Neurodiversity at work: a biopsychosocial model and the impact on working adults

Abstract

Introduction The term neurodiversity is defined and discussed from the perspectives of neuroscience, psychology and campaigners with lived experience, illustrating the development of aetiological theories for included neurodevelopmental disorders. The emerging discourse is discussed with relevance to adults, social inclusion, occupational performance and the legislative obligations of organizations. Sources of data Literature is reviewed from medicine, psychiatry, psychology, sociology and popular press. No new data are presented in this article. Areas of agreement There is consensus regarding some neurodevelopmental conditions being classed as neurominorities, with a ‘spiky profile’ of executive functions difficulties juxtaposed against neurocognitive strengths as a defining characteristic. Areas of controversy The developing nomenclature is debated and the application of disability status versus naturally occurring difference. Diagnosis and legal protections vary geographically, resulting in heretofore unclear guidance for practitioners and employers. Growing points The evolutionary critique of the medical model, recognizing and updating clinical approaches considering the emerging consensus and paradigmatic shift. Areas timely for developing research It is recommended that research addresses more functional, occupational concerns and includes the experiences of stakeholders in research development, moving away from diagnosis and deficit towards multi-disciplinary collaboration within a biopsychosocial model.

Inclusive Communication Model Supporting the Employment Cycle of Individuals with Autism Spectrum Disorders

“…The aim of this study was to identify and analyze the possibilities of modifying communication processes in the area of recruitment, selection, onboarding, and job retention in terms of the needs of employees with ASD. We built upon previous research on supporting people with ASD in employment [ 52 , 53 , 54 , 55 , 56 ]. The focus of this study, however, is on changes that employers can make to their HR practices, rather than the onus being entirely on the individual with autism to adapt to the existing practices.…”

Diamond in the rough? An “empty review” of research into “neurodiversity” and a road map for developing the inclusion agenda

“…The emerging social model of neurodiversity. Given the high prevalence of neurominorities reported in advanced economies, there is an obvious evolutionary critique that neurodiversity has evolved within a typical spectrum of human experience (Blank et al, 2008;Boycott et al, 2014;Doyle, 2020;Shelley-Tremblay and Rosen, 1996). As it may be natural and useful to have a small percentage of the population with specialist rather than generalist abilities (Armstrong, 2010), stakeholders argue that we need to develop neutral inclusion practices that do not insinuate ill health.…”

“…Introduction "Neurodiversity" broadly refers to naturally occurring diversity in human cognition (Singer, 1999). It has been used as an umbrella term for a range of neurocognitive developmental disorders (Doyle, 2020;Kapp et al, 2013) including autistic spectrum disorder, attention deficit and hyperactivity disorder or dyslexia. Recent public dialogue has shifted to the term "neurominority" to signpost that relevant individuals are disadvantaged regarding a range of life outcomes, including systemic social exclusion in education and inferior employment outcomes (Carter et al, 2012;Snowling et al, 2000).…”

AMO perspectives on the well-being of neurodivergent human capital

“…---Insert Table I around here---Analytical thinking and attention to detail by individuals with autism often make them successful in a variety of roles, specifically in the IT industry (Annabi and Locke, 2019). The ability of dyslexic and dyspraxic individuals to think innovatively is useful for individual employees and teams (Doyle, 2020). Individuals with ADHD have become successful entrepreneurs because of their extraordinary ability to multitask and remain calm under pressure (Antshel, 2018).…”