Celebrating Neurodiversity – My story

I was diagnosed with dyslexia when I was 8 years old and despite facing many obstacles, I was extremely blessed to have been supported by an amazing set of teachers who saw the value in my way of thinking and gave me the resources to excel. 

Being dyslexic has given me many unique advantages. I am able to think outside the box when it comes to problem-solving, can apply a great deal of creativity to various tasks and am a big picture thinker. This has been a major benefit in my ability to critically think and analyse work which I believe has been a major benefit in both my academic studies and on my journey in the Civil Service Fast Stream.  

I am now working for the Workplace Services Programme, and I see my neurodiversity as an asset to my role and team.

I work remotely in the Highlands of Scotland, and the introduction of flexible working has been a huge advantage to me. I can work in a quiet space, without the glare of bright lights and noisy distractions. Technology is important in helping manage my dyslexia and tools like ‘spell check’ and Grammarly software go a long way in assisting me. The great thing about the Civil Service is I have found my teams and managers to be supportive and as such, if there is anything I need, I am not afraid to seek further support.

However, it is not always the case that people feel supported or that their neurodiversity is fully understood, that is why it is vital we continue the conversation and seek to do more in embracing neurodiversity in our teams.

Neurodiversity was a term coined in the 1990s by Judy Singer, an autism activist who sought to change societal attitudes towards people with learning differences. The concept of neurodiversity is that people experience and interact with the world around them in many different ways. There is no ‘right’ way of thinking, behaving, and learning, and as such differences should be celebrated.  

Neurodiversity usually refers to a set of specific learning differences including but not limited to, ADHD, autism, dyspraxia, and dyslexia. It is estimated that around 1 in 7 people in the UK are neurodiverse, and it is likely, you yourself or somebody in your team has a learning difference.  

Being neurodiverse is challenging. While there is no universal experience, difficulties can include the ability to process information at the same speed as others, following verbal instructions, reading, writing and spelling, initiating and holding conversations in social settings, maintaining eye contact and concentration. Yet, despite challenges people may face, there are a range of benefits that come with being neurodiverse, something I can vouch for from my own personal experience with dyslexia.  

Although I have had to work that little bit harder due to my dyslexia, I successfully obtained a Master of Sciences with Distinction in Energy Politics and Law and am proud that I am halfway through my Fast Stream journey. These are achievements I could only ever have dreamed of when I was younger, as my dyslexia brought with it some feelings of self-doubt and a lack of confidence in my abilities. However, through my interest in political studies and a passion for improving the lives of the less fortunate I was determined to make it academically to where I am now.   

Despite the difficulties I faced, I firmly believe that if it wasn’t for the encouraging teachers and colleagues, who have supported me and celebrated my differences, I would not be here today writing this blog. Yet, for many neurodiverse people it is too often the case that they do not believe in themselves or do not have the resources and support around them to excel. This is something I am enormously passionate about changing, particularly now working in DWP where many of the citizens we serve may be struggling with their neurodiversity.   

*Some simple ways we can support Neurodiverse colleagues  

The Workplace

• Offer adjustments to an employee’s workspace to accommodate any sensory needs. 
• Offer a quiet break space, communicate expected loud noises (like fire drills), offer noise-cancelling headphones. 
• Provide assistive technology, accommodating office equipment. 
• Allow the use of fidget toys, allow extra movement breaks, offer flexible seating. 

Behaviours  

• Use a clear communication style, both written and verbally.  
• Avoid sarcasm, euphemisms, and implied messages.
• Provide concise verbal and written instructions for tasks, and break tasks down into small steps. 
• Be conscious of your body language and facial expressions – keep a friendly expression, especially in meetings. 

Be a leader in creating a culture which values everybody

• Don’t make assumptions – ask a person’s individual preferences, needs, and goals. 
• Raise awareness and speak openly about Neurodiversity, share best practice of how to support others.

By Emma Reid, DWP