Drupal Needs to Innovate: Neurodiversity Might be the Answer

Drupal Needs to Innovate: Neurodiversity Might be the Answer

Talk of how the Drupal community will change and adapt has been central to so many of our gatherings. Along with the Drupal Starshot announcement and responses to Dries Buytaert’s DrupalCon Pittsburgh 2023 keynote address, we’re engaged in so many conversations about how we’ll go about innovating and how we’ll continue to differentiate the CMS. But what’s on my mind and the minds of many others is: who? Who will it take to evolve Drupal?

Navigating a world primarily designed for standard cognitive functioning presents significant challenges for neurodivergent people, especially in the workplace. Yet when their unique needs are accommodated and inclusivity is celebrated, neurodivergent talent can bring fresh perspectives and abilities that boost creativity, productivity, and team morale. For Drupal, a platform built on collaboration and forward-thinking solutions, embracing neurodiversity could unlock untapped potential and drive the innovation it needs to stay ahead. By fostering a culture of neuro-inclusivity, organizations can unlock the full potential of their teams.

Kelly Jacobs
Kelly Jacob, Kalamuna

Take Angela An drews, for instance. Early in her career, she faced workplace bullying in reaction to her autism. After joining Johnson & Johnson as a data analyst, she flourished, making remarkable contributions to data integrity.

Jon Towles, too, struggled getting hired and retaining jobs early in his career, due in part to his ADHD, until he landed a role at Microsoft as an enterprise architect. There, he’s made significant impacts on key technologies like Windows 365 and Microsoft Intune.

As a dyslexic, Lia Chavda had her own challenges, applying to over 20 places before securing a degree apprenticeship. Later, she grew into a leader, making meaningful impacts on company culture as an IT service manager analyst at Scottish and Southern Energy.

Then there’s me. As a web developer, my career has felt like a constant battle. The stress of work would leave me teetering between burnout, depression, and the occasional meltdown. After my autism diagnosis at age 39, the reasons for these setbacks became clear—talk about a midlife crisis. That all changed when I joined my current organization, Kalamuna. For the first time in my career, I feel like I’m thriving – here I am voluntarily writing a blog post, something I would have never thought I could do because of communication anxiety.

Each of us on the neurodivergent spectrum faced struggles in our careers until we found workplaces that foster inclusivity. With the support of workplaces that empowered us, not only did we benefit – our organizations benefited as well.

What is Neurodiversity?

Neurodiversity is a framework that recognizes the natural variations in how brains function. It often intersects with neurodivergence, a term describing brain functioning that differs from the majority. Neurodivergent conditions include autism, ADHD, dyslexia, dyscalculia, and Tourette syndrome, among others.

We are currently witnessing a neurodivergent revolution. As our understanding and diagnosis tools improve, more people are being diagnosed as neurodivergent – now estimated to make up 15-20% of the population.

The Challenge of Neurodivergence in Employment

As more people are diagnosed as neurodivergent, stories like those of Angela Andrews, Jon Towles, Lia Chavda, and myself are all too common. We, however, are among the fortunate ones. The unemployment rate for neurodivergent professionals is estimated at 30-40%, with an alarming 80% unemployment rate for autistic adults.

In the tech industry, the situation is even more concerning. A UK study found that only 3% of tech workers are neurodivergent, despite neurodivergent individuals making up 15-20% of the broader population.

What Neurodivergent Minds Bring to the Table

The high rate of neurodivergent unemployment isn’t due to a lack in skill or ability. In fact, many neurodivergent individuals are considered gifted. History has been changed by people believed to be neurodivergent, from Albert Einstein to Emily Dickenson. The tech industry, too, owes much to innovators considered to be neurodivergent, such as Bill Gates, Steve Jobs, and even Ada Lovelace – the first programmer. And the list goes on.

While no two neurodivergent brains are the same, there are some common strengths. Autistic individuals often excel in processing logic and managing information, and can show heightened focus and productivity. Those with ADHD are known for their creative, out-of-the-box thinking. Individuals with dyslexia frequently see patterns and connections that others miss. Neurodivergent minds bring unique perspectives that enrich their teams. In fact, research suggests that teams with neurodivergent talent can be 30% more productive. Additionally, a focus on diversity and inclusion has been shown to boost team morale.

Neuro-inclusivity: Good Ethics and Good Business

Building a neuro-inclusive workplace is the right thing to do. Neurodivergent individuals make up a significant portion of the global population, and many have faced lifelong struggles in spaces not designed for their needs. They deserve the same opportunities for career fulfillment and prosperity as anyone else.

