will aid in reading this document and learning more about neurodiversity. These are our own consolidated working de fi nitions, as we felt were best agreed upon in research and media. However, it’s important to note that this vocabulary and usage may evolve alongside the subject matter and the discourse surrounding it. WORDS MATTER “ ” @ActuallyAspling SO MANY OF US HAVE BEEN PUT DOWN, TOLD TO BE QUIET, TOLD WE’RE WRONG ABOUT OUR OWN DISABLED EXPERIENCES. THIS IS WHY WE NEED BOTH AWARENESS AND ACCEPTANCE TO SHOW PEOPLE WE ARE THE EXPERTS OF OUR OWN LIVES. 1 06 THE NEURODIVERGENT NOW KNOWLEDGE REPORT 2023 FOUNDATIONS OF NEURODIVERSITY 1 NEURODIVERSITY The entire spectrum of brain physiology that results in a diversity of cognitive traits in the general population — in other words, the many di ff erent ways people think, feel and interpret information. Just as we all have di ff erent interests, skills and motivations, we also all have totally di ff erent brains. Some people express as more neurodivergent , while others express as more neurotypical Note: You may come across sources that refer neurodivergent people as “neurodiverse”. This is not only technically incorrect, it can also feel strange and depersonalising (just as when someone from any DEI quality group is called “diverse”). NEURODIVERGENT Commonly describes people who express cognitive traits further from the centre of the Neurodiversity spectrum. Some neurodivergent traits include Autism, Dyslexia, ADHD, Dyspraxia, Hyperlexia, Dyscalculia, Dysgraphia, Tourette's Syndrome and OCD. Neurodivergence may result from genetics, a brain-altering event during one’s lifetime, or a combination of both. There are many strengths that arise from these conditions, but also, too, pronounced struggles requiring special accommodation. NEUROTYPICAL ALLISTIC Commonly describes people who express cognitive traits closer to the centre of the Neurodiversity spectrum, either in general or with respect to a speci fi c trait. Many aspects of society — such as educational systems, workplace infrastructure, and social norms — are organised in such a way that neurotypical people experience minimal friction and do not need to consider their place on the neurodiversity spectrum. An alternative term to neurotypical, allistic describes people expressing within the most common range of neurophysiology, cognition, and behaviour. Some choose this term because it avoids binary labelling. Note: Preferences vary between NDs choosing person- fi rst (a person with ND trait) or identity- fi rst (an ND-trait person) language. Person- fi rst emphasizes that the diagnosis does not de fi ne the person, while identity- fi rst argues against erasure of the trait through separating it from the person. 07 THE NEURODIVERGENT NOW KNOWLEDGE REPORT 2023 FOUNDATIONS OF NEURODIVERSITY 1 (Term coined by Judy Singer, an autistic sociologist, 1998) (Term coined by Kassiane Asasumasu, a biracial, multiply ND activist) All people fall within the spectrum of neurodiversity Most people with conditions outside the average expression would be here Most people fall within this region NEURODIVERSITY Limits of Societal Norms (variable) NEUROTYPICAL NEURODIVERGENT NEURODIVERGENT (GENERAL or SPECIFIC TRAIT) Increasing potential for both trait-speci fi c challenges/disability & advantages/strengths Increasing potential for both trait-speci fi c challenges/disability & advantages/strengths 08 THE NEURODIVERGENT NOW KNOWLEDGE REPORT 2023 FOUNDATIONS OF NEURODIVERSITY 1 The NEURODIVERSITY SPECTRUM Is a useful way of conceptualising the bellcurve of the general population as individuals express varying traits, with their associated strengths & challenges. Source: Cambridge University Press (2022) * DYSCALCULIA DYSGRAPHIA HYPERLEXIA TOURETTE’S SYNDROME AUTISM SYNAESTHESIA