Page 19 - PA_Enterprise_May-2024

PAE
here has been a rise in the number of
Tpeople diagnosed with “neurodivergence”
in adulthood over the past decade. This trend
has been noted both internationally and in
New Zealand. But exact rates of diagnoses in
this country are difficult to quantify. As many
as 8% of adults globally could have some form
of neurodivergence.
Neurodivergence is an umbrella term that
typically includes autistic spectrum disorder
(ASD), attention-deficit hyperactivity disorder
(ADHD) and specific learning disorders (SLD)
– sometimes referred to as dyslexia.
The rise in these diagnoses when people
are already in the workforce presents a
challenge for employers. Business owners
can be left wondering how they can support
neurodivergent employees without causing
issues for the wider business.
‘Childhood’ diagnoses now part of
adulthood
Historically, diagnoses were predominantly
made in children , with the view that people
“grew out” of them as they developed into
adults
But research over the past decade indicates
the majority of people with these conditions
continue to experience symptoms throughout
their adult life, albeit in different ways to
childhood.
Understanding neurodivergence is
underpinned by the view that ASD, ADHD, and
SLD reflect differences in how a person’s brain
is “wired” rather than being an underlying
“disorder”.
This changing view appears to have increased
awareness of neurodivergence. It has also
reduced the stigma associated with it, leading
May 2024
more people to seek support as adults.
A limited understanding of gender differences
in the way neurodivergence is expressed,
as well as limited access to psychological
and psychiatric assessments in the public
sector, have likely contributed to significant
numbers of people missing out on childhood
diagnoses. Many are now seeking assistance
in adulthood.
Neurodivergence in the workplace
This rising tide of adults seeking to better
understand their differences – and potentially
seek treatment – has presented challenges for
businesses and employers.
But employers need not fear hiring those who
are neurodivergent. Viewing neurodivergence
as a difference rather than a disability
contributes to an inclusive workplace where
people’s strengths are recognised and
celebrated.
Some people with ADHD, for example, work
very effectively in a fast-paced environment
with tight deadlines and rapidly changing
content, such as journalism. People with ASD
often have very specialised areas of interest
that, if matched to the right work environment,
can lead them to be experts in their fields.
But it would be naive to say neurodivergence
doesn’t bring with it some challenges for
individuals and their workplaces. A person
with ADHD may appear quite disorganised to
others (and to themselves), and at times “put
their foot in their mouth” through impulsively
saying something they haven’t fully thought
through.
Those with ASD often report challenges in
navigating social relationships at work, or may

19