In the United Kingdom, where approximately one in seven individuals identify as neurodivergent, the disparity between diagnosis and employment remains stark.
Currently, only 15 percent of those diagnosed are in the workforce. Recognising the potential of neurodivergent individuals and aiming for a more inclusive workplace, hiring experts at Talos 360 are shedding light on ways businesses can make their hiring processes more neurodivergent-friendly.
Creating an inclusive workplace not only benefits individual employees but also fosters a culture of acceptance and diversity within the organisation. Neurodivergent candidates bring unique perspectives and skills to the table. For instance, individuals with autistic traits often excel in specialised subjects, bring creativity to problem-solving, and possess exceptional attention to detail and memory, all of which contribute to high-quality work and efficiency.
Lyndsay Chapman, People Director at Talos360, emphasises the importance of tailoring job application processes with neurodivergence in mind. Here are some steps she suggests to ensure the hiring process is neurodivergent-friendly:
1. Education for Hiring Managers:
Ensuring hiring managers are well-versed in neurodiversity management is crucial. They need to understand how neurodivergent individuals operate, the benefits of hiring them, and potential workplace challenges they may face. Encouraging attendance at talks, seminars, or providing specific training sessions on neurodiversity can enhance their understanding.
2. Adapting Job Descriptions:
Detailed job descriptions are essential to attract neurodivergent candidates. Providing comprehensive explanations of job responsibilities and required skills helps candidates assess their fit for the role accurately. Additionally, ensuring job descriptions are concise and well-formatted enhances readability for neurodivergent applicants.
3. Crafting Employee Benefits:
Tailoring employee benefits to accommodate neurodivergent needs is crucial. This may include offering flexible work arrangements, providing equipment like noise-cancelling headphones, and allocating resources for mental health support.
4. Adjusting the Interview Process:
Simplifying the interview process can greatly benefit neurodivergent candidates. Using clear and concise language, avoiding overwhelming them with multiple questions at once, and providing an overview of interview topics beforehand are recommended. Choosing a quiet setting devoid of distractions also creates a more comfortable environment.
Incorporating these measures demonstrates a commitment to inclusivity and creates an environment where all employees can thrive, regardless of neurodivergent traits. By embracing neurodiversity in the hiring process, businesses not only tap into a pool of diverse talent but also foster a more equitable and supportive workplace culture. Talos 360 sets an example by championing these practices, paving the way for a more inclusive future in employment.
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