DYSLEXIA ATTENTION DEFICIT HYPERACTIVITY DISORDER (ADHD) ANXIETY DYSPRAXIA MAERES-IRLEN SYNDROME NEURODIVERGENCE is an umbrella term that includes many di ff erent traits on the neurodivergent part of the neurodiversity spectrum. MISOPHONIA 09 THE NEURODIVERGENT NOW KNOWLEDGE REPORT 2023 FOUNDATIONS OF NEURODIVERSITY 1 DISSOCIATIVE IDENTITY DISORDER (DID) & OSDD BIPOLAR (BPD) EPILEPSY ACQUIRED BRAIN INJURY (ABI) SCHIZOPHRENIA PTSD CPTSD SENSORY PROCESSING DISORDER TIC DISORDERS HISTRIONIC PERSONALITY DISORDER (HPD) ANTI-SOCIAL PERSONALITY DISORDER (ASPD) DOWN SYNDROME *This list is non-exhaustive and non-authoritative. There are many arguments for and against the inclusion of these and other traits. Source: @livedexperienceeducator OCD NPD 15 - 20 % OF THE GLOBAL POPULATION IS NEURO DIVERGENT UNEMPLOYMENT RATES FOR ND S ARE ESTIMATED TO BE ~ 30 - 40 % 10 THE NEURODIVERGENT NOW KNOWLEDGE REPORT 2023 FOUNDATIONS OF NEURODIVERSITY 1 • “Our o ffi ce aims to be inclusive of students who are autistic, dyslexic or otherwise neurodivergent, though there are some types of neurodivergence that we’re still seeking ways to accommodate.” • “My colleague is NT, but after growing up with an autistic father and brother, she’s quite at ease with other neurodivergents.” • “This Facebook group is for people who identify as both queer and ND (neurodivergent).” ” • “Are you autistic or neurotypical?” This isn’t a well-worded question because there are other possibilities. Someone might be non-autistic but still not qualify as neurotypical – they might be dyslexic or have Tourette's Syndrome, for example. • “Are you Neurodiverse?” Neurodiversity refers to the entire spectrum of cognitive functioning, you would ask the person if they’re Neurodivergent. Examples of INCORRECT Usage: “ @IAmPayingAttentionUK THE HARDEST PART ABOUT BEING NEURODIVERGENT IS LEARNING TO TRUST YOUR OWN APPROACH OVER WHAT SOCIETY TELLS YOU YOU SHOULD BE ABLE TO MANAGE. Examples of CORRECT Usage: USAGE DO’S AND DON’TS 11 THE NEURODIVERGENT NOW KNOWLEDGE REPORT 2023 FOUNDATIONS OF NEURODIVERSITY 1 Diversity in brain physiology has been around as long as humans, yet now is the fi rst time NTs are wrapping their “normal” brains around this. What’s changed? It’s not neurodivergence that’s new, it’s society that’s fi nally ready to embrace it. WHY “NOW”? SCIENCE has advanced to expand our understanding of brains. What used to be seen as potential pathology or problematic, we now see as a spectrum or spectrums with their advantages and drawbacks. It has come to be understood that every person has their own unique set of neurological attributes, which can combine and intersect to produce a plethora of behavioural pro fi les. Further, there’s a large interaction of environment and physiology that determines how these pro fi les are expressed. In other words, with some care and nuanced understanding, it’s entirely possible to accommodate neurodivergence in all realms of life. Where there once were many disparate traits and inclusion e ff orts to make themselves recognised, recent years have seen individuals join forces in a UNIFIED ND COMMUNITY . While the speci fi c histories and demands of each trait group should not be overlooked, there’s power in numbers. And the ND community is now able to advocate for themselves more e ff ectively and through more mainstream outlets. THE WOKE REVOLUTION has taken not only the zeitgeist but also corporate DEI programs by storm. Companies, industries, and the many stakeholders between are being held accountable for increasing awareness and action around all quality groups. Neurodiversity fi nds itself at the forefront of the next wave of initiatives. It’s not only the current workforce that’s generating these demands, but also the in fl ux of NEXT GEN TALENT for whom this will be a