Neurodiversity

Discover better ways to attract more neurodiverse applicants.

Show your commitment

Neurodivergent people may have any number of conditions, including autism and dyslexia. They think, act and respond differently than people who are classed as neurotypical. And it’s thanks to their neurodiversity that they can bring fresh new perspectives and talents to your workplace.

It’s in your organisation’s interests to welcome neurodivergent employees on board in order to unlock greater potential and problem solving capacity. Provide information about how your organisation supports neurodiversity. Promote how your organisation celebrates and supports diversity, and show how neurodiversity is valued and you will attract more neurodiverse applicants.

Create inclusive policies

Do your organisation’s policies help create an inclusive culture for neurodivergent employees? It’s worth taking the time to review them to ensure they do.

Do they actively encourage more neurodivergent people to apply for roles? Do they promote inclusion? Can your workplace better accommodate neurodivergent employees? Modifying your policies to make them more inclusive can bring a much richer pool of talent to your organisation.

Bring down the barriers

Many neurodivergent employees experience challenges within the workplace. It is important that you take steps to make them feel comfortable and accepted.

One way to help them settle in more smoothly is to improve awareness of neurodiversity in your organisation. Pair them with a work ‘buddy’. Encouraging neurodivergent employees to talk about the challenges they face at work can be helpful too.

Find smarter ways for your organisation to recruit more neurodivergent applicants.

Create application processes that are sensitive to neurodiversity

Most application processes do not cater for neurodivergent applicants and this may have the unintended consequence of neurodivergent people self excluding themselves from applying.

By reviewing your organisation’s current processes, you can identify and remove barriers for neurodivergent applicants. Ensure the language used in position descriptions is clear and concise. Then consider the advertised role carefully and include on the skill requirements that are critical to the role and leavve out those which are not.

Develop an inclusive interviewing process

Typical interview situations can often disadvantage neurodivergent applicants. Unfamiliar settings like these can make it harder for them to demonstrate that they have the skills and abilities to perform the role they have applied for.

Making some modifications to your usual interview process can help neurodivergent interviewees. Give some thought to providing applicants with interview questions ahead of time. Considering different ways to let neurodivergent applicants demonstrate their skills and abilities can help overcome barriers and allow for a positive interview experience.

Ensure supportive onboarding

Processing large volumes of information can be a challenge for some neurodivergent people. This is why many of them can find typical onboarding procedures a bit daunting.

Providing information in advance can help, by letting new neurodivergent employees know what to expect in the early days of a new role. It can also be a good idea to give employees the opportunity to request adjustments to their working environment or work flow so they can perform their tasks more successfully.

Dr Stephen Shore, a US autism advocate who is on the spectrum himself, once said, “If you’ve met one person with autism, you’ve met one person with autism”. In other words, all neurodivergent people are not the same.

Retaining neurodivergent employees requires a carefully considered approach, what works for one, may not work for another. The best approach is to address the needs of each neurodivergent employee individually. Ask them what they need to succeed in their roles and provide the support they ask for.

Lead by inclusion

When leaders in your organisation champion neurodiversity, it sends a clear message to all that your organisation values neurodiversity and its neurodivergent employees.

This is why it’s so important for leaders, at all levels, to drive initiatives and strategies that put inclusion at the forefront of everything they do. Affirmative actions enable neurodivergent employees to feel accepted, to grow their skills and to develop the confidence to succeed.

Drive supportive initiatives

Neurodivergent employees have different needs and can experience equally different challenges in the workplace. But most of these challenges can be overcome in an inclusive and supportive environment.

Initiatives that specifically support neurodiversity can help neurodivergent employees work more effectively. These can include employee resource groups, mentoring, appropriate workplace support, and neurodiversity awareness training for those who work with them.

Embrace flexibility

Some neurodivergent employees may struggle with certain aspects of their role yet excel with others. Other neurodivergent employees may experience completely different challenges. Flexible ways of working can give all neurodivergent employees better opportunities to excel.

Allowing role flexibility in your workplace is one way to encourage this. Being open to creative work practices and flexible working hours can help harness the unique qualities and skills of neurodivergent employees too.

Many neurodivergent people have become leaders in their fields: because they have been provided with the opportunities required for them to succeed.

Investing in the promotion of neurodiverse employees in your organisation can be rewarding – for the organisation and them. Guide their move into leadership roles by mapping out clear advancement pathways that support their needs and make the most of their skills and talents.

Mentor neurodiverse talent

Mentoring – both formal and informal – can help neurodivergent employees address the challenges they face in their careers and overcome them. It can also open up worthwhile career opportunities for them at the same time.

You can help neurodivergent employees achieve success by providing access to mentoring opportunities in your workplace. Pairing them with a more experienced mentor can assist them to identify and tackle any skill gaps as well.

Set achievable targets

Organisations can help broaden their talent pool and increase understanding of neurodiversity by setting targets for neurodivergent employment and making plans to achieve them.

By setting diversity targets like these, your organisation can drive ongoing improvement, increase accountability, measure performance and improve equality across all levels.

Build pathways to meaningful careers

Preconceived ideas about neurodiversity are a neurodivergent person’s greatest enemy. They can cause a talented employee to be overlooked for certain roles or to miss out on opportunities for promotion.

The truth is, while some neurodivergent people don’t suit management roles, others have the skills and desire to leader.

One of the best ways for your organisation to help neurodivergent employees achieve their true potential is to implement systems that open pathways to career progression for them. Pathways that are free of stereotypes, assumptions, blind spots and preconceived ideas.