By Carol Adams — 2020
To avoid missing out on the skills autistic people bring, companies can learn from the experience of improving gender and race diversity, where both direct and indirect discrimination act as a barrier.
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Conceptions of identities are complex. We have a number of identities that manifest themselves in different environments or as composite forms of background experience. So, do neurodiverse conditions like autism, dyslexia, dyspraxia, and bipolar really comprise a part of a person’s identity?
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Businesses that find out more about about the characteristics of those on the autistic spectrum can optimise their strengths and help them to contribute hugely to the output of their teams.
So you’re doing a story about Neurodiversity, or you want to know more about the Neurodiversity Movement. We’re here to help. First, It’s useful to know what the terms “neurodiversity” and “neurodiversity movement” mean.
We’ve been taught to refer to people with disabilities using person-first language, but that might be doing more harm than good.
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Neurodiversity is a fresh way to see difference. Is it right for you?
Tracy Murray has witnessed a lot of change in her 27 years of work in classrooms. But in her view, no shift has been as radical—or as positive—as the difference in the way children with autism spectrum disorder (ASD) are viewed by society.
Brain differences such as autism, ADHD, and dyslexia are not something to be cured, but something to be embraced as part of human diversity.
It remains controversial—but it doesn’t have to be. We need to embrace both the neurodiversity model and the medical model to fully understand autism.
Rather than simply accepting people with neurodiverse conditions like autism or dyslexia, what if we recognised their hidden talents? Four neurodiverse people explain how the way their brains work has been key to their success
Does your autistic loved one tend to overshare or overexplain? We don't mean to come off as desperate or creepy, we just connect differently.