Did you know that 15-20% of the global population is considered neurodiverse?
Yet the unemployment rate for neurodivergent people is at least 30-40%, which is 3 times the rate for people with disabilities and 8 times the rate for people without disabilities.
Don’t believe it?
Check out the results of this survey of 500 companies:
While these statistics are huge, a good sign is that more and more companies are starting to take neurodiverse hiring seriously lately – and hopefully you’ll be one of them.
If you aren’t already, get started now, no matter where you are in your DEI recruitment journey!
How?
First, answer this question:
Is your hiring process unintentionally excluding neurodiverse talent?
While neurodiversity is high on most employers’ radars, it remains misunderstood, generalized, and stereotyped in society as a whole and, by extension, in many workplaces.
Why?
Because existing hiring processes, management practices, and even corporate workflow in general are almost exclusively modeled for “neurotypicals,” resulting in a higher risk of unintentionally missing out on pipelines of diverse, high-potential talent.
(And potentially getting into legal trouble, too!).
Not sure if your hiring process is biased against neurodivergent talent?
Keep an eye out for these telltale red flags:
- His job ads are long, hard to read, or perhaps even misleading.
- Your application process takes too long.
- Your interview process does not allow neurodivergent candidates to fully “sell” themselves.
- It doesn’t explicitly state on its website or social media that it welcomes and celebrates neurodiversity.
- You are recruiting through the same old sourcing channels.
- She focuses more on the weaknesses of neurodivergent talents, rather than their strengths.
- Don’t prioritize the connected recruiting experience for each of your candidates.
- You are implementing a one-stop solution to assess and onboard each new hire.
- Hiring assessments and tests may be too standardized and work against neurodivergent talent.
- Your interviewers or recruiting team, in general, are not trained enough to identify and cultivate neurodiversity.
- It does not offer flexible working arrangements to its future employees.
- While her company has Employee Resource Groups, they don’t “bite off more than they can chew” to support a neurodiverse workforce.
If you just thought we were somehow describing your company, it’s time to take some concrete steps!
5 Ways to Build a Neuro-Inclusive Workforce
It’s one thing to advertise that your company celebrates neurodiversity.
The challenge is to put it into practice.
Creating an effective neurodiversity hiring program requires reviewing every step of the process—before, during, and after.
And it doesn’t stop there.
You need to focus on all five of these areas to promote neurodiverse hiring in your company:
1. Education
This step should be your priority: educate your hiring team and employees about neurodiversity and your vision for achieving it.
Specify exactly how you expect them to contribute to your goal.
Encourage open discussions about DEIB to foster an environment where employees with and without neurological conditions understand and appreciate the different talents and challenges that come with those conditions.
Be proactive.
Provide resources, workshops and training sessions to increase awareness and understanding of different neurodiverse conditions, their strengths and the benefits of inclusion.
Please note that some employees with neurological conditions may also not be fully aware of how their condition may impact their performance in specific job tasks.
This lack of awareness can lead to frustration and missed opportunities.
By providing clear and accessible information about neurodiversity, you can not only avoid these situations, but also empower your employees to better understand their strengths, limitations, and the accommodations available to them.
💡Quick Tip: Host a “Neurodiversity 101” session for your recruiters and team members.
Highlight the positive impact of neurodiverse people and debunk common myths.
Make these sessions interactive, allowing attendees to ask questions and share their insights.
2. Job advertisements
Once you’re confident that you and your team are on the same page, start crafting ideal job descriptions .
Take a step back and consider which areas of your company could benefit most from the skills and perspectives that 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 analytical or problem-solving roles.
Once you have identified a potential fit, consider whether there is an existing role that aligns with their skills or whether a tailored position can be created to maximize their contribution.
For example, if the ideal role requires interpersonal skills that might be challenging, consider splitting the job description into two parts to effectively leverage your unique skills.
Finally, ensure effective communication with your team, explaining how bringing on board a neurodiverse candidate will contribute to the growth and success of the team, fostering an environment where everyone thrives.
This approach not only embraces neurodiversity, but also harnesses its potential to improve your business as a whole.
💡Quick Tip: Use clear, concise language in your job postings.
(Avoid all types of jargon and nonsense.)
Highlight that your company welcomes candidates from diverse backgrounds, including neurodiverse people, and provide information about any accommodations you can offer during the interview process.
