Widen your talent pool with an inclusive culture that attracts Neurodiversity
There is currently a skills shortage in the UK jobs market, and employers are having to cast their net far and wide to find the best talent for their business. In a candidate-led market, employers must be candidate-focused, and that involves looking internally at their recruitment practices to ensure they’re not overlooking underrepresented groups.
There is a clear disparity in the workforce between neurodivergent and neurotypical employees. Just 21.7% of autistic people are in employment.1In order to attract and engage underrepresented talent pools, employers must look at their recruitment practices and assess whether they can be more inclusive.
Inclusive Recruitment: Enhancing Equity in Hiring Processes
Candidate attraction, recruitment, and onboarding are at the forefront of our Greenbean business model, so we’re always exploring better ways of engaging with different demographics.
Those who are neurodivergent may feel the need to hide their condition over the fear of discrimination or dismissal. Often, employers are unaware of how to approach these concerns with consideration and care. One in seven people has a condition linked to neurodiversity 2, so it’s important for businesses to understand how to provide a working environment that benefits all employees.
What is Neurodiversity?
Neurodiverse conditions typically include ADHD, Autism, Dyslexia, Dyspraxia, Dyscalculia, and Tourette's Syndrome, though they are not limited to these. No two people are alike, however, it is important to be aware of common traits and characteristics so you can adapt your interview style should you recognise the cues or the candidate themself reveals their condition. You will then be able to handle it with sensitivity.
Attraction: Creating an Inclusive Recruitment Process
“Neurodiversity can be a competitive advantage when the individuals are in the right environment, making use of their strengths, instead of constantly trying to overcome challenges. To achieve this we must create inclusive spaces to work and learn that reduce disabling factors and amplify diverse abilities.”3
Companies should be mindful of the image they project to candidates, including their branding, website, and social media presence. From the initial attraction stage, make it clear that neurodiverse talent is welcomed and supported.
Consider offering alternative methods of job applications, such as video interviews or work trials, to remove barriers posed by traditional interview settings. An autistic person who would excel in a role may struggle in a conventional interview environment.
Similarly, the wording of job adverts matters. Phrases like "strong social skills" may deter an autistic candidate from applying, while dyslexic candidates may be put off by roles requiring extensive writing. Thoughtful phrasing demonstrates that your company is flexible and capable of supporting those who may struggle with traditional processes but excel with reasonable accommodations.
Job fairs can be valuable but may also be overwhelming for autistic individuals due to noise and crowds. Virtual career fairs can have a similar effect if not designed with neurodiverse needs in mind. Implementing a designated "neurodiverse hour" could help create a more comfortable environment.
To further your reach, connect with organisations that support neurodiversity and engage their email lists to promote job opportunities directly to neurodivergent talent.
Interviews: Adjusting for Equity in Recruitment
The recruitment process for neurodivergent candidates requires an alternative understanding. Rather than dismissing applications or behaviours that don’t align with neurotypical expectations, consider the underlying reasons.
For example, a person with ADHD may have a varied job history. Rather than seeing this as a negative, recognise the adaptability and honesty behind their journey. Would you persist in a process that made no reasonable adjustments or consistently rejected you?
Employers naturally make accommodations for physical disabilities, such as providing wheelchair access. Similarly, invisible disabilities require the same level of consideration.
During interviews, be mindful of working memory challenges faced by individuals with ADHD, Dyslexia, and Dyspraxia. Struggling to recall an answer does not equate to a lack of knowledge; sometimes, all that is needed is extra thinking time.
While the STAR interview technique benefits interviewers, neurodiverse candidates may find it difficult. Provide advance notice if STAR-format questions will be used, along with resources to help them prepare. If tests are required, allow additional time to level the playing field.
Avoid relying solely on AI software for assessments, as it may disadvantage neurodiverse talent by treating neurotypical traits as the standard. For instance, grammatical errors flagged in applications could disproportionately impact dyslexic candidates. Keeping the process as human-centred as possible helps prevent such biases.
Autistic candidates may appear disengaged due to difficulty maintaining eye contact or a blunt communication style. However, participating in an interview is a significant effort for an autistic person, indicating genuine interest.
Neurodivergent candidates may take longer to respond, so if they miss a deadline but otherwise show enthusiasm, provide reminders and clear instructions. Consistency and transparency in expectations throughout the recruitment process will foster trust and inclusivity.
Onboarding: Setting Neurodivergent Employees Up for Success
The onboarding process determines how successfully a neurodivergent employee integrates into their role.
During orientation, be mindful that neurodivergent colleagues may require extra guidance to familiarise themselves with their new environment. Providing signage and a clearly marked orientation map can promote independence early on.
A workplace assessment is essential to determine the necessary accommodations. Encouraging open discussions about reasonable adjustments will create a comfortable and productive work environment.
Different learning styles should be accommodated. For instance, a paper-free office may be challenging for neurodivergent employees who benefit from print-outs and written notes. Simple adjustments can significantly enhance productivity and well-being.
Many companies prioritise inclusivity during the hiring process but fail to extend these efforts to onboarding. Evaluating each stage of the recruitment journey ensures ongoing support for neurodiverse talent.
Retention: Fostering Long-Term Equity and Inclusion
Neurodivergent employees possess high intelligence and capability. Ongoing training and regular check-ins with Line Managers can maximise their potential. Employees with ADHD, for example, may lose motivation if they sense a lack of interest from their manager. Small gestures, such as casual catch-ups, can maintain engagement.
Providing "project books" helps neurodivergent employees prioritise tasks, reducing reliance on working memory and improving focus.
Training and promotion opportunities should be accessible to all. When assessing performance, consider individual strengths and limitations. For example, an employee with dyspraxia may walk slowly to avoid stumbling, reducing their working hours over a year. Adjusting appraisal scores ensures fairness and equity.
Clear expectations regarding appraisals and training prevent surprises and anxiety. Reasonable adjustments should be regularly reviewed, as employees may not immediately recognise their needs in a new role. Checking in periodically fosters a supportive work environment.
Recording interview notes can prevent unnecessary repetition and help managers recall important details.
While neurotypical colleagues may openly express concerns when overwhelmed, neurodivergent employees often struggle to voice their limits. Regular workload assessments can prevent burnout.
Workplace assessments and neurodiversity training for colleagues can improve inclusivity, reducing friction and ensuring a sense of belonging. When employees feel valued and understood, workplace satisfaction and retention rates improve.
Further Information
Our special thanks go to Mark Charlesworth for his invaluable insights in researching this topic. Mark provides ADHD & Autism Coaching for organisations and individuals, as well as masterclasses in Neurodiversity, Autism, and ADHD. His services, including workplace assessments and neurodiversity audits, help employers foster more inclusive environments.
We put talent at the heart of everything we do. Our people-over-process approach helps organisations widen their talent pool and attract underrepresented candidates. If you're looking to make your recruitment process more inclusive and accessible for neurodiverse candidates, get in touch to find out how we can help.
