Brain (noun) : an amazing three-pound organ that controls the functionality of a body and acts as the processor between input and output of information. While on a basic level every brain has a similar set of characteristics, the manner in which the brain is wired determines the behavioural patterns of an individual. A certain person may remember every word and every detail from their grade 5 textbooks. Another can be hyper-sensitive to people’s feelings and absorb them like a sponge. This demonstrates how every person’s thought process is shaped not only by their life experiences but also by their brain’s unique functioning. A scientific marvel, truly. However, what is awe-inspiring in the realm of science, loses its value once it enters the norms, conforms and uniformity of the society.
The scientific term for what was just described is ‘neurodiversity’, often used interchangeably with neurodivergence. It suggests that the brain’s diversity is a natural phenomenon and that there is not ‘right’ or ‘wrong’ way in which to perceive and engage with the world.
But there is a slight difference between the two terms. Neurodivergent describes people with autism, tourette syndrome, dyslexia, or ADHD which deviates from typical norms. Neurodiversity includes everyone – those with unique brains and those within the standard range. It appreciates each person’s distinct brain, acknowledging its special qualities. Both terms matter in mental health discussions, not for diagnosis, but to understand the person for who they are.
Diverse ways in which some brains are wired
The archaic perspective of neurodiverse people as having weaknesses, is changing. Society has come to a point where, slowly, but surely the skills of neurodiverse people are valued. The outdated view of equating their differences with impairments and deficits have been replaced by a celebration of their strengths and abilities. This repositioning from a “medical model” to the “social model” motivates them to embrace their high-function abilities and use them to add something to the society.
First and foremost, we need to understand the spectrum of neurodiversity so that these individuals can be understood beyond their medical portfolios. The most common type of neurodiversity is autism spectrum disorder (ASD). Individuals with ASD struggle with social communication and behaviour, each in their own way due to the wide range of expression within the diagnosis.
Another type of neurodiversity is attention-deficit/hyperactivity disorder (ADHD). Those with ADHD find it challenging to manage impulses, thoughts, and attention, which can lead to disruptive but also innovative thinking.
Other forms of neurodiversity include Tourette’s syndrome, dyslexia, dyscalculia, and mood and anxiety disorders. Tourette’s can be characterised by varying levels of motor and vocal tics. Dyslexia is a disorder that affects the reading, writing and understanding of language. Dyscalculia on the other hand affects numerical comprehension. Mood and anxiety disorders like depression and generalised anxiety offer both limitations and alternative perspectives on situations.
However, while these are the behavioural differences that are assigned to each disorder, each one of them come with diverse viewpoints and abilities.
Seeing the world differently
Neurodiverse individuals have a great eye for details. Information that could fly right over a “regular” brain, registers better, faster and more creatively in the brain of a neurodiverse person. Pamela Furr, writing on “Why it’s important to embrace neurodiversity in the workplace (and how to do it effectively)” for Forbes uses the statistics put forth by JP Morgan Chase to show that according to the ‘Autism at Work’ initiative created by this financial institution, their neurodiverse hires were “on average, 90% to 140% more productive than employees who had been at the company for five or 10 years”
Apart from having remarkable observation skills, they are also ahead in the curve with regards to analytical thinking. People with conditions such as dyslexia and autism often exhibit noteworthy problem-solving and analytical abilities. They approach challenges from an unconventional angle, offering fresh perspectives and unique solutions. While your brain might be whirring to think of how they are capable of such skills, I will instead give you a few famous names that made it big despite and because of dyslexia. In Hollywood, Salma Hayek, Keira Knightley and Tom cruise; three of the brightest stars known to be dyslexic. Corporate moguls such as Richard Branson and Steve Jobs made use of their dyslexic brains to own billion-dollar companies.
Complementing such analytical skills is their knack for creativity and innovation. These individuals have distinct thinking patterns that contribute to the generation of innovative ideas and solutions. Their perspectives enrich teams and drive creative thinking.
Additionally, a strength that neurodiverse individuals possess is the ability to hyperfocus. Some of them can become deeply engrossed in their work, leading to heightened productivity and a remarkable ability to persist in complex tasks. This intense focus allows them to excel in tasks that require sustained attention.
What this indicates is that some people understand the world in black and white. Some in multi colours and some may grasp it perhaps even with no colours. Seeing the world in different shapes and colours is what propels a society. Hence why we need inclusivity. The notion of inclusivity is a cornerstone of modern societal values. A world that gives equal recognition to everyone alike, with the absence of discrimination sounds almost utopic, but pleasant and doable. Breaking barriers and the stigma around neurodiversity is extremely important. People who are neurodivergent already see the world differently. Therefore it is vital that the ones who are not neurodivergent step up so that both parties can meet at eye level. Similarly, neurodivergent people should be made privy to how other people’s brains work as well. So that when they have a better understanding about how the world around them functions, they will attempt to reach out without retreating into a shell.
While there is no hard and fast rule as to what strategy should be used to accentuate their abilities and harness the skills, learning about and accepting neurodiversity has three conditions.
One is that valuing differences does not mean you negate the disabilities. Simply because a society is required to accept the differences that ensue neurodiversity, it does not give them the right to not acknowledge the existence of such behavioural differences. Instead the society can accommodate the differences. For example, a workplace can do so by giving them flexible work schedules, noise-cancelling headphones or visual aids.
Second, never assume that neurological differences are problems. The world may have 99 problems, but this is not it.
Third, and most importantly, know that there is a fine line between valuing and romanticising something. The minute that you romanticise neurodiversity, it will be blown out of proportion for all the wrong reasons.
(Sandunlekha Ekanayake)