Why we need to talk about Nuance

The neurodiversity movement originally emerged from the autism community and promotes the idea that neurological differences (e.g., autism, dyslexia, ADHD) are normal human variations rather than deficits.
Joshua Maya, professor of philosophy and psychology at the Uni of Alabama in Birmingham, argues that while this paradigm has real value, it needs more nuance. He suggests that not all neurodivergent experiences fit neatly into “difference not deficit” language. Some people with neurological differences may still see their experience as limiting, or may seek treatment and accommodating this is important.
He proposes that a helpful way to think about neurodiversity is to use the model of personality traits (e.g., introversion/extraversion) rather than strictly minority‐status analogies (like race or sexual orientation). In this model traits are neutral in principle, but can become problematic depending on context. (link.springer.com)

Ultimately, May’s “nuanced” paradigm:

• Recognises that neurological differences lie on a continuum with typical variation.
• Accepts that some cases are best seen as mere differences, others as deficits, and the distinction depends on individual circumstances, values and environment.
• Rejects sweeping claims that all neurodivergence is always just difference or always pathology.

Actionable Items

1. Adopt individual‐centred language in your organisation
   Instead of blanket labels like “neurodivergent = advantage” or “neurodivergent = disability”, encourage team members to describe how their difference affects them personally. Recognise varied experiences and avoid one‑size‑fits‑all messaging.
2. Design flexible accommodations, not fixed categories
   When creating policies (e.g., in People & Culture), allow flexibility: a person may need support even if they don’t identify as “disabled”, or may prefer to seek treatment rather than only accommodation. Make your processes adaptive to individual needs and values.
3. Embed training that emphasises continua rather than binaries
   Roll out awareness/training workshops that highlight how neurological traits exist on a continuum (not simply “typical vs atypical”), and how context (work environment, societal expectations) influences whether a trait is counted as a challenge or just a difference. This builds empathy and avoids oversimplifying.