Would you hire someone with neurodivergence?

What about being in a relationship with someone if you discovered they had a neurodivergent brain?

Your go-to answer was probably “No,” right?

Or, to give you the benefit of the doubt, let me say you asked, “What is neurodivergence?”

The term neurodivergent emerged in the 1990s as part of the neurodiversity movement, which aims to increase the acceptance of people with neurological differences that affect how their brains work. Essentially, a neurodivergent brain is wired differently, which allows it to contrast strengths and challenges with people whose brains are neurotypical.

There are several possible differences between these brains, including medical disorders, learning disabilities, and other psychological and neurological conditions.

Examples of neurodiversity are autism spectrum disorder attention-deficit hyperactivity disorder (ADHD), DiGeorge syndrome, Down syndrome, dyscalculia (difficulty with maths), dysgraphia (difficulty with writing), dyslexia (difficulty with reading), dyspraxia (difficulty with coordination), intellectual disabilities, mental health conditions like bipolar disorder and obsessive-compulsive disorder, Prader-Willi syndrome, sensory processing disorders, social anxiety (a specific type of anxiety disorder), Tourette syndrome, or Williams syndrome.

It’s estimated that 15 per cent to 20 per cent of the world’s population experiences some form of neurodivergence, underscoring that neurodiversity is more common than we believe — this data is only from those diagnosed.

Still, globally, there is a stigma in many countries, including Jamaica, around discussions and acceptance of individuals who have mental health differences and maybe why many children and adults go undiagnosed.

Yet, there are benefits to having a firm neurodivergent brain diagnosis, as it places you or your child in an enhanced position.

Why? Neurodivergent brains are extraordinary and brilliant. With everything else they may be experiencing, these brains can zone in with unique, dedicated strengths. Some of these strengths include better memory, being able to mentally picture three-dimensional (3D) objects quickly, solving complex mathematical calculations in their head, being creative or artistically gifted, and seeing different solutions that others may not. (Source: The Cleveland Clinic)

Once you interact with neurodiversity you can see first hand the strengths that come from thinking differently, absorbing information and drawing connections, which is why teachers and parents should know so that they can guide your child along their best course.

For these reasons, and others, Australian sociologist Judy Singer, who coined the phrase neurodiversity, wanted the narrative to shift away from deficit-based language, such as disorder, and instead consider alternate ways of thinking, experiencing, and embracing neurodivergent people.

Researchers have also learned that some typical neurodivergent strengths include multitasking, risk-taking, high energy, and resilience — which are ‘superpowers’ if acknowledged and honed correctly. Not only do some neurodivergents have the sharp ability to recognise their exact strengths, but they can also listen intently and change fast — they believe in diversity while absorbing information quickly. Furthermore, these people have an innate passion for social justice and fairness due to their deep empathy for protecting the welfare of the disenfranchised.

Now, many corporations seek neurodivergent people to help with innovation, challenging old habits by questioning how things are done and thinking outside the box.

You may be shocked to learn that some of the best, brightest, and most productive people you have come to know are neurodivergent. Many are high-profile achievers — lawyers, doctors, authors, scientists, teachers, and world leaders — who have embraced their diagnoses of dyslexia and ADHD publicly, for example. People like Olympic gold medallist Simone Biles, Virgin Atlantic owner Sir Richard Branson, co-founder of Microsoft and one of the world’s most influential philanthropists Bill Gates, Ikea founder Ingvar Kamprad, and JetBlue founder David Neeleman, just to name a few. They succeeded because they had support or someone took the time to stop, be patient, listen, understand, and work with them. They also found their passion and were given opportunities to intensively immerse themselves into it.

However, our Jamaican school system and workplace environment are not equipped, let alone tolerant of engaging, nor incorporating many of these children or adults into the system. But shouldn’t we have laws that don’t discriminate against neurodivergent brains in the marketplace? We do it for people with physical and sensory disabilities. We do it for people with physical and sensory disabilities. We build ramps, have close captioning, etc. However, Jamaica has no similar work human resource policies for neurodivergent non-discrimination.

On the other hand, there are countries that have these laws in place. For example, some neurodivergents struggle in noisy environments or situations. That means a busy office can feel overwhelming to them. Would an employer be prepared to give and allow employees to wear noise-cancelling headphones to help them be more productive and add value versus not hiring them or, worse, firing them? Those simple headphones may have been a saviour for that employee and the work tool they needed for them and the company to prevail.

In December 2022 the Canadian Human Rights Act and the Canadian Charter of Rights and Freedoms protect neurodivergent people from discrimination both within educational institutions as well within employment opportunities. This Act states that everyone should have equal access to employment opportunities regardless of physical or mental disabilities.

Additionally, the American Disabilities Act (ADA) protects employees with ADHD from discrimination and requires reasonable accommodations to help them perform their jobs. The ADA applies to employers with at least 15 employees, but state laws may offer similar protections for smaller organizations. Under the ADA, people with ADHD can request workplace accommodations to help them successfully perform their jobs.

Having a child or a family member of a neurodivergent comes with challenges. However, they are not insurmountable once they have the emotional, psychosocial, and medical support.

While some individuals experience more severe neurological differences, which may cause the need for extreme support and around-the-clock supervision, the fact is that for others, this is not the case.

I know first hand that understanding these personalities is difficult, time-consuming, and requires consistent interaction and repetitive instruction, which is why I also appreciate that rather than exorcising them from classes, job roles, and overall interaction, we must become mindful of their abilities and provide solutions for their inclusion in roles across society. Otherwise, we will miss out on some brilliant thinkers and doers.

To arrive at such a place we will all need to make proactive and purposeful decisions to start this dialogue.

Lisa Hanna is Member of Parliament for St Ann South Eastern, People’s National Party spokesperson on foreign affairs and foreign trade, and a former Cabinet member.

Lisa Hanna