NEURODIVERSITY IN ACCOUNTANCY | WHAT IS NEURODIVERSITY?
What is neurodiversity?
Neurodiversity is defined as a natural variation in how the brain processes information. Every one
of us thinks and behaves differently; our brains are as unique as our fingerprints, and our neural
pathways are constantly evolving. For a proportion of the population, nonetheless, there is a greater
than usual cognitive variation in how their brains process information.
Our research is based on stories from just a few accountancy
professionals who are neurodivergent, yet thriving in the
working world. It helps to define the reasons why cognitive
variation matters – and why embracing neurodiversity is not
only a moral imperative, but makes good business sense.
Neurodivergent conditions
There are several neurodevelopmental conditions under the
neurodiversity umbrella. The main neurotypes are detailed
in table below (there are others too). It’s important to note
that most of the neurotypes listed are lifelong conditions with
which individuals are born – and that they have no bearing
on a person’s intelligence.
Those who are neuro-different are often described as having
‘spikey profiles’. That is, they may have peaks in strengths
or dips in other areas when compared to a neurotypical
individual who has a flatter, more consistent profile. Some
examples of those strengths and challenges are included in
the table, although this list is not exhaustive.
Each neurodivergent individual experiences their strengths
and challenges as a unique blend. There’s a high chance that
individuals have multiple neurotypes, whether diagnosed or
not – therefore stereotypes of assumed behaviours related
to neurotypes are unhelpful. Additionally, challenges present
on a spectrum – where some have more severe challenges
than others.
From an evolutionary perspective, this makes sense –
historically, early humans needed those who could exploit
knowledge that already exists, and others who could explore
new opportunities (Taylor et al, 2022). Examples would be
those who were experts in crafting tools versus those who
were comfortable with ambiguity, taking risks and making
decisions. Having people at the extremes of thinking styles
has benefitted our evolution as a species – you could go as
far as saying it was fundamental to our survival.
Over time, however, a societal expectation that people
should conform to common behaviours within the workplace
developed. And those who did not conform to expected
behaviours have had to either try and fit in (by masking), or
often face adverse employment consequences. In the UK,
for example, fewer than 30% of individuals with autism are in
any form of paid employment (Office for National Statistics,
2022) – while many other neurodivergent individuals in
employment are afraid of sharing their diagnosis for fear of
being judged or treated differently.
Neurodiversity has for many years been viewed through
a medical lens that focuses on deficits and disorders. The
narrative is changing, however, and societies are starting to
recognise the unique perspectives and strengths of those
who are outliers in cognitive thinking – and what they bring
to the workplace.
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