In the latest edition of the Messaging, Malware and Mobile Anti-Abuse Working Group (M3AAWG) Engagement Series, Rich Losee presented “Neurodiversity: Understanding Autism and ADHD” earlier this month.
With Rich’s presentation focused on Autism Spectrum Disorder (ASD) and Attention-Deficit/Hyperactivity Disorder (ADHD)—two of the most impactful and common conditions within the neurodiversity landscape—the audience emerged with clear marching orders for promoting a more inclusive and supportive society.
As a neurodivergent individual serving as a Scrum Master by trade, Rich started educating others about the challenges and advantages of living with neurodiversity after a family member was diagnosed with Autism and ADHD (often called AuDHD). He soon learned all about it through books and hours of watching AuDHD influencers candidly reveal their journeys on social media.
What is Neurodiversity?
Neurodiversity is an umbrella term comprising a range of conditions that identifies and celebrates the natural variation in human neurological functioning. It affects approximately 1 in 7 people in the workplace.*
“Overall, neurodiversity fosters a more inclusive and compassionate society by embracing the richness of human cognitive diversity and recognizing that all brains are valuable and worthy of respect,” Rich said.
Autism Spectrum Disorder (ASD)
ASD is a neurodevelopmental condition impacting social communication and interactions. It involves having a restricted range of interests and engaging in repetitive behaviors. Autism is not linear (i.e., someone can excel in social differences while lacking emotional regulation), and labels like “high/low functioning” are outdated and damaging.
“High/Low Functioning labels don’t adequately describe the autistic experience; rather, they describe how neurotypicals are affected by autistic individuals,” Rich said.
Attention-Deficit/Hyperactivity Disorder (ADHD)
ADHD is a neurodevelopmental disorder characterized by constant patterns of inattention, impulsivity, and hyperactivity. These traits interfere with daily functioning and development. The term ADD is no longer used; it is now classified as:
- ADHD-I (Inattentive type)
- ADHD-H (Hyperactive type)
- ADHD-C (Combined type)
“The myth that this is a childhood disorder that you simply grow out of is not true; fundamentally, ADHD is not a deficit of attention; it’s a lack of regulation,” Rich said.
Rich also pointed out that chronically low dopamine levels in people with ADHD have a significant impact on cognitive functioning and behavior.
The Challenges of ASD and ADHD
Challenges at home, school, and work were outlined by Rich to include the social struggles, communication differences, and sensory sensitivities that we could all be more sensitive to, no matter where we go to school, work, or live.
He discussed how studies suggest employment challenges and reduced life expectancy impact those with ASD and ADHD significantly more than neurotypical individuals.
Rich also called for the audience to be aware of masking, which is a sustained and unnatural effort to blend into norms. It is common among those with ASD and is increasingly recognized in those with ADHD. It leads to social isolation, mental fatigue, and a sense of disconnection from one’s authentic self.
Embracing Neurodivergent Inclusion
In a psychologically safe and sensory-friendly environment, those with ASD tend to demonstrate important workplace values such as loyalty, dependability, honesty, and deep attention to detail, while those with ADHD typically possess traits like enthusiasm, spontaneity, and a willingness to take risks.
“[People living with ASD and ADHD] are not all savants, but if you want to know about the Marvel Cinematic Universe, I’m your guy,” Rich quipped, noting that individuals with ASD and ADHD tend to be funny, empathetic, resilient, and have unique perspectives on society.
“There are so many wonderful ways to embrace neurodiversity,” Rich added.
When it comes to supportive workplace environments that can help neurodivergent people reach their full potential, Rich outlined the importance of things like clear communication, structured tasks, minimizing distractions, sensory considerations, flexible work environments, and encouragement of positive reinforcement.
“These workplace considerations and accommodations can not only help your neurodiverse teammates, but they can truly benefit everyone,” Rich said.
Keep the Inclusivity Conversation Going Strong
J van Aalten, Vice Chair of M3AAWG’s Diversity, Equity, Inclusion, and Belonging (DEIB) Committee moderated the event, and as a friendly reminder, if you are a M3AAWG member looking to get involved with the DEIB Committee, you may view the full Charter and Join the Committee here.
Video and presentation are now available for members only.
*Collins, Caitlin. "Embracing the Spectrum: Unlocking the Full Potential of Neurodiversity at Work." Betterworks, May 21, 2024. https://www.betterworks.com/magazine/how-to-embrace-neurodiversity-in-th...