The word ‘NEURODIVERSITY’ was first coined by Judy Singer, an Australian Sociologist in 1996-1999. The term represented a move away from previous “mother-blaming” theories about the cause of autism. The term was later popularised by journalist Harvey Blume when he published the word in an article in the Atlantic on 30th Sept’1998.
The neurodiversity paradigm was taken up first by individuals on the autism spectrum. Subsequently, it was applied to other neurodevelopmental conditions such as Autism Spectrum Disorders, developmental speech disorders, dyslexia, dyspraxia, dyscalculia, dysnomia, intellectual disability, and Tourette syndrome, as well as schizophrenia, and some mental health conditions such as bipolarity, schizoaffective disorder, antisocial personality disorder, dissociative disorders, and obsessive-compulsive disorder.
Neurodiversity advocates denounce the framing of autism, ADHD, dyslexia, and other neurodevelopmental disorders as requiring medical intervention to “cure” or “fix” them, and instead promote support systems such as inclusion-focused services, accommodations, communication, and assistive technologies, occupational training, and independent living support.
The intention is for individuals to receive support that honors authentic forms of human diversity, self-expression, and being, rather than treatment that coerces or forces them to adopt normative ideas of normality or to conform to a clinical ideal.
ABOUT THE NEUROGIFTED PROJECT
The Neurogifted Project is an endeavor dedicated to spreading awareness about neurodiversity at all levels of society and cultures and in organizations, providing support and sustainable solutions to all stakeholders, and promote neurodiversity inclusion.
We exist to help organizations implement neurodiversity projects, embrace and harness the power of neurodiversity in their workplaces, and reap the consequential benefits.
That neurodivergents are liabilities in the workplace and that embracing neurodiversity is somehow impractical, costly, or risky for organizations to implement is an established myth. Nothing can be further from the truth. Recent experiments and organizational experience have in fact revealed that neurodivergents are actually unique assets in specific job roles under controlled conditions.
Neurodivergents due to their unusual neuro-wiring, bring special capabilities to the table. Specific neurodivergences manifest in some extraordinary abilities that are critical skills for organizations. This is a huge dividend for an organization to overlook. The benefits far outweigh the risks and costs and having a neurodiverse talent pool results in extraordinary and powerful results in the workplace.
HOW THE NEUROGIFTED PROJECT CAN HELP AND SUPPORT YOU
LEARNING RESOURCES
Here you will get free access to all the information you need to gain knowledge about neurodiversity under one roof. You can learn about neurodiversity, get the latest news and updates through articles, publications, books, and videos.
FOR EMPLOYERS
If you’re a potential employer looking to acquire neurodiverse talent, then this is just the right place for you to begin. Our expert team can help you make informed decisions and be your program partner throughout the journey.
FOR CANDIDATES
If you’re a neurodivergent individual and are looking for potential career opportunities, we can help you create your ND Profile, upgrade your knowledge and skillsets to match specific job roles that will benefit you.
Schedule a Free Consultation
Neurodiversity is a complex and vast subject. We’re here to help you better understand it and explore your opportunities. Feel free to consult with us.
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