non- negotiable. Gen Z and other youngsters have taken to SOCIAL MEDIA to promote their cause, and things are blowing up. Platforms and channels provide a space for ND individuals to fi nd each other, and the communities that arise amplify in fl uencers and the larger movements they lead. This gives a crucial mouthpiece for NDs to speak up for themselves, instead of having neurotypical authorities delineate their needs and preferences, or fi lter their expression. NUANCE RISING Some classically funded and generally mainstream organisations have been exposed for extractive practices and promoting hateful actions towards the community. As information transparency grows, these controversies become part of the day-to-day conversation of ND and NT people alike. Thus, money and attention can be dedicated where its duly owed. 12 THE NEURODIVERGENT NOW KNOWLEDGE REPORT 2023 FOUNDATIONS OF NEURODIVERSITY 1 13 THE NEURODIVERGENT NOW KNOWLEDGE REPORT 2023 FOUNDATIONS OF NEURODIVERSITY 1 MEME MOMENT A wide variety of people are using social to engage with neurodiversity. These ND in fl uencers, thought-leaders, and community channels are making a big di ff erence to get the conversation going within and outside ND circles! 14 THE NEURODIVERGENT NOW KNOWLEDGE REPORT 2023 FOUNDATIONS OF NEURODIVERSITY 1 2 NEURODIVERSITY IN WORKPLACE THE “ ” ORGANIZATIONS OFTEN VIEW PEOPLE WITH DISABILITIES NEGATIVELY AND AS A BURDEN, FOCUSING ON WHAT THEY CANNOT DO INSTEAD OF WHAT THEY CAN DO. THE SCRIPT NEEDS TO BE FLIPPED. NATHAN CHUNG multi-award winning DEI advocate 16 THE NEURODIVERGENT NOW KNOWLEDGE REPORT 2023 NEURODIVERSITY IN THE WORKPLACE 2 Neurodivergent employees can bring e x t r a o r d i n a r y s t r e n g t h s a n d perspectives to the table – with high potential for “ thinking outside the box”, organisational skills, enhanced m e m o r y, a n d o t h e r c o g n i t i v e capacities. However, they also experience a high risk of trait-related challenges or disabilities when workplaces lack the proper supportive infrastructure. With the basics of Neurodiversity under our belts, we can take a closer look at how to foster workplaces where neurodivergent talent can thrive. Indeed, neurodivergent individuals face staggering unemployment rates, estimated at 30-40% globally, with young Generation Zers being the most a ff ected. This presents a signi fi cant opportunity for companies to tap into a diverse talent pool and bridge the gap in the job market for neurodivergent individuals. 17 THE NEURODIVERGENT NOW KNOWLEDGE REPORT 2023 NEURODIVERSITY IN THE WORKPLACE 2 Neurodivergent-friendly policies can (and should) be implemented at every stage of the employee life-cycle: from the fi rst impressions of employer branding through to professional development opportunities, retention tactics, and exit protocols. These initiatives come at no expense neurotypical employees, while making all the di ff erence for neurodivergents. In this section, we hone in on three of the most important and fertile touch-points where small changes can make a huge impact. RECRUITMENT PROCESS PHYSICAL WORKPLACE COMMUNITY AWARENESS 1) 2) 3) 18 THE NEURODIVERGENT NOW KNOWLEDGE REPORT 2023 NEURODIVERSITY IN THE WORKPLACE 2 OFFBOARD ATTRACT RECRUIT (PRE-) ONBOARD ENGAGE DEVELOP RETAIN ” RECRUITMENT Adding a few neurodivergent-friendly practices to your hiring and recruitment strategies can make all the di ff erence — both in the short term work of getting them in the door, and in their longer term success at the company. 51% OF WORKERS ON THE SPECTRUM HAVE HIGHER SKILLS THAN WHAT THEY NEED TO DO THEIR JOB... YET 58% OF YOUNG ADULTS (EARLY 20s) WITH AUTISM ARE UNEMPLOYED. THIS IS A HUGE POOL OF GEN Zers! “ 1 19 THE NEURODIVERGENT NOW KNOWLEDGE REPORT 2023 NEURODIVERSITY IN THE WORKPLACE 2 Drexel University Report 2022