Embracing Neurodiversity: Creating an Inclusive Workplace for Athletes & Veterans

We’re all neurodiverse! Did you know that around 1 in 7 people in the UK is considered ‘neurodivergent’? This means they experience the world differently from ‘neurotypical’ individuals.

Caragh McMurtry, former Olympian rower and founder of Neurodiverse Sport, is on a mission to make neuroinclusivity standard practice in sports, across all levels. Her insights on embracing neurodiversity in sports and beyond, such as in the workplace, can help unlock immense potential.  

The Importance of Understanding Neurodiversity & its Terms

Neurodiversity is “an umbrella term to describe all the ways in which human brain function and behaviour traits vary from person to person” (Terminology | Neurodiverse Sport). Embracing neurodiversity means understanding, accepting, and supporting people with these differences in all areas of life, including education and employment (Harvard Health Publishing).

Neurological differences are natural variations of the human brain. “Neurodivergent conditions are diagnosable when a person’s brain function and behaviour traits are visibly different from ‘the norm’ […] assuming the ‘norm’ exists…” (Terminology | Neurodiverse Sport).

We’re all neurodiverse by definition

Some common diagnoses are:

Autism, or Autism Spectrum Disorder (ASD), affects how people communicate and interact with others, and influences their perception of the world (Autism Speaks).

ADHD (Attention Deficit Hyperactivity Disorder) includes symptoms of inattentiveness, hyperactivity, and impulsiveness. It affects daily functioning and development, requiring sometimes medication, behavioural therapy, and lifestyle changes (Source: Mayo Clinic).

Caragh points out the significant misconception that neurodivergent individuals fit neatly into specific categories. “The way one person’s Autism manifests will be entirely different from another,” she explains. This is why a person-centred approach is crucial. Support or reasonable adjustments are often seen as special treatment rather than necessities, contributing to the stigma and shame attached to needing them.

The Challenges Faced by Neurodivergent Athletes

Neurodivergent athletes often face misjudged behaviour and a lack of appropriate support. Caragh emphasises, “all behaviour is communication. We should not judge another person’s behaviour by our own standards.”  Understanding can begin with a diagnosis, which helps individuals gain insight into themselves and seek appropriate support. By raising awareness and addressing individual needs, we can prevent misunderstandings and enhance performance.

Reflecting on her career, Caragh shared, “I wish I had understood my brain in the context of neurodiversity and neurodivergence much earlier in my career. It would have saved a lot of difficulty, suffering, and underperformance.”

Caragh also shared the story of Sam Smith, a former British number one tennis player diagnosed with Autism. Sam turned her passion for tennis into a successful 25-year career in sports commentary, showcasing how neurodivergent individuals can thrive with the right support.

Neurodiversity is sometimes wrongly associated with mental health. While neurodivergent individuals face unique challenges, it’s important to recognise that these are distinct from mental health issues. Addressing both requires creating environments that cater to diverse needs, and reducing invisible barriers that trigger stress and anxiety.

Creating a Neuroinclusive Workplace—Practical Tips for Employers

Lack of appropriate support is the number one challenge individuals face, allowing employers to drive change around that:

1. Consider each individual: carefully listen to the individual to identify strengths and weaknesses and provide tailored support, avoiding making assumptions but instead exploring options. Ideally, reasonable adjustments are available without request.
   
   
2. Self-support strategies: encourage employees to take time to decompress, offer flexible working schedules, and provide tools like noise-filtering earphones or assistive technology.
   
   
3. Environmental changes: implement quiet times and spaces, consider office design, and replace fluorescent lighting.
   
   
4. Peer-support & awareness: organise training sessions to raise awareness across your teams and create affinity group. Avoid jargon, encourage clear communication, and use closed questions to facilitate understanding. Embracing 'diversity of thought' can be achieved by normalising discussions about diversity and fostering empathy for greater effectiveness.
   
   
5. Prioritising and designing inclusive hiring practices:
   
   
   • Explicit communication: write inclusive job descriptions, clearly stating how to request accommodations, provide questions in advance and understand different thinking and communication styles.
     
     
   • Application process adjustments: simplify form-filling, address barriers that neurodivergent individuals might face, and consider project-based or skills-based evaluations.

 Neuroinclusion is a journey, not a box to be ticked

The Benefits of Neuroinclusivity at Work

A skills-first culture emphasises unique strengths, ensuring every team member feels valued and appreciated. This boosts morale and productivity by placing employees in roles where they can excel. Neurodivergent individuals often have hidden skills like resilience, creativity, and pattern recognition. Caragh notes, “industriousness and resilience are strengths born from difficulty.” These should be recognised and celebrated in the workplace. Similarly, athletes develop unique skills and are accustomed to working with diverse team members, making them naturally receptive and inclusive towards others. Celebrating everyone’s abilities unlocks their full potential, leading to innovative solutions and enhanced problem-solving.

Interacting with diverse minds daily strengthens teams by bringing various perspectives and approaches. This diversity enhances communication, fosters mutual understanding, and creates a supportive environment. When teams respect and understand each other’s strengths, they tackle challenges more effectively and achieve collective goals, just like in sports!

Neurodivergent individuals often think outside the box, leading to groundbreaking ideas and innovative solutions. Embracing neuroinclusivity taps into this creativity, ensuring businesses remain agile and forward-thinking.

Conclusion

By understanding and supporting neurodivergent individuals, employers can create inclusive environments that benefit everyone.

Caragh envisions a future where neuroinclusivity is standard practice. “It starts with communicating the invisible,” she says. Neurodiverse Sport aims to make neuroinclusive practices the norm in sports and beyond, promoting a strengths-based approach to neurodivergence.

Read more about Caragh’s inspiring journey in this excellent BBC article, and discover stories of other athletes, such as footballer Greg Halford, sharing his experience with autism.