Neurodiversity hiring: Recruiter’s blueprint to attracting and retaining divergent minds

Did you know 15-20% of the global population is considered neurodiverse? 

And yet the unemployment for neurodivergent individuals runs at least as high as 30-40%, which is 3x the rate for people with disability and 8x the rate for people without disability. 

Don’t believe us? Take a look at the results of this survey of 500 companies:

While these statistics are massive, a good sign is that more and more companies are lately starting to get serious about neurodiversity hiring – and we hope you are one of them too. 

If not yet, start right away, no matter where your recruitment process is on the DEI journey!

Hiring neurodivergent talent isn’t just a step toward diversity; it’s a way to tap into unique strengths and perspectives that can drive innovation within your team. In this article, we’ll cover key strategies for attracting and retaining these high-potential individuals.

How? First, answer this question:

Is your hiring process unintentionally excluding neurodiverse talents?

Though neurodiversity is high on most employers’ radar, it still remains misunderstood, generalized, and stereotyped in society as a whole, and as a result, in many workplaces. 

Why? Because existing hiring processes, management practices, and even overall company workflow is shaped almost exclusively for ‘neurotypicals,’ resulting in higher risks of unintentionally missing out on diverse and high-potential talent pipelines. (Even risking legal issues down the line!)

Not sure if your recruitment process is biased against neurodivergent talents? Keep an eye out for these telltale red flags:

1. Your job adverts are lengthy, difficult to read, or maybe even misleading.
2. Your application process is overly time-consuming.
3. Your interview process doesn’t allow neurodivergent candidates to “sell” themselves fully.
4. You don’t make it clear on your website or social media that you welcome and celebrate neurodiversity.
5. You are recruiting through the same old sourcing channels.
6. You are more focussed on the weakness of neurodivergent talents instead of their strengths.
7. You don’t prioritize connected recruiting experience for each of your candidates.
8. You are implementing a one-size-fit-all solution to evaluate and onboard every new hire.
9. Your hiring assessments and tests may be too standardized that they work against neurodivergent talents.
10. Your interviewers or hiring team, in general, aren’t trained enough to identify and nurture neurodiversity.
11. You don’t offer flexible work arrangements for your future employees.
12. Even if you have Employee Resource Groups at your company, they do not “go the extra mile” to support a neurodiverse workforce.

If you just thought we were somehow describing your company, it’s time to take some concrete steps!

Building neuroinclusive workplaces: Key strategies for attracting neurodivergent talent

Creating a neuroinclusive workplace means more than just adjusting hiring practices. It involves reshaping the company culture to ensure that neurodivergent individuals feel welcomed, valued, and supported from day one.

This includes fostering open communication, offering appropriate workplace accommodations, and ensuring that all employees understand the importance of inclusion.

It’s one thing to publicize that your company celebrates neurodiversity. The challenge comes by putting this into practice. 

Setting up an effective neurodiversity hiring program calls for reviewing every step of the process, before, during and after. And it doesn’t even stop just here. 

You need to focus all these five areas to promote neurodiversity hiring at your company:

1. Implement inclusive hiring practices for neurodivergent candidates

Inclusive hiring practices are essential for ensuring that all candidates, including neurodiverse individuals, have an equal opportunity to showcase their talents.

This involves adjusting traditional hiring methods to accommodate diverse needs, such as providing accessible job applications and offering flexible interview formats.

• Key strategies include:
• Simplify job descriptions and use clear, concise language without jargon
• Offer multiple interview formats including written assessments, practical demonstrations, or structured conversations
• Provide interview questions in advance to reduce anxiety and allow proper preparation
• Allow extra time for interviews and assessments
• Train interviewers on neurodiversity awareness and unconscious bias
• Focus on skills and abilities rather than traditional interview performance

2. Job adverts

Once you are confident that you and your team are on the same page, start crafting the ideal job descriptions. 

Take a step back and assess which areas of your company could benefit most from the skills and perspectives a neurodivergent talent can bring to the table. 

For example, individuals on the autism spectrum often display exceptional attention to detail, making them excellent candidates for analysis or problem-solving roles.

Once you’ve identified the potential fit, evaluate whether you have an existing role that aligns with their abilities or if a tailored position can be crafted to maximize their contribution. 

If, for instance, the ideal role requires interpersonal skills that might be challenging, contemplate splitting the job description into two parts to leverage their unique abilities effectively. 

Lastly, ensure effective communication with your team, explaining how bringing a neurodiverse candidate on board will contribute to the team’s growth and success, fostering an environment where everyone thrives. 

