There will always be something different about us compared to others, something that makes us stand out from the crowd. It may be our age, body shape, height, accent, eye, skin or hair colour or even our level of talent, intelligence or popularity. We all know how it feels to have perceived negative differences to those around us.

Perhaps this feeling – where our characteristics don’t quite measure up to our peers or blend in well enough with society, can help us to empathise with those living with the challenges of neurodivergence each day.  

Paul Haywood and Nicola Pinkney discussed this fascinating topic at the IRM UK European Business Analysis Conference in September and provided the audience with the Business Analyst’s (BAs) ‘Survival Guide to Neurodiversity’.

What Do We Mean by Neurodiversity?

Paul and Nicola described Neurodiversity as ‘an umbrella term used to describe differences in the human brain’. The term encapsulates a continuum of conditions including ADHD (Attention Deficit and Hyperactivity Disorder), Autism, BPD (Borderline Personality Disorder) / EUPD Emotionally Unstable Personality Disorder), Tourette’s, OCD (Obsessive Compulsive Disorder), Dyslexia, Schizophrenia, Anxiety and many more.  

Paul made it clear that he and Nicola are not medical professionals but self-professed advocates of discovery in this field. They have thoroughly researched this complex topic and examined some of the possible causes of neurodiverse conditions such as genetics, epigenetics and environmental factors such as prenatal exposures and early childhood experiences.

How Does a ‘Typical’ Brain Work?

A typical brain has a characteristic structure and function, with balanced and properly distributed hormones, which Paul and Nicola described in their talk. It can handle different types of cognitive processing and can develop alternative strategies to help compensate for and adapt to any negatives.

How Do People with Neurodivergent Traits Cope?

Some people with neurodiversity wear a metaphorical mask as a form of social camouflage. They only let others see what they want them to see, or what they think they should display to the outside world, in order to fit in. Masking is a form of ‘extreme adaptation’, sometimes used by those struggling with their differences. It’s vital to champion neurodiverse people, but before we can do that, we need to see the real person and gain their trust to make them feel safe enough to remove the mask.

On the surface, someone with neurodivergence may present with time management issues, depression, emotional outbursts, hyperactivity, stress and social awkwardness. This is merely the tip of the iceberg as other submerged factors are aplenty such as executive dysfunction, feeling misunderstood, people pleasing, loneliness and isolation, burnout, imposter syndrome and poor working memory. The list goes on.

Challenges Faced on the Neurodiverse Journey

Both respected Business Analysts in industry, Paul and Nicola have each been affected first hand by their own neurodiverse journeys. They have faced challenges, harmful attitudes and common misconceptions from others, who have little understanding of genuine neurodiversity or believe there is no such thing.

Such viewpoints have been reinforced by flippant statements suggesting that neurodivergent people are ‘seeking special treatment’, ‘overly sensitive’, ‘looking for ways to feel unique’ and ‘using it as an excuse for laziness’. Another perspective they have experienced is that ‘unity should be encouraged’, ‘acceptance of neurodiversity is creating more divisions in society’ and ‘everyone should be considered the same’. Unfortunately, for some who may already feel like a square peg in a round hole, these comments have the potential to feel frustrating, demeaning, and dismissive of their reality.

What Does This Mean for BAs with Neurodiversity?

Despite the challenges, it’s certainly not all bad. Nicola and Paul have found that there are distinct advantages that people with neurodivergence may have over others who have typical brain wiring, and that for every weakness there is likely to be a strength. For example, where there are barriers and a struggle to adapt to the norm, there may also be heightened creative problem-solving skills. Where there is emotional exhaustion and an increased likelihood of mental illness, there may also be the opportunity to develop enhanced sensitivity where a deep empathy, intuition and understanding which can be used to appreciate the value of others. Where there is over-analysis, worry or assumptions, there may be enhanced pattern recognition and the ability to identify uncommon themes and connections. These are all skills that can add tremendous value to the BA role.

How Can We Better Support those with Neurodiverse Conditions?

During their highly informative session, Paul and Nicola shared an array of tips for both building and functioning as part of a diverse team. Championing the neurodiversity of team members is key and to do this effectively, Nicola suggested building openness within the team and thinking about how best to utilise strengths and match them to work to provide the best possible outcomes.

People with neurodivergence can face many daily challenges such as uncomfortable social interactions, procrastination and a lack of concentration. However, there are a variety of reasonable adjustments that can easily be implemented such as the use of fidget toys, setting small achievable goals, using noise cancelling headphones and creating a reward system for completed tasks.

Neurodiversity in Business

Neurodiversity as a topic is gaining traction in the business world. Acceptance, support and validation are needed to build harmony and make everyone feel welcome and valued in the workplace. Continued discussion and enhanced awareness can only help the neurodiverse community who are seeking to be understood, and those who want to better support their neurodiverse colleagues.

With thanks to Paul Haywood and Nicola Pinkney, for their safe, honest, fun and heartwarming view into the lives of people with neurodiverse traits, and their recommendation of tools and resources.

Helpful organisations:

Daisy Chain (Autism and Neurodiversity Support)

Mind (Mental Health Charity)

S4Nd (Society for Neurodiversity)

The Brain Charity (Neurological Support)