Richard Branson ouvre la porte à une réflexion plus large sur la neurodiversité …

Richard Branson ouvre la porte à une réflexion plus large sur la neurodiversité …

oktober 22, 2019 0 Door admin

Translating…


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Sir Richard Branson Honored With Star On The Hollywood Walk Of Fame

This week we have seen Richard Branson discussing his own dyslexia and how he hopes to remove barriers within his own business that prevent the recruitment of dyslexic people. It seems that big business has caught on to the benefits of inclusion, but I believe their thinking is still too small.

Perhaps we have finally moved passed the days of hiring a cookie cutter “type,” designed to be good in every role, but we are still a long way from systemic inclusion of the neurodiverse.

Inclusion Brings New Talent

Neurodiversity has become a popular topic in business, with diversity and inclusion teams now truly understanding the benefits of cognitive difference and seeking out recruits for talent management.

Having worked in neurodiversity and disability inclusion since the 1990s, I feel excited by these developments; it’s good to be making headway. The shift from compliance-based inclusion to this sort of deliberate inclusion is being role modeled by some large international businesses, like SAP’s Autism at Work and Ernst & Young’s Made by Dyslexia programs. Deliberate inclusion is providing anecdotal stories of success, and helping to change mind sets. But is this enough? The answer is no.

Now that we’ve got to this point, what’s next? How do we get from deliberate programs with a few hundred people to a more systemic inclusion system, where entry barriers are reduced within all our systems? I believe we have three priorities to make this possible.

Celebrating The Full Range Of Conditions

Our first job is to appreciate the full spectrum of neurodiversity and its nomenclature. Neurodiversity includes more than autism and dyslexia but awareness of this is very low. Typically, we also include ADHD, developmental coordination disorder (DCD, a.k.a. dyspraxia) dyscalculia, dysgraphia and Tourette Syndrome. Many authors also argue that we should be including mild-to-moderate mental health needs such as anxiety and depression.

The originator of the word neurodiverse, Judy Singer, intended to draw attention to how normal differences in cognition actually are; neurodiversity as akin to biodiversity. Since the prevalence rates in our species are so persistent, we can argue that all of the above conditions are natural variations in human thinking. Within the US population 10% are dyslexic, 8% have ADHD, 1% have Tourette Syndrome and a whopping 1 in 6 of us are experiencing anxiety or depression at any one time. With such regularity, we have to consider that these conditions may be normal, and that they are present for a reason. As argued by the neurodiversity movement, the reason is likely to be the strengths they bring, not the weaknesses. In short neurodiversity covers a broad range of conditions and is in fact an asset.

A Gift From Mother Nature

Psychologists have taken this use of the term diversity even further, proposing that the diversity is not just between different people but also within a person who has been diagnosed with a neurodiverse condition. This means that whilst they may struggle with deficits in their cognition, their condition will also bring strengths. People with dyspraxia, ADHD and autism spectrum condition, for example, may have increased persistence when working through a challenging task, or incredible energy when other employees have grown weary, or perhaps an incredible long term memory. When we plot the abilities of a neurodiverse person on a graph, instead of seeing the more common neurotypical flat(ish) line, we see a “spiky profile.” This level of divergence between strengths and weaknesses is often the diagnostic hallmark for these conditions. The clear result of this difference is that we have a group of complementary specialists scattered among a population of generalists. Anyone wanting to hire a well-balanced team would of course find this very useful. Well done, nature!

Reframing The Accepted “Norms” Of Competence

You will notice that most condition names focus on the negative element, i.e., the aspect that diverges from our perceived “norms” of all humans needing to be literate, numerate, able to sit still and concentrate, as well as making eye contact and small talk. We must ask ourselves why we value such attributes so highly when they are not an essential part of a job? Eye contact is not necessary to complete most workplace tasks and yet the absence of it would prevent many autistic people from making it through an interview process. Why do we require our employees to sit still? What harm is done by moving around?

 This leads us to the second priority–rebrand and reframe.

Reclaiming Ownership: The Power Of Words

A massive win in the fight to rebrand neurodiversityis the word itself. It’s neutral, not assuming weakness nor glossing over real difficulties. It allows us to explore the overlap of the full spectrum of conditions and how they can be experienced as a superpower, obstacle or crushing barrier without presupposition. This is helpful for inclusion and research; we must remember that both left-handedness and homosexuality were considered disorders within the last few decades and that as we move away from the medical model, the language we use creates new realities.