This approach not only embraces neurodiversity but also harnesses its potential for the betterment of your company as a whole.

💡Quick tip: Use clear, concise language in job ads. (Avoid all kinds of fluff and jargon.) Highlight that your company welcomes candidates from diverse backgrounds, including neurodiverse individuals, and provide information about any accommodations you can offer during recruitment.

3. Create sensory-friendly work environments

Design workspaces that accommodate different sensory needs:

• Provide quiet zones for focused work
• Offer noise-canceling headphones and adjustable lighting
• Create flexible seating arrangements including standing desks and comfortable seating options
• Minimize sensory distractions like strong scents or harsh lighting
• Establish clear visual boundaries between different work areas (changed)

4. Evaluation

Without a physical reminder of the differences between neurodiverse and neurotypical candidates, it can be tempting to follow a standardized selection process for everyone. But is it good, or does it do more harm?

The latter, of course! You wouldn’t expect a person in a wheelchair to stand up and shake your hand, right? So why would you expect an autistic candidate to look into your eyes during interviews?

Dr. Jill Miller says, “Our traditional recruitment and development processes only weed out neurodiverse talents. And the only way to avoid it is by understanding the strengths they bring to the table instead of comparing them against a long wish list of capabilities.”

Here are just a few small things you can implement to make a big difference:

a. Give more time for completing assessments: 

Neurodiverse candidates may process information differently, and it’s essential to provide ample time for them to complete assessments. 

This extra time ensures that they can demonstrate their abilities without the pressure of rushing, leading to a more accurate evaluation.

b. Do project-based evaluations: 

A project-based evaluation can be an excellent way to assess candidates‘ skills and capabilities in a more tangible manner. 

This approach shifts the focus from verbal communication to practical abilities, providing a fairer assessment for neurodiverse candidates who excel in hands-on tasks.

c. Share interview questions in advance: 

Neurodiverse candidates may experience heightened stress and anxiety when faced with unexpected situations. Providing the interview questions in advance allows them to prepare, reducing anxiety and promoting a more comfortable interview experience. 

Consider giving candidates a printout of the questions they’ll be asked, allowing them to refer to it if needed during the interview.

d. Offer a comfortable interview setting: 

Always prioritize your candidates’ comfort and preferences during the interview. Some individuals may find a “walk and talk” approach more suitable than a traditional desk interview. 

Ask them which setting they would feel more comfortable with, ensuring that the interview environment aligns with their needs.

e. Explore alternative skill demonstrations: 

Not all neurodiverse candidates may excel in the typical interview format. It’s crucial to find alternative ways for candidates to showcase their skills. 

Consider offering work trials or internship schemes as alternatives to traditional interviews. It will give you a more accurate representation of the candidate’s abilities and potential.

f. Designate a point of contact: 

Neurodiverse candidates, like all candidates, should feel supported throughout the recruitment process. Designate a point of contact whom candidates can reach out to if they have any questions or concerns. 

This support ensures that candidates feel valued and helps them navigate the recruitment process more comfortably.

💡Quick tips:

• Train your interviewers to be patient, attentive, and adaptable.
• Encourage them to evaluate candidates based on their skills, potential, and cultural fit rather than being overly focused on specific social cues.
• Create a welcoming and supportive atmosphere during interviews, where candidates feel comfortable and empowered to showcase their unique talents.

5. Performance

Last but not least, walk your talk! Attracting neurodivergent talents won’t do much for your company if you can’t retain them. 

A commitment to workplace accommodations and creating an environment where all team members, including neurodiverse individuals, feel supported is essential. 

Here are some strategies to retain and empower neurodiverse employees:

1. Conduct regular one-on-one meetings with neurodiverse team members. Encourage open dialogue, listen actively, and be responsive to their feedback. 
2. Expand your accommodations beyond the initial onboarding phase. Continuously assess and adapt to the specific needs of your neurodiverse employees. Provide the necessary tools and resources, such as noise-canceling headphones for individuals with ADHD, ergonomic adjustments, or customized workspace arrangements. 
3. Foster a sensory-friendly workplace environment. Ensure that lighting is not excessively bright to prevent sensory overload for neurodiverse individuals. Create designated quiet spaces for focused work, and provide options for sensory-friendly breaks.
4. Shift the emphasis from tracking hours worked to focus on the quality of work output. Neurodiverse individuals may thrive in different work patterns, and offering flexible work options can create a more inclusive atmosphere. Prioritize results and recognize that diverse approaches can lead to exceptional outcomes.
5. Provide training for managers and colleagues on neurodiversity and creating an inclusive workplace. Foster a culture of continuous learning, where everyone understands the value of diversity and collaborates effectively with neurodiverse team members.

