Neurodiversity is the idea that human brains naturally vary in how they think, learn, communicate and process information. Rather than treating some ways of thinking as normal and others as broken, it treats this variation as part of human diversity, in the same way we differ in height or personality.
The idea draws on the social model of disability, which argues that many of the barriers disabled people face come from how society is set up rather than from people themselves. The term neurodiversity came into use in the late 1990s and has since been taken up by neurodivergent communities, researchers and employers.
What is neurodiversity?
Neurodiversity describes all of us. Everyone’s brain works a little differently, so any group of people is neurodiverse. The neurodiversity paradigm adds a point of view: these differences are natural, they come with strengths as well as challenges, and many of the difficulties neurodivergent people face are caused by environments that weren’t designed with them in mind.
That matters at work, where small changes to how things are done can remove a lot of those barriers. Our page on neurodiversity in the workplace explains more.
What does neurodivergent mean?
Neurodivergent describes a person whose brain works in a way that differs from what’s considered typical. The word has its roots in the autistic community and is now used much more widely, including by people with ADHD, dyslexia and dyspraxia. Not everyone with these diagnoses uses it, so it’s always best to follow how a person describes themselves.
What does neurotypical mean?
Neurotypical describes someone whose thinking and processing fall within what’s considered typical. It isn’t a value judgement. It simply recognises that most of the world’s systems, from schools to offices, are designed around how neurotypical people tend to work.
Types of neurodivergence
There’s no single official list, and different organisations draw the lines in different places. These are the ones most commonly included.
Autism
Autism is a lifelong difference in how people communicate, interact and experience the world. Many autistic people have sensory differences, such as being more or less sensitive to noise, light or touch, and many prefer predictability and clear communication. Autism is a spectrum, but that doesn’t mean a line from “mild” to “severe”. It means each autistic person has their own mix of strengths and support needs. Read more in autism in the workplace.
ADHD
Attention deficit hyperactivity disorder (ADHD) affects attention, activity levels and impulsivity. People with ADHD may find it harder to focus on tasks that don’t hold their interest, while being able to concentrate intensely on things that do. Energy, creativity and quick thinking are commonly reported strengths. “ADD” is an older term that’s now generally covered by ADHD. See ADHD in the workplace.
Dyslexia
Dyslexia mainly affects reading and writing, and can also affect memory, processing speed and organisation. The British Dyslexia Association notes that many dyslexic people show strengths in reasoning and in visual and creative fields.
Dyspraxia
Dyspraxia, also called developmental co-ordination disorder (DCD), mainly affects movement and co-ordination, and can also affect planning and organisation. It’s sometimes confused with apraxia, which is different; we explain how dyspraxia and apraxia differ.
Dyscalculia
Dyscalculia affects how people understand numbers and mathematical concepts, from estimating quantities to working through calculations.
Dysgraphia
Dysgraphia affects handwriting and getting thoughts down on paper, including spelling, punctuation and organising written ideas.
Tourette syndrome
The NHS describes Tourette syndrome as a condition that causes sudden, repetitive sounds or movements, known as tics. Tics vary a great deal from person to person.
Broader definitions
Some people and organisations use the term more broadly, to include conditions such as obsessive-compulsive disorder (OCD), and differences acquired later in life, for example after a brain injury. Some also include certain mental health conditions, while many people with those conditions prefer not to use the term. There’s no right answer here. What matters at work is understanding how someone thinks and what helps them, whatever word they use.
For a practical look at what all this means day to day, read how neurodiversity shows up at work.
How Enna can help
If your organisation is just starting out, Neurodiversity 101 gives everyone a clear, shared understanding of the basics in a single session. To see where you stand today, try our neuroinclusion maturity assessment. And if you’re neurodivergent and looking for your next role, start with the Enna jobs board.
