Neurodiversity Terms Every HR Professional Should Know

As neurodiversity becomes more and more of a well-known concept, the need for HR professionals to understand the term and the language surrounding it grows as well. And if you’re an HR professional, it’s all the more important for you to understand these terms to better support your employees. Here are key terms every HR leader should know:

Core Neurodiversity Terms

• Neurodiversity – The recognition that neurological differences, such as autism, ADHD, and dyslexia, are natural variations of the human brain, not deficits. It was originally coined by Judy Singer in 1998. 

• Neurodivergent (ND) – Someone with innate neurological differences, including individuals with autism, ADHD, dyslexia, and more. This term can be attributed to Kassiane Asasumasu, an autistic activist. 

• Neurotypical (NT) – A person whose brain functions in ways that align with societal norms and expectations.

• Neuroinclusion – Policies, procedures, and cultures within a workplace that support both neurotypical and neurodivergent employees to thrive. 

  
  

Common Neurodivergent Conditions

• Autism Spectrum Disorder (ASD) – A condition that affects communication, social interactions, and sensory processing, often accompanied by strengths in focus and innovation.

• Attention Deficit Hyperactivity Disorder (ADHD) – Marked by challenges with focus, impulsivity, and hyperactivity, but often paired with creativity and high energy.

• Dyslexia – A learning difficulty associated with reading and writing, with strengths in problem-solving and creativity.

• Dyspraxia (Developmental Coordination Disorder, DCD) – A condition affecting coordination, fine motor skills, and spatial awareness.

• Dyscalculia – A learning difficulty impacting mathematical processing and calculation.

• Dysgraphia – A condition that affects handwriting, spelling, and fine motor skills.

• Tourette Syndrome (TS) – A neurodevelopmental disorder involving involuntary tics, which can be movement-related or vocal.

  
  

Workplace & HR-Related Terms

• Reasonable Accommodations – Adjustments employers make to support employees (e.g., flexible schedules, quiet workspaces, assistive technology), enabling them to successfully perform.

• Executive Functioning – A set of skills (e.g., planning, organizing, time management) that are used to manage everyday tasks. These tasks, however, can be challenging for some neurodivergent employees.

• Masking – The act of hiding traits that are typically associated with neurodiversity in order to fit in socially or professionally, often leading to burnout.

• Sensory Sensitivities – Increased sensitivity to stimuli (e.g., bright lights, noise), which can impact focus, comfort, and productivity.

• Hyperfocus – An intense state of concentration, almost like tunnel vision, often experienced by individuals with ADHD or autism.

• Burnout – A state of physical and/or mental exhaustion common among neurodivergent individuals due to constant masking or navigating inaccessible environments.

  
  

Why This Matters for HR Leaders

As an HR professional and leader, understanding these terms can be the first step towards creating an inclusive and supportive workplace for neurodivergent employees. By embracing neurodiversity and implementing neuroinclusive policies, businesses can unlock the full potential of their workforce, fostering innovation, productivity, and employee well-being.

What steps is your company taking toward neuroinclusion? Leave a note in the comments below! 

The information contained herein is for educational purposes only. It does not constitute legal advice.