💡Quick tip: Create a feedback loop where neurodiverse employees can express their needs and suggestions for improvement. Regularly assess the effectiveness of your accommodations and make necessary adjustments. 

6. Develop clear communication protocols

Establish communication systems that work for neurodiverse employees:

• Provide written follow-ups for verbal instructions
• Use visual aids and diagrams to supplement verbal communication
• Establish regular check-ins with clear agendas
• Create structured feedback systems that are constructive and specific
• Offer multiple communication channels (email, instant messaging, face-to-face)

7. Provide ongoing support and accommodations

Implement support systems that help neurodivergent employees thrive:

• Assign mentors or buddies for new hires
• Offer flexible work schedules and remote work options
• Provide assistive technology when needed
• Create detailed onboarding programs with clear expectations
• Establish employee resource groups for neurodivergent staff

8. Foster a culture of understanding and acceptance

Build company-wide awareness and acceptance:

• Conduct neurodiversity training for all employees
• Celebrate neurodiversity through awareness campaigns and events
• Share success stories of neurodivergent employees
• Address misconceptions and promote understanding
• Encourage open dialogue about different working styles and needs

How neurodiversity hiring contributes to diverse teams: Real-world examples

These examples of successful neurodiversity hiring programs show how companies are integrating neurodiverse talent into their workforce. By learning from their experiences, you can implement similar strategies to enhance your own neurodiversity hiring efforts.

For example,

1. SAP’s autism at work initiative

SAP launched their program with the goal of having 1% of their workforce be people with autism by 2020.

As one of the first companies to begin recruiting autistic workers, German IT and software firm SAP is particularly well-known for its outstanding DEIB initiatives. 

Started in 2013, the company’s autism at work program aims to not only hire neurodiverse talents but also create a more welcoming environment for them. 

And the good news is – their efforts are paying off. SAP claimed to have a 90% retention rate of employees on the autism spectrum. Isn’t it freaking cool?

Approach:

• Partnerships with autism organizations for candidate sourcing
• Specialized recruitment events designed for autistic candidates
• Workplace accommodations including quiet workspaces and flexible schedules
• Manager training on supporting neurodiverse team members

2. Microsoft’s autism hiring program

Microsoft has been a pioneer in neurodiversity hiring, launching their autism hiring program in 2015.

Key features:

• Modified interview process with skills-based assessments instead of traditional interviews
• Four-week academy to help candidates acclimate to the work environment
• Ongoing support through dedicated mentors and managers
• Results: Successfully hired dozens of autistic employees across various roles

3. Goldman Sachs

With the commitment to increase diversity in their workforce by at least 1%, Goldman Sachs launched an 8-week paid internship program for neurodivergent talents in 2019.

This initiative aimed to empower and integrate neurodiverse people by putting them through robust training, mentoring, and coaching for full-time roles in Engineering, Operations, and Compliance. 

The bank even partnered with a non-profit organization, Specialisterne, to structure the program better and skyrocket its offer and acceptance rate. (They achieved it in 2020 – 100% increment)

Goldman Sachs also works with a company providing autistic employees on a contract basis, Aspiritech, to work on its manual QA testing. (They are going strong!)

4. Dell

Dell’s Autism hiring program, designed in collaboration with Neurodiversity in the workplace, aims to revolutionize their conventional interview process to ensure the elimination of any barriers limiting individuals from fully showcasing their true abilities. 

This means applicants are screened by both the Dell hiring team and the Neurodiversity in the workplace partner for 360-degree biased-free evaluation, with those qualified then invited to a two-weeks skill assessment.  

According to Bob Feiner, Senior Vice President of Enterprise Services, this initiative allows Dell to tap into a diverse range of skills and people that aligns with inclusion and talent goals. 

5. JPMorgan chase’s autism initiative

The financial giant has integrated autism hiring across multiple business lines.

Interviews are stressful for everyone, but it’s particularly nerve-wracking for candidates with ADHD, Tourette Syndrome, and other neurological disorders. 

That’s why we believe J.P. Morgan, an investment bank, rolled out a series of pymetrics games to revamp their interview process and match candidates with the right roles. 

In fact, the launch of a four-person pilot program, Autism at work in 2015, has shown dramatic results, with autistic employees being 48% faster and 92% more productive than their non-autistic peers. 

This pilot program has grown to more than 150 employees in eight countries today and even boasts a 99% retention rate.

There you go! 

See just how far these companies have come by taking small steps at the right time. And, of course, you can do it too!

