Neurodiversity and Hiring

When people think about equity, they typically think of it in terms of gender, race, or physical ability. But there is another aspect of equity that is commonly overlooked, particularly because it is not obvious to see: neurodiversity. As defined by this Verywell Mind article, “Neurodiversity is the concept that there are a variety of ways that people's brains process information, function, and present behaviorally...[It] recognizes that both brain function and behavioral traits are simply indicators of how diverse the human population is.” It is estimated that between 15-20% of the world’s population are neurodivergent, and companies such as SAP, Microsoft, and JP Morgan have instituted programs, initiatives, and procedure adjustments to make it easier to hire and retain neurodivergent employees. Outlined below are some of the things that they have implemented...

 

Clear and concise job advertisements. One of the first things you can do to help attract neurodiverse talent is to be clear in your job postings. Avoid using jargon (whether it be company or corporate speak), and keep the job description short. Important details like salary, amount of travel, and required skills should be stated plainly and easy to understand. Most importantly, when creating the job description, think about the skills that are truly important to the role. Sticking to technical skills rather than ideal behavioral traits will help prevent the exclusion of outstanding candidates.

 

Be direct and considerate during the interview process. Once a candidate has applied and has moved to the interview stage, think about the questions that will be asked. Be straightforward with your questions, and avoid asking questions that can be hyperbolic or abstract. If you are conducting in-person interviews, have an info sheet ready that tells the candidate exactly what they need to do when they arrive at the office (e.g. where to park, how to get into the building, who they need to check in with, etc.). During the interview, take into consideration that fidgeting, lack of eye contact, or other physical tics are not a sign of disqualification; for some, these can be coping mechanisms for the stress that is interviewing.

 

Ensure the workplace environment is welcoming and inclusive. Before a candidate is hired, hold neurodiversity and disability sensitivity trainings with your staff/team to prevent misunderstanding, bias, or barriers to meaningful engagement for everyone. Some neurodiverse people may need to work non-standard business hours or require certain equipment to be more productive, so consider allowing them those accommodations. Once your new employee has settled in, check in with them on a regular basis. Their needs may change over time, so keeping the lines of communication open and being attentive, empathetic, and supportive to their needs will support retention and accessibility in your office.

 

Implementing practices that support neurodivegence in your hiring process and workplace will promote accessibility, expand your pool of qualified applicants, and increase team talent. All employees on the team, including neurotypical individuals, will benefit from the adoption and implementation of accessibility practices.