Inclusive Hiring? Transforming the Workplace Landscape Through Neurodiversity.
Inclusive Hiring:
Transforming the Workplace Landscape Through Neurodiversity.
By Emma Tolley, Lead Talent
In recent years, there has been a growing recognition and understanding of the importance of neurodiversity in the workplace.
Most people are neurotypical, meaning that the brain functions and processes information in the way society expects. But in the UK alone, 15-20% of the population is neurodivergent, with thinking and learning styles that differ from what’s considered typical.
This equates to 13 million people, including 700,000 people with autism spectrum condition and two million people with dyslexia. Neurodivergence also includes attention hyperactivity disorder, dyscalculia and dysgraphia (among others).
These numbers are rising due to more accurate and inclusive diagnostic criteria. Autism diagnoses alone have increased 787% in the past two decades and prescriptions for ADHD medication have jumped 800%. The UK is also experiencing a post-pandemic boom in ND diagnostic referrals. Some NHS waiting lists are up to eight years long, and even private referrals are up to two years!
As we approach 2023/24, forward-thinking recruiters are re-evaluating their practices to embrace neurodiversity, understanding that it not only fosters a more inclusive environment but also brings unique strengths to the workplace.
The Business Case for Neurodiversity
Recruiters are increasingly realising that a neurodiverse workforce is a key asset for any organisation. Diverse teams, including neurodiverse individuals, bring a variety of perspectives and problem-solving approaches, leading to increased creativity and innovation.
In a rapidly evolving business landscape, these qualities are essential for staying competitive and adapting to change.
Neurodiverse individuals often possess strengths that can significantly benefit various workplace roles. Some of these strengths can include:
1. Attention to Detail: Many neurodivergent individuals excel in tasks that require a high level of sustained concentration and attention to detail, making individuals well-suited for roles such as quality assurance, data analysis, error detection and research.
2. Analytical Thinking: Neurodivergent individuals often demonstrate strong analytical skills, enabling them to identify patterns, solve complex problems, and contribute valuable insights to decision-making processes.
3. Innovation and Creativity: The unique perspectives of neurodivergent individuals can lead to innovative solutions and creative problem-solving, fostering an environment of continuous improvement.
4. Designing Technical Tasks: Such as in information technology, or planning and logistics
5. Loyalty and Dedication: Neurodiverse employees are known for their loyalty and dedication to their work, contributing to a positive and committed organisational culture.
6. Higher-Than-Average Reliability and Perseverance: Honed through a lifetime facing challenges and barriers not faced by neurotypical employees.
7. Highly Focused: Individuals have the ability to stay focused on a topic or activity for long periods.
Creating an Inclusive Recruitment Process
To truly embrace neurodiversity, recruiters must review and adapt their practices to create an inclusive recruitment process. Some key considerations include:
1. Foster Full Disclosure: Ensure you give every applicant the opportunity to disclose any conditions they may have at various touch points in the recruitment process.
2. Ask!: Communication is key. Ask your neurodivergent candidate what would make the process easier for them. Involve them in shaping the process.
3. Flexible Interview Formats: Traditional interview formats may not be the best measure of a neurodivergent individual’s abilities. Consider using alternative assessment methods, such as work samples, psychometric assessments, skills assessments, or task simulations. Ultimately you should be open to reasonable adjustments and judge on a case by case basis, there are no set rules.
4. Training and Awareness: Provide training for recruiters and hiring managers to increase awareness and understanding of neurodiversity. This can help dispel myths and stereotypes and create a more inclusive hiring process. Consider investing in training for your team around ‘Awareness of Unconscious Bias’.
5. Accommodations and Support: Offer accommodations during the recruitment process and in the workplace. Simple adjustments, such as providing clear communication, increasing time limits, sending interview questions in advance or a quiet space, can make a significant difference for neurodivergent individuals.
6. Transparency Language: Consider any potential ambiguity in the language you use. Individuals with Autism can struggle with metaphorical references.
7. Full Integration: Invest in neurodiversity integration efforts throughout the employee lifecycle, and not just during recruitment and onboarding.
As we move into 2024, the understanding and appreciation of neurodiversity in the workplace are crucial for recruiters seeking to build high-performing teams. Embracing neurodiversity not only aligns with ethical and social responsibility but also enhances an organisation’s capacity for innovation, adaptability, and overall success.
By recognising the strengths of neurodivergent individuals and implementing inclusive recruitment practices, companies can foster a workplace culture that celebrates diversity and unlocks the full potential of every employee.
If you’d like to learn more about the power of Talent Dynamic Psychometric Assessments and how they can help shape your inclusive hiring and neurodiversity please get in touch Emma.Tolley@lead-talent.co.uk