Remember: Neurodiversity isn’t something that should be shunned or “cured.” It should instead be incorporated, particularly in the workforce. And as a recruiter, it’s your responsibility to get started. 

So, implement the strategies we discussed in the article, and maybe next time, your company will also join the best examples of neurodiversity hiring programs. Fighting! 

Strategy:

• Two-week training program for new hires on the autism spectrum (changed)
• Job coaching and ongoing support systems (changed)
• Focus on technology roles where detail-oriented skills are valued (changed)
• Measurable outcomes showing high retention and performance rates (changed)

6. Ernst & Young’s neurodiversity centers of excellence

EY has established specialized centers focusing on cybersecurity and technology.

Features:

• Dedicated teams of neurodiverse professionals
• Specialized training programs for both employees and managers
• Client-facing roles demonstrating the value of neurodiverse talent
• Expansion plans to other service areas

7. Ford’s Neurodiversity Program

Ford has integrated neurodiverse hiring into their manufacturing and engineering operations.

Implementation:

• Partnership with local autism organizations for recruitment
• Workplace modifications to accommodate different sensory needs
• Supervisor training on effective management techniques
• Career development paths for long-term growth

Benefits of hiring neurodivergent talent

Hiring neurodivergent talent brings numerous benefits to companies, including greater innovation, diverse perspectives, and enhanced problem-solving capabilities.

Neurodiverse employees often bring unique skills to the table, such as heightened attention to detail, creativity, and the ability to think outside the box, which can significantly benefit diverse teams.

1. Enhanced innovation and creativity

Neurodivergent individuals often approach problems from unique angles, leading to innovative solutions that neurotypical employees might not consider.

2. Improved attention to detail

Many neurodiverse employees excel at tasks requiring precision, pattern recognition, and systematic thinking.

3. Diverse problem-solving approaches

Different cognitive styles contribute to more comprehensive problem-solving and decision-making processes.

4. Increased team performance

Research shows that diverse teams, including neurodivergent members, often outperform homogeneous teams in complex tasks.

5. Enhanced company reputation

Companies known for inclusive practices attract top talent and improve their employer brand.

6. Economic benefits

Studies indicate that companies with neurodiversity programs see improved productivity, reduced turnover, and enhanced customer satisfaction.

Final thoughts

By embracing neurodiversity hiring and implementing inclusive hiring practices, your company can build neuroinclusive workplaces and create diverse teams that thrive on innovation. It’s time to take action and start hiring neurodivergent talent, ensuring that your company remains competitive and inclusive in the future of work.

Ready to transform your recruitment process? Contact us to learn how our ATS can support your neurodiversity hiring initiatives and help you build truly inclusive teams.

Frequently asked questions

1: What is neurodiversity hiring? 

Neurodiversity hiring refers to recruitment practices specifically designed to attract, assess, and hire individuals with neurological differences such as autism, ADHD, dyslexia, and other conditions. Inclusive hiring practices ensure these candidates have equal opportunities to demonstrate their capabilities.

2: How can we create neuroinclusive workplaces?

Neuroinclusive workplaces are created through environmental modifications, communication adaptations, flexible work arrangements, and ongoing support systems. This includes sensory-friendly spaces, clear communication protocols, and comprehensive training for all employees.

3: What are the benefits of hiring neurodivergent talent?

Hiring neurodivergent talent brings enhanced innovation, improved attention to detail, diverse problem-solving approaches, and increased team performance. Companies often see improved productivity and reduced turnover rates.

4: How do diverse teams benefit from neurodiversity?

Diverse teams that include neurodivergent members often demonstrate superior performance in complex problem-solving tasks, enhanced creativity, and improved decision-making capabilities due to the variety of cognitive approaches represented.

5: What accommodations might neurodivergent employees need?

A: Common accommodations include flexible schedules, quiet workspaces, written instructions, assistive technology, modified communication methods, and structured feedback systems. The key is individualizing accommodations based on specific needs.

6: How can managers support neurodivergent team members?

Managers can provide clear expectations, regular check-ins, structured feedback, flexible communication options, and ongoing support. Training on neurodiversity awareness is essential for effective management.

7: What industries benefit most from neurodiversity hiring?

While all industries can benefit, technology, finance, healthcare, manufacturing, and consulting have seen particularly strong outcomes from neurodiversity hiring programs due to the detailed-oriented and analytical skills many neurodivergent individuals possess.

8: How can we measure the success of our neurodiversity hiring efforts?

Success can be measured through retention rates, performance metrics, employee satisfaction scores, team productivity, innovation indicators, and feedback from both neurodivergent employees and their colleagues.