But neuro-inclusivity isn’t just about doing the right thing; it’s also key to innovation. Neurodivergent individuals have driven some of the most groundbreaking advancements, from the iPhone to Facebook, Windows, and SpaceX. If the Drupal ecosystem seeks to reach new heights, it may benefit from the fresh perspectives and creativity that neurodivergent talent brings. With the right accommodations, Drupal’s next leap forward in innovation and growth could be just around the corner.

How Drupal Organizations Can Empower Neurodivergent Talent to Do Their Best Work

Creating a neuro-inclusive workspace involves establishing general practices while recognizing that each neurodivergent individual has unique needs. Here are some key steps to help make an environment neuro-inclusive:

1. Establish Supportive Policies and Processes

Clear guidelines and policies are essential to building an inclusive workplace. These should cover procedures for requesting accommodations, recruitment and hiring practices, and measures for psychological safety and inclusion.

2. Provide Specialized Training

Neurodiversity training is essential for all employees. HR professionals need training in neuro-inclusive recruitment and policies; managers should be equipped to support neurodivergent team members; and all staff should learn best practices for effective collaboration.

3. Create Inclusive Work Environments

Since many neurodivergent individuals have sensory sensitivities, a few adaptations can make a big difference. These accommodations often benefit neurotypical individuals as well by  limiting distractions. Accommodations can include:

  • Set up quiet areas in the workplace
  • Offer noise-canceling headphones
  • Provide options for adjustable lighting
  • Establish policies to manage strong scents (e.g., food, perfumes)
  • Allow remote work whenever possible
  • Offer reduced work hours if needed

At tech organizations such as a Drupal agency, inclusive communication practices are also crucial, as communication can be stressful for neurodivergent people. Consider the following:

  • Use preferred communication modes for each individual
  • Establish the day’s schedule in advance so team members know what to expect
  • Provide meeting agendas beforehand
  • Send follow-up emails with action items after meetings
  • Avoid overwhelming team members with excessive notifications

4. Establish Recruitment and Hiring Processes

To attract and retain neurodivergent talent, it’s essential to write job descriptions that avoid jargon and ambiguity. Many neurodivergent individuals process information more literally and can struggle with vague or overly complex language. By focusing on specific skills and measurable responsibilities rather than personality traits, it’s easier for candidates to understand the role’s expectations and assess their own fit. This clarity not only benefits neurodivergent candidates but also helps neurotypical individuals, as clear and straightforward job descriptions improve understanding for all potential applicants.

Additionally, consider interview formats that accommodate diverse needs; for instance, structured interviews with clear, specific questions can benefit autistic candidates, while ADHD candidates may excel with shorter, focused interview segments. For any neurodivergent candidates, offering the option of a written or skills-based assessment can provide a more fair evaluation of their abilities.

5. Cultivate a Culture of Inclusion

Support a culture of inclusion by encouraging open dialogue around neurodiversity. Consider creating employee resource groups for neurodivergent staff and gathering regular feedback on neuro-inclusive initiatives. With consent, sharing success stories of neurodivergent employees can boost team morale and foster pride.

6. Provide Tailored Support and Accommodations

Every neurodivergent person has unique needs, so flexible work arrangements—such as remote work or adjusted hours—may be invaluable. Offer neurodivergent mentors or coaches for one-on-one support. Since upward mobility is often fueled by social ability, it can be particularly challenging for neurodivergent individuals to advance in their careers. Consider creating alternative career paths that capitalize on their unique strengths.

What Can I Do?

There are many ways to foster a more inclusive workplace. Start by educating yourself on neurodivergence and sharing your insights with colleagues and leadership. Here are a few resources to help organizations work toward neuro-inclusivity:

  • Uptimize: Provides consulting services to help organizations transition toward neuro-inclusivity.
  • Neurodiversity in Business (NiB): A non-profit that offers tools and support for organizations implementing neurodiversity initiatives.
  • Disability:IN: Hosts a neurodiversity-at-work roundtable and benchmarks corporate disability inclusion policies and programs.

If you’ve faced ongoing challenges in your career, you might consider exploring whether you might be neurodivergent. While not a formal diagnosis, online quizzes—such as those on Psych Central—can offer a starting point. For a full diagnosis, consider consulting healthcare providers or specialized organizations like GRASP, a nonprofit that offers autism assessments.

Above all, we must recognize that being different isn’t just okay—it’s extraordinary. By embracing neurodiversity, we open doors to innovation and understanding, building workplaces—and a world—where everyone can shine.

Part of Drupal’s promise—and its strength—is that it’s always been inclusive. It may be that doubling down on this promise holds the key to its future success.

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