3. Application
A lengthy and time-consuming application process is a turn-off for every candidate, let alone a neurodiverse workforce, who are looking for a streamlined and accessible application process with minimal hurdles and that can be applied for in an instant.
And its goal is to provide them with just that!
Simplify steps, eliminate redundant questions, and ensure your application is designed with inclusivity in mind.
Offer alternative methods of application, such as submitting videos or skills assessments.
They allow candidates to express their accommodation needs and provide a platform to demonstrate their skills beyond traditional resume formats.
Also, set clear expectations about the time commitment.
Let candidates know how long the application process is likely to take.
This information will help them plan their application and reduce anxiety caused by uncertainty.
Recognize that some candidates may prefer to work on their application in multiple sittings.
Therefore, it is best to allow them to save their progress and return to it later.
You can even go a step further by ensuring that your online application forms are compatible with text-to-speech software or readers .
This feature will allow applicants with visual impairments or reading difficulties to have the application content read aloud, creating a more inclusive experience.
💡Quick Tips:
- Include a dedicated section in your online application form where candidates can request accommodations or specify preferred methods of communication.
- Ensure that the application platform is easy to use, compatible with various devices and adheres to accessibility standards.
- Test the application process with a diverse group of people to identify and address any potential barriers.
4. Evaluation
Without a physical reminder of the differences between neurodiverse and neurotypical candidates, it can be tempting to follow a one-size-fits-all selection process.
But is this a good thing or more harmful?
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 you in the eye during the interview?
Dr. Jill Miller says, “Our traditional recruitment and development processes do nothing but exclude neurodiverse talent. And the only way to avoid that is to understand the strengths they bring to the table, rather than comparing them to a long wish list of capabilities.”
Here are some small things you can do to make a big difference:
a. Allow more time to complete assessments :
Neurodiverse candidates may process information differently, and providing them with ample time to complete assessments is essential.
This extra time ensures that they can demonstrate their skills without the pressure of rushing, which leads to more accurate assessment.
b. Conduct project-based evaluations :
A project-based assessment can be an excellent way to assess candidates’ skills and abilities in a more tangible way.
This approach shifts the focus from verbal communication to practical skills, providing a more equitable assessment for neurodiverse candidates who excel at practical tasks.
Neurodiverse candidates may experience increased stress and anxiety when faced with unexpected situations.
Providing 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 will be asked, so they can refer to them if needed during the interview.
d. Provide a comfortable environment for the interview :
Always prioritize the comfort and preferences of your candidates during the interview.
Some people may find a “walk and talk” approach more suitable than a traditional desk interview.
Ask them what environment they would feel most comfortable in, making sure the interview environment is aligned with their needs.
e. Explore alternative skill demonstrations :
Not all neurodiverse candidates can excel in the typical interview format.
It is essential to find alternative ways for candidates to showcase their skills.
Consider offering job or internship trials as an alternative to traditional interviews.
This will give you a more accurate representation of the candidate’s skills and potential.
f.
Designate a point of contact :
Neurodiverse candidates, like all candidates, need to feel supported throughout the hiring process.
Designate a point of contact for candidates to contact with 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 focusing too much on specific social cues.
- Create a welcoming and supportive atmosphere during interviews where candidates feel comfortable and are able to showcase their unique talents.
5. Performance
Last but not least, do your part!
Attracting neurodivergent talent won’t do your company much good if you can’t retain it.
Engaging in workplace accommodations and creating an environment where all team members, including neurodiverse people, feel supported is essential.
Here are some strategies for retaining and empowering neurodiverse employees:
- Conduct regular meetings Regular one-on-one meetings with neurodiverse team members.
Encourage open dialogue, listen actively, and be responsive to their feedback. - Expand your accommodations beyond the initial onboarding phase.
Continuously assess and adapt to the unique needs of your neurodiverse employees.
Provide the tools and resources they need, such as noise-canceling headphones for ADHD, ergonomic adjustments, or customized workspace layouts. - Promote a sensory-friendly work 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. - Shift the emphasis from tracking hours worked to focusing on the quality of work produced .
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. - 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 voice their needs and suggestions for improvement.
Regularly evaluate the effectiveness of your accommodations and make adjustments as needed.
5 Examples of Neurodiversity Hiring Programs You Should Be Inspired By
Let’s go back to the survey where most companies were hesitant to hire neurodiverse talent.
Yes, most are!
But that’s not the whole picture.
Many employers (especially megabrands) today focus on creating a diverse or inclusive environment for all their employees.
