Celebrating different minds

This week we’re celebrating different minds as part of Neurodiversity Celebration Week.

Neurodiversity Celebration Week is a worldwide initiative that challenges stereotypes and misconceptions about neurological differences. It aims to transform how neurodivergent individuals are perceived and recognise the many talents and advantages of being neurodivergent. It's all about creating more inclusive and equitable cultures that celebrate differences and empower every individual. 

Here at Chemring, we define neurodiversity as the acceptance that everybody's brain works differently. These neurological differences include diagnoses like autism, ADHD (Attention Deficit Hyperactivity Disorder), dyslexia, dyspraxia, and Tourette's Syndrome. 

Neurodivergent people have a diverse range of minds and unique skillsets. Many neurodivergent people are visual learners and bring with them vast creative strengths. For example, some dyslexic people can visualise complex three-dimensional concepts in their heads. For autistic people and people with ADHD, the ability to deep focus means that they can complete a great number of tasks effectively and efficiently. Some autistic people have extremely methodical approaches, which means they are analytical and evaluative. People with ADHD, Tourette's and dyspraxia are often excellent communicators.  

Understanding neurodiversity 

Our Roke business has been working closely with Creased Puddle, an agency who work with organisations and individuals to enhance understanding, empower decision-makers, and identify opportunities for inclusion for neurodiversity in the workplace. 

Dr Alice Silbury, neurodiversity consultant at Creased Puddle, says, "We have built up a strong, trusted relationship with the team at Roke, providing them with work and cognitive assessments. This includes the delivery of line manager and human resource training. The feedback from those sessions has been extremely positive - of 78 attendees, 72 stated that they would recommend the training to others. It's our aim to make complex issues easy to understand, focus on the strengths of neurodiversity and bring our courses to life with real-life examples." 

One of the key challenges facing neurodiverse individuals is having the confidence to share information about their neurodiversity. Explains Alice, "For many neurodivergent people, there remains stigma related to their differences. Some neurodivergent people might not have a formal diagnosis or even be aware of their differences. Whether you know about a person's neurodivergence or suspect that they might be neurodivergent, there are several things you can do to help neurodivergent people share this information.  

"To be a neuro-inclusive organisation, it is important to have a level of awareness of what neurodiversity is and what neurological differences are – do your research, particularly if someone discloses their diagnosis to you. However, neither you nor the neurodivergent person will be experts in what they need. Therefore it's also important to know you can ask for support from neurodiversity consultants, like Creased Puddle, to help you get things right." 

How do organisations attract and support neurodivergent people? 

Continues Alice, "Before considering how to recruit neurodivergent people, it is important to consider how you will retain them. Have you got the appropriate systems in place to support them once you have recruited them into your organisation? Many neurodivergent people will research an organisation to see what they are doing to make them 'neuro-friendly'. This goes back to the idea of a 'safe environment' to disclose in the first place."  

At Roke, we are redeveloping the way we source and recruit for new talent. This includes thinking about how to write suitable role profiles, how candidates would like to be interviewed, could coaches attend interview with candidates, and would changing the length and format of assessments be helpful. We're then sense checking these approaches with neurodiverse candidates and, so far, have received great feedback. 

Adds Alice, "We've heard a lot of anecdotal evidence that suggests neurodivergent people struggle to pass the interview process. This is because interview processes are designed by and for neurotypical people (people who do not have neurological conditions). Organisations need to reassure neurodivergent people that they are welcome in your organisation all the way through the recruitment process – from the way a job advert is written, through selection and the interview process."  

During Neurodiversity Celebration Week, we want to recognise the many strengths and talents that come from thinking and perceiving the world differently. By celebrating the strengths of neurodivergent individuals, we can begin the seismic shift of changing the way neurodivergent individuals are perceived and supported, empowering them to achieve their potential.