Neurodiversity And Accessibility

Cassandra James, DEI Manager

​

When most people think of diversity, they tend to think of the aspects of a person that are visible, such as race or gender. (Spoiler alert: both are social constructs, so you can’t always tell.) But diversity runs much deeper than appearances. One of the most overlooked yet vital aspects is neurodiversity — the natural variation in how human brains function and process information.

Neurodiversity includes conditions like autism, ADHD, dyslexia, Tourette's, to name a few. These are not simply “disorders” to be fixed, but differences in cognition and perception that can bring unique strengths — and challenges — depending on the environment.
That’s where accessibility comes in. Just as a building should have ramps for wheelchair users, workplaces, schools, and digital spaces should be designed with neurodiverse individuals in mind. That could mean clear communication, flexible working conditions, reduced sensory input, or alternative ways of participating.

When we talk about inclusion, it must go beyond the visible. True diversity means recognizing, respecting, and accommodating different ways of thinking, learning, and interacting with the world. Neurodiversity isn't a box to be ticked; it’s a reminder that there is no single "normal" brain — and there never was.

We may need to adjust our own way of thinking and behaving to be more accommodating. If you are the type of person that requires an immediate response to your inquiry, you may have to adjust as some of your colleagues need more time to process.  They may even need to put it in an email instead of speaking out in a meeting. That’s not avoidance, but accommodation.

Personally, my anxiety spikes when I get a Teams message or an email that just says “Can we talk?”.  My mind starts to spiral into worst-case scenarios. Many people don’t feel comfortable disclosing that they have anxiety, so to make it easier for everyone, just be clear about what the conversation will entail. It allows for the person to better prepare, and to focus on the task at hand, rather than catastrophizing. 
​
A lot of push back on DEI is that it’s too hard, and expensive to make these changes.  Changing our behavior is free but the outcome if priceless. So, let’s start small, send out agendas prior to the meeting. Giving your colleagues space to think and process. Diversity is great, but true inclusion is showing up for each other in the way THEY need you to.