by Paddy Higgins

with Chris French

Introduction

Neurodiversity (ND) encompasses a range of neurological differences, including autism, ADHD and dyspraxia amongst others. There are some great videos by Channel 4 on YouTube which showcase the diversity of experience lived by neurodiverse people.

As someone who was diagnosed with dyspraxia very early in life, I have lived the anxiety that young neurodiverse people feel when entering the workforce. Current career guidance and HR practices are not accessible for young neurodiverse people and thus they fail to harness the incredible potential this group has to contribute.

My early days

When I was younger, I took a standardised career competency assessment in school, which contained a section on ‘speed and accuracy’. This included filling in multiple choice answers with a pencil. It’s safe to say I didn’t excel here as dyspraxia is a coordination difficulty that makes tasks such as handwriting both difficult and incredibly tiring.

I know now that handwriting is a completely natural difficulty for people with dyspraxia, and it had been explained to me multiple times by wonderful services like Dyspraxia Ireland and Enable Ireland. But nothing prepares young people for the embarrassment of being judged on the same scale as someone neurotypical.

My assessment results led my guidance counsellor to recommend, in all seriousness, carpentry as a potential career path. Setting aside the fact that I was terrible at spatial awareness puzzles like Tetris (another side effect of dyspraxia is having difficulty visualising patterns), there was an element of truth in her suggestion.

The kernel of what helped here was that for many neurodiverse people, practical fields hold more relevance. Learning paths, such as apprenticeships, can be more effective than other learning methods as it allows for experimentation and playing to your strengths as you learn them.

However, a one-size-fits-all approach often falls short when it comes to catering to the diverse learning needs of individuals, particularly those who are neurodiverse.

Personalised Plans, Challenges and Opportunities 

Chris French, one of our Senior Business Consultants, has done a lot of work in this area and is very aware that Paddy’s experience is a shared one, and that many young people navigating the start of their careers are facing similar challenges. For those looking to support a more inclusive, supportive working environment, Chris has identified some approaches and steps that can be taken on the journey to achieving this.

Neurodiverse support platforms offer a glimpse into a future where every individual’s learning needs are identified, understood, and catered to. The ambition is to create a more equitable and effective education and work ecosystem. These platforms involve cognitive assessments to understand each apprentice’s unique learning profile, which is then used to support the way they learn, are managed, and taught. Dys2

Traditional apprenticeship programmes can often inadvertently place neurodiverse people at a disadvantage. Standard teaching methods and assessments tend not to align with their specific needs and learning styles. This misalignment can lead to frustration, underperformance, and ultimately higher dropout rates, wasting potential and perpetuating a cycle of exclusion.

The introduction of neurodiversity support programmes marks a turning point. By recognising and valuing cognitive differences, these programmes open up a world of possibilities for learners who might have otherwise been overlooked or underestimated.

Seeking out support

As awareness and knowledge of neurodiversity grows, more and more support mechanisms are becoming available – if you know where to look. We’ve linked to a couple of useful starting points below.

Educating ourselves about platforms such as Cognaissant, and other programmes that support neurodiversity in the workplace, will be key in moving forward. If we can share anything from our experience, it’s to not be afraid to ask for help. Whether you are an employer needing support in making the onboarding process more accessible, or a potential employee looking for guidance in navigating a hiring process – fostering an open conversation is how we continue to make progress in this space. 

Resources