We have an emerging narrative, and there are a few different terms coming to the fore. Many want to keep the neurodiversity label at the “top” level, referring to all humans, under which people with named conditions are neurodivergent, neurodifferent or neurominorities. Aligning with other diversity inclusion waves such as race, gender and sexual/gender orientation is important for going to the next level, so I am cautious about language. Calling people divergent could be perceived as negative if we applied it to race; it’s too closely related linguistically to deviant, which has a negative connotation in the context of sexual orientation. Minorities is accurate but hasn’t had much traction in the communities so far.

I’m sticking to neurodiverse for now as there are pluses and minuses to all these terms. We wait to see what will stick but either way, the move away from “dys-this” and “disorder-that” assists with the rebrand. The overlapping Venn diagram pictured shows how different conditions are often related, as are the strengths associated with each.

Putting The Right People In The Right Places

The third priority is leveraging neurodiversity. Nature has it right! We need a balance of generalists and specialists. We wouldn’t want everyone in the company to have ADHD, but my goodness it works well in sales teams. Just like personality, where a team with no “completer-finishers” will sail around an idea for weeks without closing the deal, a team with no creative thinkers, no linguistic storytellers, no visual-spatial specialists will also flounder. Neurodiversity is a lesson we can learn from. The more polarized and homogenous our company culture, the more likely we are to suffer from group-think and lose our innovative edge. Yes we need rule-followers, but we also need people who will find short-cuts and efficiencies in standard operating procedures. Neurodiversity brings what Dr Helen Taylor calls “complementary cognition,” which we can leverage, provided we are respectful of and flexible around individual differences.

All business commentators are agreed that the world of work is in flux, and that careers and companies face increasing uncertainty and volatility. The human species is diverse for a reason; we give ourselves the edge when we include people who do not think like us, and can challenge our assumptions. As the neurodiversity narrative matures, we can move beyond deliberate inclusion programs and begin extending the opportunities throughout our systems. Neurodiversity is more than the autistic coder, or the creative dyslexic. It is the rich tapestry of human thought, passed down through generations of adaptive, dynamic human communities. When our personnel reflects our natural diversity, we may find there is a whole effect that exceeds the sum of our parts. There is a moral, social and economic imperative to inclusion: we all lose when human potential is squandered.

“>

Sir Richard Branson Honored With Star On The Hollywood Walk Of Fame

Sir Richard Branson recently announced his Virgin Group will no longer ask exam results in its … [ ] hiring process. (Photo by Michael Tran/FilmMagic)

Michael Tran/FilmMagic

This week we have seen Richard Branson discussing his own dyslexia and how he hopes to remove barriers within his own business that prevent the recruitment of dyslexic people. It seems that big business has caught on to the benefits of inclusion, but I believe their thinking is still too small.

Perhaps we have finally moved passed the days of hiring a cookie cutter “type,” designed to be good in every role, but we are still a long way from systemic inclusion of the neurodiverse.

Inclusion Brings New Talent

Neurodiversity has become a popular topic in business, with diversity and inclusion teams now truly understanding the benefits of cognitive difference and seeking out recruits for talent management.

Having worked in neurodiversity and disability inclusion since the 1990s, I feel excited by these developments; it’s good to be making headway. The shift from compliance-based inclusion to this sort of deliberate inclusion is being role modeled by some large international businesses, like SAP’s Autism at Work and Ernst & Young’s Made by Dyslexia programs. Deliberate inclusion is providing anecdotal stories of success, and helping to change mind sets. But is this enough? The answer is no.

Now that we’ve got to this point, what’s next? How do we get from deliberate programs with a few hundred people to a more systemic inclusion system, where entry barriers are reduced within all our systems? I believe we have three priorities to make this possible.

Celebrating The Full Range Of Conditions

Our first job is to appreciate the full spectrum of neurodiversity and its nomenclature. Neurodiversity includes more than autism and dyslexia but awareness of this is very low. Typically, we also include ADHD, developmental coordination disorder (DCD, a.k.a. dyspraxia) dyscalculia, dysgraphia and Tourette Syndrome. Many authors also argue that we should be including mild-to-moderate mental health needs such as anxiety and depression.

The originator of the word neurodiverse, Judy Singer, intended to draw attention to how normal differences in cognition actually are; neurodiversity as akin to biodiversity. Since the prevalence rates in our species are so persistent, we can argue that all of the above conditions are natural variations in human thinking. Within the US population 10% are dyslexic, 8% have ADHD, 1% have Tourette Syndrome and a whopping 1 in 6 of us are experiencing anxiety or depression at any one time. With such regularity, we have to consider that these conditions may be normal, and that they are present for a reason. As argued by the neurodiversity movement, the reason is likely to be the strengths they bring, not the weaknesses. In short neurodiversity covers a broad range of conditions and is in fact an asset.

