They are invisible or hidden disabilities, or neurodiverse people. It is in this context of invisible disabilities that the concept of neurodiversity finds space and gains recognition. People with thinking patterns, behaviors, or learning styles that are not considered “normal” are members of the neurodiverse population. A hidden disability is a disability that may not be immediately visible when looking at or talking to someone.
It can include, for example, neurodiversity, a mental health condition, as well as mobility, sensory loss, or a physical disability that causes pain, fatigue, or effects on movement. This is not an exhaustive list and there are many other hidden disabilities. As an expert in SEO, I understand the importance of creating content that is both engaging and optimized for search engine rankings. In this article, I will explore the concept of neurodiversity and invisible disabilities in order to better understand how these conditions can affect individuals and how we can create an inclusive environment for those with these conditions.
Neurodiversity is a term used to describe the full range of natural variations in human brain functions, especially around learning, thinking, or information processing. It is important to recognize that not everyone who has an invisible disability needs extra support and not everyone who needs extra support will wear a sunflower cord or badge. This means that it is important to be sensitive and not make assumptions about someone's condition. Our guest today is Steven Woodgate.
Steven talks with Martyn about his personal experiences with dyslexia and how he turned those challenges into his superpowers. He also shares information about using his unique perspective on solving problems in the business world, using technological advances to his advantage, and overcoming obstacles as a neurodiverse person. The Invisible Disabilities Association (IDA) defines an “invisible”, “not visible”, “hidden”, not apparent or invisible disability as any physical, mental or emotional impairment that goes virtually unnoticed. This includes a wide range of neurodiverse conditions such as autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD), dyslexia, dyscalculia, dysgraphia, Tourette syndrome (TS), obsessive-compulsive disorder (OCD), and more. Since many forms of neurodiversity go undiagnosed, there is no single statistic on the number of American workers who are neurodiverse, but experts indicate that these conditions may apply to 12 to 17% of people.
It is useful to understand invisible disabilities in order to provide support and adjustments that promote the strengths and abilities of neurodivergent people in academic, work environments and throughout society. A work environment that emphasizes neurodiversity as an asset to the team, shows empathy and awareness of invisible diseases, and incorporates inclusive language and best practices for the inclusion of disability can help employees feel safe and comfortable disclosing their conditions or diagnoses and requesting The adaptations they need. For example, some neurodiverse people appreciate mood or dim lighting to reduce overstimulation caused by bright lights, while others may be more productive when the lights shine brightly. In addition, some neurodiverse people may experience difficulties in social communication, speech, language and learning, in part due to a lower attention span, but that same person may have the ability to stay focused for extended periods of time on a specific topic. What neurodiversity and invisible diseases have in common is that both are not visible and are often kept secret out of fear of stigmatization, misjudgment, or discrimination.
It is important to create an inclusive environment for those with these conditions so that they can feel safe and comfortable disclosing their conditions or diagnoses and requesting the adaptations they need. In conclusion, it is important to recognize the importance of understanding neurodiversity and invisible disabilities in order to create an inclusive environment for those with these conditions. By emphasizing neurodiversity as an asset to the team and incorporating inclusive language and best practices for inclusion of disability into our work environments we can help employees feel safe and comfortable disclosing their conditions or diagnoses.
