Disability Pride Month: Understanding the Intersection of Disabilities and Neurodiversity

Disability Pride Flag

July is Disability Pride Month, an essential celebration to educate people about disabilities in the workplace. Companies use this month to elevate the voices of people with disabilities through various educational initiatives, company recognition posts, and panel discussions.

As we educate ourselves and each other this month, some may ask:

Is Neurodiversity a Disability?

In this blog post, we will break down some key elements of disability, neurodiversity, and the conversation around this question.

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5 Key Highlights:

• Disability Pride Month: Celebrates the ADA and raises awareness about disabilities in the workplace

• Workplace Challenges: Many workers with disabilities face discrimination and difficulty being considered for roles

• Neurodiversity: Encompasses conditions like Autism and ADHD; 1 in 5 employees is neurodivergent, emphasizing the need for workplace support

• ADA Protections: The ADA protects neurodivergent conditions, ensuring necessary accommodations even though some individuals may not identify as disabled

• Inclusive Workplaces: Effective leadership, training, accessible environments, and flexible policies support employees with disabilities and neurodivergence, benefiting all staff

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What is a Disability?

The CDC defines disabilities as

“any condition of the body or mind that makes it more difficult for the person with the condition to do certain activities and interact with the world around them."

Disabilities can be visible or non-visible, with some being outwardly apparent and others hidden. Two people with the same disability can also have varying needs.

Disabilities can affect a person through:

• Vision

• Movement

• Thinking

• Remembering

• Learning

• Communicating

• Hearing

• Mental health

• Social relationships
  

What is Disability Pride Month?

July was chosen as Disability Pride Month because it marks the anniversary of the Americans with Disabilities Act (ADA), enacted on July 26, 1990. This month aims to increase understanding of people living with disabilities by removing stigma, advocating for fair treatment and rights, and celebrating individual differences.

Why Does it Matter to Celebrate Disability Pride Month at Work?

Anyone can develop a disability at any point in their life, and disabilities intersect with all other marginalized groups.

Additionally:

• 11% of American workers have a disability

• 33% of workers with a disability report workplace discrimination

• 31% of workers with a disability find it hard to be considered for roles

Educating workplaces about disabilities is essential. It helps create an inclusive and supportive environment for all employees.

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What is Neurodiversity?

At Collectively Neurodiverse, we define neurodiversity as an umbrella term for cognitive diversity among individuals. This diversity reflects various perspectives, experiences, and thinking styles.

However, neurodiversity can be misunderstood because it is sometimes used interchangeably with neurodivergence.

Neurodivergence refers to a range of brain development conditions such as Autism, ADHD, Dyslexia, and others.

Even though the brain develops differently, these conditions also present unique strengths, ways of thinking, behaviors, processing information, and learning styles.

Neurodivergence is not visually recognizable, and the most recent workplace research shows that 1 in 5 employees is neurodivergent. This emphasizes that everyone works with and/or leads neurodiverse teams, whether they realize it or not.

To learn more about other neurodiversity terms, you can download our free guide by clicking here.

The Neurodivergent Disability Argument

In the U.S., a neurodivergent diagnosis qualifies as a protected condition under the ADA. The ADA recognizes "cognitive, intellectual, developmental, and neurological conditions that shape how people think and learn." 

Some individuals in the neurodivergent community do not see themselves as having a disability. This could be due to: 

• Celebrating unique differences

• Not requiring extra support at work

• Having enhanced abilities in certain types of work

• The stigma or misunderstandings associated with the term "disability"

The ADA classification is essential because it confirms the need for accessible accommodations when necessary. 

This highlights the importance of leadership training for a workforce that includes individuals with neurodivergent conditions.

Is Neurodivergence Considered a Condition or a Disorder?

Many neurodivergent individuals have negative feelings about the word "disorder" from childhood to adulthood. This word can lead to biases and assumptions about a person's workability. So, "condition" is more widely accepted when discussing neurodivergent diagnoses.

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How to Identify Neurodiversity at Work

There are only two ways that people can share their hidden identities with a workplace:

1. Self-ID – Checking or selecting an identifying question on a confidential form or survey

2. Disclosure – The act of telling someone their hidden identity

Disclosure within the workplace often requires trust and safety. Many people with disabilities and neurodivergence refrain from disclosure due to fear of lacking support, facing discrimination, or being perceived as "difficult."

Leaders and HR teams in the workplace need to be aware of and informed about the prevalence of disability and neurodivergence.

Accessibility & Accommodations

Let's break these terms down:

• Accessibility is how easy it is for someone to get the help or support they need

• Accommodations are special changes or adjustments made to help people with disabilities

Some managers may not understand how to request accommodations at their companies or understand the qualification requirements, which can impact their employee relationships. Others may fear the cost and whether or not it impacts their team budgets.

However, the Job Accommodation Network (JAN) found that 53% of their case studies spent zero dollars on accommodations.

At the end of the day, accessible accommodations are part of an effective system and process essential for employee success.

Creating Inclusive Workplaces

Creating an inclusive workplace requires ongoing commitment from leadership and the entire organization. Many company studies show that implementing neuroinclusive initiatives benefits everyone. It leads to higher retention rates and better overall employee engagement.

To create an inclusive workplace for neurodivergent and other employees with disabilities, consider focusing on:

• Comprehensive Training: Educating managers and employees about neurodiversity and disability-inclusive practices fosters a supportive environment

• Accessible Workspaces: Ensuring that physical and digital work environments are accessible is crucial for all employees

• Flexible Work Policies: Offering flexible work hours and remote work options can accommodate diverse working styles and needs

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At Collectively Neurodiverse, we provide training, leadership coaching, and organizational consultation that supports all neurodiverse employees.

Contact us to learn how we can partner with you to create a more inclusive and productive workplace.

Book your Discovery Call Today!