Neurodiversity and neurodivergence are two closely related but distinct concepts in psychology and neuroscience. Essentially, neurodivergence refers to the cognitive functions of neurodivergent people that are atypical in their processing of information compared to the dominant social or cultural norm. Neurodiversity, on the other hand, recognizes and celebrates these varieties of cognitive styles.

Neurodiversity: 5 reasons to celebrate difference

People with autism, attention deficit disorder, dyslexia, dyspraxia, obsessive-compulsive disorder, or Tourette’s syndrome are among the neurodivergent individuals who need to be considered when developing online training so that they can benefit from it just as everyone else.

Because their cognitive style is different, instructional design teams must understand their particular needs in order to offer an optimal, motivating, and effective learning experience.

Inclusion

Online training courses that apply WCAG 2.0 accessibility standards (see post on accessibility) are generally adapted for neurodivergent people: streamlined styles, clarity of instructions, ability to adjust sound volume, consistency in presentation and instructions, etc.

Why would a company choose to comply with these standards? What’s in it for them?

Simple!

It’s about ensuring that all members of the organization feel included and considered within the company. This particular consideration is reflected in work motivation, a sense of belonging and the productivity of people at work, among other things.

Creativity

Due to their unique life experiences, neurodivergent individuals often develop more divergent and innovative thinking, allowing them to perceive multiple options simultaneously. They might also possess a particular passion and expertise in a specific area or have a heightened ability to recognize trends and patterns that others might overlook.

Ensuring that neurodivergent individuals have access to online training tailored to their needs benefits a company by fostering and supporting their creativity, innovative spirit, and unique perspectives.

Work culture

A company that considers the needs of all its team members is generally a great place to grow professionally. Employees who feel accepted and celebrated in all their differences are more eager and productive in their respective roles.

This creates a positive work climate where people experience a sense of security and openness.

Return on Investment

Training employees, from the moment they onboard, and on an ongoing basis thereafter, is universally recognized as good practice.

The development of online training courses accessible to all certainly requires a slightly greater investment. However, the benefits in terms of productivity, employee stability within a company, and the possibility of leveraging increased creativity are well worth the greater investment.

Brand image

Seeing people with neurodivergences as corporate assets makes them excellent ambassadors for the company they work for.

And let’s not forget that this attitude usually also applied to the company’s customer base.

Together, these two poles go a long way towards enhancing a company’s brand image, which usually has an impact on market share.

In closing, it is important to highlight some initiatives undertaken in the past within companies that have left a positive mark for the inclusion of neurodivergent people.

The Autism at Work program at SAP (a multinational software company); the initiative to hire autistic or neurodivergent people at Microsoft; the EY Neurodiverse Center of Excellence at Ernst&Young.

Makes you want to celebrate, doesn’t it?