For example,
1. SAP
Among the first companies to start hiring autistic workers, the German IT and software company SAP is particularly known for its excellent DEIB initiatives.
Launched in 2013, the Autism at Work program aims to not only hire neurodiverse talent but also create a more welcoming environment for them.
And the good news is that their efforts are paying off.
SAP has reported a 90% retention rate for employees on the autism spectrum.
Isn’t that great?
2. Microsoft
After SAP’s successful implementation of its neurodiverse hiring program, it wasn’t long before Microsoft followed suit by launching its autism program , believing that traditional recruiting doesn’t allow neurodivergent talent to showcase their strengths.
“We believe there is untapped potential in the market and roles that could set future employees up for success,” Microsoft said.
Designed to recruit and onboard talent on the autism spectrum, the company’s hiring program focuses on creating an inclusive application and interview process that focuses on work ability, team projects, and skills assessments.
“Our process gives candidates the opportunity to showcase their unique talents while getting to know Microsoft as an employer of choice.”
Microsoft has also facilitated candidates with dyslexia, a language-based learning disability that affects nearly 5-10% of the world’s population. 5-10% of the world’s population – by providing them with assistive technologies and resources.
In 2018, Microsoft even became the first company to sign the “Made by Dyslexia” pledge to support talent with dyslexic thinking.
3.Goldman-Sachs
With a commitment to increase diversity in its workforce by at least 1%, Goldman Sachs launched an 8-week paid internship program for neurodivergent talent in 2019.
This initiative aimed to empower and integrate neurodiverse individuals by providing them with robust training, mentoring and coaching for full-time roles in Engineering, Operations and Compliance.
The bank even partnered with a nonprofit, Specialisterne, to better structure the program and skyrocket its offer and acceptance rates.
(They achieved that in 2020 – 100% increase).
Goldman Sachs is also working with a company that provides autistic contract workers, Aspiritech, to work on its manual QA tests.
(They’re going strong!)
4. Of the
The Autism Recruitment Program designed in collaboration with Neurodiversity in the Workplace aims to revolutionize their conventional interview process to ensure that all barriers that limit people from fully showcasing their true capabilities are eliminated.
This means that candidates are vetted by both Dell’s recruiting team and our partner Neurodiversity in the Workplace for a 360-degree, bias-free assessment, and those who qualify are then invited to a two-week skills assessment.
According to Bob Feiner , Senior Vice President of Enterprise Services, this initiative allows Dell to tap into a diverse set of skills and people who align with its talent and inclusion goals.
5. JP Morgan
Interviews are stressful for everyone, but they are especially nerve-wracking for candidates with ADHD, Tourette Syndrome, and other neurological disorders.
That’s why we believe JP Morgan, an investment bank, has launched a series of pymetrics games to revamp the interview process and match candidates with the right roles.
In fact, the launch of a four-person pilot program, Autism at Work , in 2015 showed dramatic results, with autistic employees working 48 percent faster and 92 percent more productive than their non-autistic colleagues.
This pilot program has grown to more than 150 employees in eight countries and boasts a 99% retention rate.
Done!
Find out how far these companies have come by taking small steps at the right time.
And of course, you can too!
Remember : Neurodiversity is not something to be avoided or “cured.”
Instead, it should be incorporated, especially into the workforce.
And as a recruiter, it’s your responsibility to start.
So, implement the strategies we talked about in the article, and maybe next time, your company will join the best examples of neurodiversity hiring programs.
Fight!
Frequently Asked Questions
D1- What is neurodiversity assumption?
Neurodiverse hiring is an approach that embraces and leverages the unique strengths and capabilities of neurodiverse talent, such as those with autism, ADHD, dyslexia, and other neurological conditions, with the goal of promoting diversity, equity, and inclusion in the workforce.
D2- Why should employers hire with neurodiversity in mind?
Hiring neurodiverse people brings new perspectives, creativity, and problem-solving to teams.
It helps foster an inclusive workplace culture, improving employee morale, productivity, and a more supportive environment for all employees.
Additionally, many regions have legal requirements and ethical expectations for equal employment opportunity, making it essential for employers to consider neurodiversity to avoid discrimination.
A3- What workplace accommodations are commonly provided for neurodiverse talent?
Workplace accommodations for neurodiverse employees can vary based on individual needs and job roles, but some common ones include flexible work arrangements, clear communication, quiet spaces, assistive technology, and structured feedback.
