"Have you heard the statistic that neurodiverse employees are 90 to 140% more productive than non-neurodiverse? Isn't that amazing?"
Therapist Julie Bjelland, LMFT from "Episode 192- Embracing Neurodiversity with Julie and Willow" of her HSP and Neurodivergent Podcast. (Follow link to her site & find her Downloadable Guide for Organizations and Individuals under the autism tab.
She is probably referring to a case study by JPMorgan Chase in its Autism at Work initiative; see article below.
Short clip from the video version of her podcast episode:
The second section of this Creative Mind Audio is an excerpt from the Neurodiversity Podcast by Emily Kircher-Morris, Episode 122: Attorney, Author, Artist, Autistic.
From the show notes: "A three-year-old with an autism diagnosis is looking at a completely different future than someone who has masked their neurodivergence for years.
"We talk with Haley Moss, an attorney, author, and consultant, who helps companies create a neurodiversity-friendly atmosphere. She was diagnosed at age 3, and now has strong opinions about what it takes to move the world in the right direction..."
Haley Moss comments "I think self-diagnosis is extremely valid and a very powerful tool for a lot of people to discover something about themselves especially if they knew that they seemed different but didn't really know why."
[Photo at top: Astrid Nielsen, left, is a consultant to a Paris police department in the French tv series "Astrid et Raphaëlle" in which she teams with Raphaëlle Coste, a neurotypical police detective. See more below.]
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Haley Moss is "a lawyer, neurodiversity expert, and the author of four books that guide neurodivergent individuals through professional and personal challenges. She is a consultant to top corporations and nonprofits that seek her guidance in creating a diverse workplace..."
Haley Moss website haleymoss.com
book: Great Minds Think Differently: Neurodiversity for Lawyers and Other Professionals by Haley Moss.
See more titles in my Amazon book collection Highly Sensitive / Neurodivergent People.
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TV Series ‘Astrid’
Photo at top of this article: Astrid Nielsen, left, is a criminal records archivist and consultant to a Paris police department in the Frech tv series "Astrid et Raphaëlle" in which she teams with Raphaëlle Coste, a neurotypical (and often impulsive) police detective. They not only work together, but value each other as friends.
At the beginning of the series (one of my favorite shows), Raphaëlle - along with her other police officers - are wary, even dismissive, of this 'weird' person, Astrid, but come to respect her encyclopedic knowledge and intuitive insights for solving complex crimes.
The show and its characters may be fictional, but also acclaimed for its portrayal and respect for neurodivergent people: Astrid and other characters.
My query on on search engine Perplexity for "is astrid french series a good depiction of autism" shows this summary, with links to articles:
"Yes, the French crime drama series "Astrid et Raphaëlle" (known as "Astrid: Murder in Paris" in English) is widely praised for its authentic and thoughtful depiction of autism through the character of Astrid Nielsen, played by Sara Mortensen.
Astrid is openly identified as being on the autism spectrum from the very beginning. Her autism is treated as an integral part of her character rather than just a quirk or plot device.
Mortensen's performance as Astrid is lauded for capturing the nuances of autism, such as stimming behaviors, difficulty with eye contact, need for routine, and challenges with social interactions.
The show doesn't sensationalize or mock Astrid's autism. Instead, it highlights her exceptional memory, pattern recognition skills, and different way of perceiving the world as assets for solving crimes."
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Benefits of neurodiversity in the workplace
From article by employee experience platform Culture Amp; see article for links to related articles.
“Neurodivergent employees aren’t just positive additions to the workplace but a proven competitive advantage.
Neurodivergent individuals have been found to possess some of the most sought skills in today’s world of work, including:
Greater than normal ability to process information. Research has found that autistic employees “have a greater than normal capacity for processing information even from rapid presentations and are better able to detect information defined as ‘critical.’”
Creative thinking. Many of the symptoms of ADHD – creativity, risk-seeking, high energy, and the desire to multitask – can become key strengths when leveraged the right way, in the right job, and in the right organization. Meanwhile, individuals with dyslexia are “often capable of seeing connections that others cannot and create narrations which can simplify complex tasks or products.”
Elevated productivity. A case study by JPMorgan Chase found that professionals in its Autism at Work initiative made fewer errors and were 90% to 140% more productive than neurotypical employees.
Ability to take a different perspective. Because neurodiverse people are “wired” differently from neurotypical people, they often bring innovative ways of thinking and problem-solving to their teams and organizations.
Reminder: The list above is far from exhaustive, and not every neurodivergent individual will exhibit all or any of those specific qualities.
Every person is unique, neurodivergent or not.
Organizations must avoid hiring neurodiverse employees expecting them to, for example, fit the stereotype of an “autistic savant” who exhibits exceptional, genius-level abilities in one or more domains.
Moreover, prioritizing neurodiversity in the workplace also significantly benefits key business metrics like:
Team productivity and performance. According to a Deloitte report, “research suggests that teams with neurodivergent professionals in some roles can be 30% more productive than those without them.”
This is likely because of neurodiverse employees’ unique skills and cognitive abilities, allowing them to solve problems and approach tasks differently than their team members.”
From article Neurodiversity in the workplace: Why it matters, By CultureAmp.
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A note on labels - 'neurodiverse' and 'neurodivergent'
A search on perplexity for query 'is neurodivergent different than neurodiverse' shows this summary, with links to articles:
“Yes, neurodivergent and neurodiverse are different terms with distinct meanings.
Neurodivergent refers to an individual whose brain functions differently from what is considered "typical" or "neurotypical". It describes someone whose neurological development and cognitive functioning diverge from the norm, such as individuals with conditions like autism, ADHD, dyslexia, or Tourette's syndrome.
Neurodiverse, on the other hand, refers to the diversity found among all people in terms of how their brains function and process information. It encompasses both neurodivergent individuals as well as neurotypical individuals.”
...
But there seems to be an evolving conception of these terms.
For example, another sources note “Neurodiversity” is a word used to explain the unique ways people's brains work. While everyone's brain develops similarly, no two brains function just alike. Being neurodivergent means having a brain that works differently from the average or “neurotypical” person."
From article: Neurodivergent: What It Is, Symptoms & Types - Cleveland Clinic.
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» post - People with Autism Turn to ChatGPT for Advice on Workplace Issues - "A new Carnegie Mellon University study explores how people with autism interact with ChatGPT and similar artificial intelligence tools for help and advice as they confront problems in their workplaces."
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