Embracing Neurodiversity – Great Minds are Not All Alike

This year, I’ve been reflecting a lot on how we can create an environment where everyone’s unique strengths are valued and one area that’s becoming significant and relevant in our fast-changing world is navigating Neurodiversity and understanding how we can benefit from the talents of people who think differently. Neurodiversity acknowledges that cognitive differences like autism, ADHD, dyslexia, and others aren’t “disorders” that need to be fixed, but rather valuable variations in how our brains work.

A book I’ve been inspired by is Dr. Temple Grandin’s The Hidden Gifts of People Who Think in Pictures, Patterns, and Abstractions. Dr. Grandin, a well-known advocate for neurodiversity, shares how people on the autism spectrum, like herself, often have remarkable abilities in areas like visual thinking, pattern recognition, and abstract reasoning—skills that can drive innovation and problem-solving in ways traditional approaches may not. 

Diverse Minds, Innovative Solutions 

In her book, Dr. Grandin describes three types of thinkers: visual thinkers, pattern thinkers, and verbal thinkers. Visual thinking is not about how we see but about how the brain processes information, how we think and how we perceive. For example, visual thinkers excel at spatial reasoning and can often visualise solutions in a photographic way. However, Dr. Grandin also highlights some of the challenges that visual thinkers encounter in a society that tends to favour verbal thinking, particularly within our education system. With the heavy focus on standardised testing, many visual thinkers have been marginalised. This not only limits their potential but also means we miss out on the unique and innovative contributions they could make. 

Championing Neurodiversity at Smiths 

To create an environment where minds of all kinds can thrive, we’ve launched an Employee Resource Group (ERG) dedicated to championing Neurodiversity. Our mission is to foster an inclusive workplace where neurodiverse individuals are celebrated, respected, and empowered to achieve their full potential. 

Our ERG is a community of active members and allies who regularly meet to discuss ways to enhance support within the organisation. We focus on creating opportunities for education, raising awareness, and developing strategies to help neurodiverse employees feel more supported and engaged. 

This group has been instrumental in driving conversations and projects that ensure neurodiverse colleagues are not just accommodated but given the tools and encouragement to contribute fully. For example, we’re exploring ways to adjust workplace environments, improve accessibility to resources, and provide managers with training on neurodiversity, helping them better understand and support their team members. 

The Need for Inclusion 

Our work environments are often set up with neurotypical thinking styles in mind, but by embracing neurodiverse perspectives, we can uncover new approaches and ideas that might otherwise go unnoticed. Think about those moments when someone tackled a problem in a way you hadn’t considered—someone who truly “thought outside the box.” That’s the power of neurodiversity in action. 
At Smiths, we champion inclusion at every opportunity. Our Leadership Behaviours emphasise the importance of “Leading inclusively and empowering”. We believe in creating a space where everyone feels valued and has the opportunity to contribute and thrive. 

Practical Steps to Foster Neurodiversity 

One way we can support neurodiverse colleagues is by rethinking how we approach problem-solving and team collaboration. For instance:

•    Be flexible with communication: Not everyone processes information in the same way. Some may prefer written instructions, while others thrive in discussions. Adjusting your communication style to match your team’s needs can go a long way. 
•    Encourage different ways of working: Some neurodiverse individuals might prefer quiet workspaces, while others may thrive in collaborative environments. Offering options for different workstyles can help bring out the best in everyone. Avoid long, verbal instructions. 
•    Emphasise strengths: Rather than focusing on challenges or deficits, focus on what your colleagues do best. If someone has an exceptional eye for detail, find ways to utilise that talent in your projects. 

In fields like engineering, technology, and design, this can lead to ground-breaking solutions. Companies like ours, which operate in high-tech, cutting-edge industries, stand to gain enormously by embracing a neurodiverse workforce. 

As we continue to adapt and evolve, it’s important that we keep neurodiversity at the forefront of our strategies. When we recognise that great minds are not all alike, we not only create a more inclusive workplace but also build the foundation for continuous innovation. 

Looking Ahead 

I encourage everyone at Smiths to think about how we can be more inclusive of neurodiverse perspectives in our teams. Whether through new hiring practices, providing tailored support, or simply recognizing the hidden potential in people who think differently, we all play a part in fostering an environment where every mind can thrive. 

Paul Kent leads the Neurodiversity Employee Resource Group