'Who are you?' This a routine, mundane question that many of us get asked every time we introduce ourselves to someone. I reply with the rehearsed show I know all too well. 'I'm an outspoken, proud British Pakistani, a social and political inequalities researcher with an MSc and £20,000 scholarship from the London School of Economics (LSE), one of the contributing campaigners to the Justice 4 You campaign, a keen explorer and always found with a book by my side'. That’s quite a mouthful, but one that I feel projects an excellent picture of the Usman most people see today. But, a part of me is missing from the rehearsed show – that I’m a neurodivergent.

Learning of my dyslexia and dyspraxia diagnosis at the age of 21 rocked my world – and the typical British tendency to brag a lot about how meritocratic and inclusive our society is, came to a crashing halt with my experiences. It was a distinct period of my life where I've found the process of navigating prejudice and fear surrounding neurodiversity far harder than actually navigating the barriers themselves. Going through this continual journey has given me the inner fire to be a champion in the fight for equality – and to call out deeply ingrained discriminatory behaviours and practices in our society. This blog aims to interrogate and get behind some of the myths surrounding neurodiversity and foster a more humane, compassionate understanding of neurodiverse communities. 

Neurodivergence and Intelligence: The Truth 

I was initially recommended to attend an SPLD (Specific Learning Difficulties) screening as an Anthropology and Sociology Undergraduate at Goldsmiths after the first round of essays was handed in. The test looked for various neurodivergent conditions, including dyslexia, dyspraxia, autism, and ADHD. After much persistence from my tutor, I reluctantly agreed to go. When the diagnosis came through a week later, I still vividly remember thinking, ‘no, not me’ and that the psychologist evaluating me had the wrong person. One of the most persuasive, misinformed, and deeply ingrained myths that British society holds about neurodiversity is that being diagnosed as neurodivergent automatically equates with a lack of ability and not being as able to compete as their neurotypical counterparts. I remember feeling this when I was diagnosed, and with the beauty of education and hindsight, this could not be any further from the truth.

Being diagnosed and receiving support and adjustments throughout my undergraduate and postgraduate degrees has enabled me to flourish and reach my full potential. In addition, neurodivergent people include Richard Branson (CEO of Virgin), Keira Knightley (Actress), Daniel Radcliffe (Actor), Kelly Given (Equalities Professional, on the Disability Power List 100 and Finalist on Channel 4 TV Show, Make Me Prime Minister), Tom Hunt and Michael Heseltine (prominent Conservative Politicians), amongst many others who have achieved huge success. So, what does this tell us? That neurodivergence is not associated with a lack of intelligence. Instead, it highlights the fundamental need for society to accommodate individuals of all backgrounds to ensure that each, and every one of us can succeed and lead fulfilling lives. The following section will move on to the technicalities of this and how you can support neurodivergence within your workplace. 

Neurodivergence and Reasonable Adjustments 

After getting over the shock of my diagnosis, and being the realist I am, I was keen to ensure that I had the necessary support. So I sat down with my academic departments and put in place reasonable adjustments, which were implemented throughout my degree. In my case, I got a laptop with specialist dyslexia software, printed lecture slides ahead of each class (so I wasn’t racing through taking notes), a specialist study skills tutor who helped me structure my papers and prepare for exams, and 25% extra time with all examinations that I did. 

Any individual who is disabled – or has any conditions that affect their ability to carry out their job is entitled to request reasonable adjustments. This is a legal requirement (in line with the Equality Act 2010) for all businesses to ensure that they consider and accommodate anybody who requests necessary adjustments can do so. From my prior experiences, I have come up against some problematic views on reasonable adjustments – and I firmly believe that any discriminatory organisation is not worth working at. Still, I always advocate disclosing any requirements throughout the recruitment process to ensure disabled candidates get the support they need. When a neurodivergent candidate is in post, there are a variety of measures an organisation can put in place to support neurodivergent individuals in their organisation. ACAS summarises these into the following categories:  

1. Making changes to the workplace. This can include access maps, accessibility guides, and alternative routes for access.  

2. Changing someone's working arrangements. Examples include amending working patterns around the traditional 9-5, flexible working and supporting working from home.  

3. Finding a different way to do something. I have negotiated recently to have tasks communicated through email so that I keep a log of all tasks. I use my 1-2-1s to review existing tasks to ensure I am on top of everything.  

4. Providing equipment, services or support. This can include specialist mind-mapping software, and audio and visual equipment. 

What Can Businesses/Recruiters Do? 

Recommendation One: No Neurodivergence is the Same. Although you may have staff who will have the same neurodivergent conditions, neurodivergence manifests differently from individual to individual. If the individual feels comfortable disclosing, any adjustments need to be specifically tailored to their needs.  

Recommendation Two: Speak and Engage Meaningfully with Neurodiverse Staff and Candidates. Ultimately, neurodiverse people, just like their neurotypical colleagues, should be respected and supported in relation to their individual needs. Since starting at the REC and having an incredibly supportive manager, I have been taken aback by the level of support and dedication from my manager and everyone here. This certainly hasn’t been the case in previous workplaces I’ve been at. When I started at the REC, I wrote up a list of adjustments, and in my first 1-2-1, my manager agreed to all my adjustments – and with my consent, shared them with the Director and Deputy CEO to make them aware. I found the process incredibly straightforward – and felt respected throughout.  

Recommendation Three: Data Gathering, Policies and Procedures. If your organisation wants to take not only neurodiversity but any form of diversity seriously, consider gathering data on your staff (with their consent). For example, how many women are in the workplace, or how many senior staff members identify as an ethnic minority? Such measures and information can help implement more inclusive work procedures and policies to make your organisation retain diverse talent. For example, you may find that your organisation isn’t recruiting enough disabled candidates. This information may be helpful to put forward a business case to review the reasonable adjustments policy or consider how the working culture across the organisation can be inclusive to disabled individuals. 

Conclusion 

I hope this blog has inspired and supported those of you reading and clearly articulates the message that we neurodiverse individuals deserve every bit of respect. In British society and institutions, there remain prevalent, pervasive stigmas and prejudices around neurodiversity. I hope that the advice and recommendations in this blog encourage recruiters to have informed conversations about creating an inclusive environment for neurodivergent communities. Reflecting on my journey to date, had I listened and believed the external stereotypes and fears, I wouldn’t have been writing this blog or had the incredible opportunities I have achieved, like getting a £20,000 scholarship to study an MSc at the LSE, working on live policy projects and campaigning with youth-led organisation I Have A Voice CIC or by being part of the award-winning Campaigns Team here at the REC. We break the silence and pervasive stigmas through conversation, putting ourselves out there, and continuously learning. Not only are stigmas reduced, but also neurodivergence becomes normalised. 

It’s important to state that this does not mean breaking societal stigmas around neurodiversity by being an exceptional employee or student. There is a prevalent, rather hidden expectation placed by organisations to be exceptional – and by reaching such standards (achieving targets, being productive, achieving high grades) it will automatically result in respect and acceptance. This approach takes the humanity out of neurodiverse people – and goes against the very premise of this blog, which has been to facilitate an understanding beyond a person’s contribution or achievements. The best people, and the best companies I've worked for are those who understand me as Usman Ali, first and foremost, before everything else. In my own experience, when I felt I had respect from my bosses from the offset, it made me want to bring my best to everything I do. 

So, I encourage you to speak to the neurodivergent colleague in your organisation, to go ahead and organise that panel event about how to better support neurodivergence, to recommend to your manager that a review of company policies is needed, or even do further research into different disabilities. Who knows? It could make all the difference.