A Gift From Mother Nature

Psychologists have taken this use of the term diversity even further, proposing that the diversity is not just between different people but also within a person who has been diagnosed with a neurodiverse condition. This means that whilst they may struggle with deficits in their cognition, their condition will also bring strengths. People with dyspraxia, ADHD and autism spectrum condition, for example, may have increased persistence when working through a challenging task, or incredible energy when other employees have grown weary, or perhaps an incredible long term memory. When we plot the abilities of a neurodiverse person on a graph, instead of seeing the more common neurotypical flat(ish) line, we see a “spiky profile.” This level of divergence between strengths and weaknesses is often the diagnostic hallmark for these conditions. The clear result of this difference is that we have a group of complementary specialists scattered among a population of generalists. Anyone wanting to hire a well-balanced team would of course find this very useful. Well done, nature!

Reframing The Accepted “Norms” Of Competence

You will notice that most condition names focus on the negative element, i.e., the aspect that diverges from our perceived “norms” of all humans needing to be literate, numerate, able to sit still and concentrate, as well as making eye contact and small talk. We must ask ourselves why we value such attributes so highly when they are not an essential part of a job? Eye contact is not necessary to complete most workplace tasks and yet the absence of it would prevent many autistic people from making it through an interview process. Why do we require our employees to sit still? What harm is done by moving around?

 This leads us to the second priority–rebrand and reframe.

Reclaiming Ownership: The Power Of Words

A massive win in the fight to rebrand neurodiversityis the word itself. It’s neutral, not assuming weakness nor glossing over real difficulties. It allows us to explore the overlap of the full spectrum of conditions and how they can be experienced as a superpower, obstacle or crushing barrier without presupposition. This is helpful for inclusion and research; we must remember that both left-handedness and homosexuality were considered disorders within the last few decades and that as we move away from the medical model, the language we use creates new realities.

We have an emerging narrative, and there are a few different terms coming to the fore. Many want to keep the neurodiversity label at the “top” level, referring to all humans, under which people with named conditions are neurodivergent, neurodifferent or neurominorities. Aligning with other diversity inclusion waves such as race, gender and sexual/gender orientation is important for going to the next level, so I am cautious about language. Calling people divergent could be perceived as negative if we applied it to race; it’s too closely related linguistically to deviant, which has a negative connotation in the context of sexual orientation. Minorities is accurate but hasn’t had much traction in the communities so far.

A list of #neurodiverse' conditions and thier strengths

Genius Within

Created by Dr Nancy Doyle based on the work of Mary Colley

I’m sticking to neurodiverse for now as there are pluses and minuses to all these terms. We wait to see what will stick but either way, the move away from “dys-this” and “disorder-that” assists with the rebrand. The overlapping Venn diagram pictured shows how different conditions are often related, as are the strengths associated with each.

Putting The Right People In The Right Places

The third priority is leveraging neurodiversity. Nature has it right! We need a balance of generalists and specialists. We wouldn’t want everyone in the company to have ADHD, but my goodness it works well in sales teams. Just like personality, where a team with no “completer-finishers” will sail around an idea for weeks without closing the deal, a team with no creative thinkers, no linguistic storytellers, no visual-spatial specialists will also flounder. Neurodiversity is a lesson we can learn from. The more polarized and homogenous our company culture, the more likely we are to suffer from group-think and lose our innovative edge. Yes we need rule-followers, but we also need people who will find short-cuts and efficiencies in standard operating procedures. Neurodiversity brings what Dr Helen Taylor calls “complementary cognition,” which we can leverage, provided we are respectful of and flexible around individual differences.

All business commentators are agreed that the world of work is in flux, and that careers and companies face increasing uncertainty and volatility. The human species is diverse for a reason; we give ourselves the edge when we include people who do not think like us, and can challenge our assumptions. As the neurodiversity narrative matures, we can move beyond deliberate inclusion programs and begin extending the opportunities throughout our systems. Neurodiversity is more than the autistic coder, or the creative dyslexic. It is the rich tapestry of human thought, passed down through generations of adaptive, dynamic human communities. When our personnel reflects our natural diversity, we may find there is a whole effect that exceeds the sum of our parts. There is a moral, social and economic imperative to inclusion: we all lose when human potential is squandered.


CBD Olie kan helpen bij ADHD. Lees hoe op MHBioShop.com


Huile de CBD peut aider avec TDAH. Visite HuileCBD.be


 
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