Saskia de Jong, Member, Dr. Jami Frederick, Chair, and Anita Hessam, RVT, Member, Equity, Diversity and Inclusion (EDI) Advisory Committee

NEURODIVERSITY OR NEURODIVERGENCE REFERS TO variations in brain function and behaviour. It describes an idea that individuals experience and interact with and interpret the world around them in many different ways, and that brain differences should be seen as normal, rather than deficits. The term Neurodiversity was coined by sociologist Judy Singer in the late 1990s to describe the concept that certain developmental disorders lead to normal variations in the brain. As an individual with autism herself, she rejected the idea that people with autism were disabled and instead fought to have autistic individuals recognized as having brains that work differently from others. Neurodiversity is now used to refer to people with attention deficit hyperactivity disorder (ADHD), autism spectrum disorder (ASD), dyslexia and dyspraxia, and also individuals with other learning disabilities relating to reading, writing, math and understanding of directions. It is a concept that helps to reduce the stigma around both learning and thinking differences, and to promote inclusivity in both schools and the workplace.

It has long been perceived that individuals with learning differences are less intelligent than their peers, or are incapable of performing at the same level; however, these beliefs however are rooted in myth. Research has shown that differences in brain function and structure may result in individual challenge, but do not impact overall intelligence.

In veterinary medicine, we are a large community of diverse individuals, and included are many of us with neurodivergence. It is important to realize that -- because we perceive the world differently than some and we have different strengths and struggles -- sometimes accommodations need to be made to ensure success for the whole team. For example, an individual who has ASD may need breaks throughout the day to decompress, as sometimes a clinic environment can be overstimulating. Someone who has ADHD may need some extra time to complete tasks, which should be accommodated in the schedule. And it is important that we are honest -- sometimes things can get frustrating, for both the neurodiverse individual and for their team. We need to ensure that we have patience with ourselves and with the members of our team; every one of us struggles with things that the team may not even know about. Empathy is important when dealing with our colleagues. As many of us have heard, “Hold the highest thought.”

As an employer, it is important to realize that not all team members will fit into the same mould and to focus on individual positives. Recognize the strengths that come from these differences first, instead of the challenges. Every member of our community wants to succeed and be comfortable and happy in their workplace, and this means working with everyone’s strengths to build a rewarding career. Strengths such as increased drive and passion or creative thinking are common. Even concepts such as impulsivity can be seen as advantageous – people who possess neurodivergent features often say things that others are afraid to. The divergent qualities that can sometimes be seen by others to create challenges can also lead to creative problem solving and the generation of new ideas that benefit everyone. Neurodivergent individuals may take more time to adjust to their work environments, find ways to block out distractions, and manage social impressions, all of which require extra effort and can take a toll on work performance in the workplace when a supportive environment is lacking.

It is important to note the thought that some neurodiverse individuals lack empathy, or are not able to interact with others well, is not true, and this perception can be harmful to the individual and to the team. People who live with neurodivergence should not be limited due to misconceptions. If interpersonal interactions are difficult at first, some support and coaching go a long way. If time management is a difficulty, patience and understanding are essential. With support and time, so many of these initial struggles can be managed and overcome.

Neurodivergent individuals will also vary greatly in how they want to self-identify. Some prefer identity-first language while others do not. This is because some want to hold on to the identity of a disability to acknowledge that the workplace and school environment have not yet adjusted to dealing with neurodivergence and thus, these individuals are still at a disadvantage compared to the norm. Note that the terms neurodiversity and disability are not interchangeable. Although each term is valuable and may be part of self-identity, they are not synonymous.

Each and every member of our teams is valuable and worthy of respect and empathy, whether or not neurodiversity is involved. If we foster a community of love and support for all, then we can expect our workplaces to thrive and our colleagues to succeed.