I have a brain goblin.
At least, that’s what I call it. Others might use neurodivergent, neurodiverse, neuroatypical – a lot of neuro-something, basically – or the more specific category they fall into (ADHD, autism, etc.).
Everyone has their own relationship with language, though – personally, culturally, socially – and for me, “brain goblin” sums up my experience pretty well.
Around 20% of the world’s population is neurodiverse. A CDC estimate places about 5.5 million adults in the US.
That’s the total population of LA and Dallas combined – and that’s just the number of adults.
“Neurodiverse” covers a lot of territory, but it’s safe to assume that – with 1 in 8 people considered to be neurodiverse – some of them are your employees, even if you aren’t aware of it. In fact, they may not even be aware of it: Less than 50% are aware they could be considered neurodiverse.
The aim of this post is to give you some actionable steps you can take to improve neurodiversity inclusion in your organization.
Come to think of it, a lot of your employees would probably appreciate them, not just the ones caring for brain goblins.
- Neurodiversity 101: The very basic basics
- Accessibility challenges for neurodiverse employees
- The importance of words for neurodiversity inclusion
- Building an inclusive work environment
- Neurodiversity inclusion: Understanding thought processes
- Fixations & obsessions: Mastering flexibility
- Executive dysfunction in neurodiverse employees
- Neurodiversity inclusion & the human factor