Daniel Aherne avoided writing for most of his life – until a publisher approached him to write a book about his experience of being neurodiverse in the workplace.
Q Neurodiversity is a different approach to thinking. Tell us about the unusual process by which you wrote your book?
A “I have avoided writing my whole life really, but a publisher heard a talk I delivered and asked me to write a practical guide to neurodiversity in the workplace, which became The Pocket Guide to Neurodiversity.
“I didn’t write anything for the first year. I found it too hard to get my ideas out and in order on a blank page. It felt overwhelming and there was always something more interesting to do. I ran out of excuses for my editor why I wasn’t sending them any chapters. Then I was diagnosed with ADHD, which helped me pluck up the courage to admit I was finding the book difficult to write.
“My editor suggested I listen to a transcript of my talks and then we worked together to put the talks together like a jigsaw puzzle to make the book. When I was younger I was criticised for writing like I talked but my editor encouraged me to talk it through first.
“Another editor worked with me twice a week for six months: we’d go through a topic on Tuesday and by Thursday I’d have to have that topic written up. She would polish it up and fix the grammar, and it was those mini deadlines which really provided me with the chance to reframe my thoughts as well as the impetus to keep going. I had an interest in the outcome – the published book – but for a person with ADHD, it is important to break larger tasks down into smaller outcomes and deadlines.
“Being able to say I’m an author is something I’m really proud of.”
Q Tell us about your career background?
A “I wanted to be a social worker so I began volunteering with a play scheme for autistic children. But I became so interested in autism, I never became a social worker and instead began working with the National Autistic Society in the UK. That’s happened a lot in my life. It’s good to have a plan but things seem to happen to me by accident.
“The National Autistic Society was a big learning experienced which has influenced my philosophy of neurodiversity in the workplace.
“Let’s change organisations to be neuroinclusive, not put the onus on the individual to change – make small talk, or make eye contact, for example. It’s important to concentrate on the skills people bring to a role.
“When I began my career in 2007 it wasn’t usual for people to be diagnosed with more than autism – but now there is a more holistic approach as its recognised many people with autism also have ADHD, dyslexia and or dyspraxia.”
Q You believe that neurodiverse people need the right environment to thrive at work. Tell us about your cactus analogy?
A “When I talk about neurodiversity I try to encourage people to understand it like nature: similar to biodiversity, different plants, animals and weather are all vital to the success of our ecosystem. Trees don’t say to bees ‘you move around not achieving anything’. Bees don’t ask trees why they stand still all day. I believe that the human species has neurodiversity because we need to think differently from each other to thrive.
“A cactus has right amount of rain and sun in the desert. Move it to England and it wouldn’t thrive. But we wouldn’t label it as disordered or disabled: we would make adjustments to its environment and put it in a greenhouse so it can bloom and flower. With the right support, a person can thrive in different environments as well.”
Q How can employers shift their thinking about attracting and retaining neurodiverse individuals – such as concentrating on abilities rather than perceived disabilities?
A “Workplaces should reflect the society around them. We all have value to bring and organisations should represent the diversity of our world. Stop thinking of neurodiversity as a deficit but think about the skills your organisation needs, focus on the output and how you can achieve that with your people.
“I believe in clarity of outcome but flexibility of approach. For me, to work at my best it is useful to have a quick check-in with my manager on a Monday and Friday – not just a meeting once a month. I prefer feedback in advance. Some of us like working from home, others need noise-cancelling headphones.
“A good manager of neurodivergent employees will benefit us all – good communication, individual support and adjustments that work for everyone.”
Q What do you hope your book will deliver for readers?
A “Don’t stereotype people with neurodiversity. We bring a rich variety to workplaces. I really hope it helps people think differently about the skills a neurodiverse workforce can offer.”
The Pocket Guide to Neurodiversity by Daniel Aherne, published by Jessica Kingsley Publishers and available on Amazon.
.
