Neurodiversity in the Workplace
What is Neurodiversity?
“Neurodiversity is the idea that neurological differences like autism and ADHD are the result of normal, natural variation in the human genome.” – John Elder Robison, author of Look Me in the Eye (a memoir detailing his life with Asperger syndrome and savant abilities)
Neurodiversity can refer to the differences in all human brains, but often refers to those with autism, ADHD and other learning or developmental differences. It is a term used to encourage acceptance and inclusion. Neurodiversity is an asset, not a disorder. In the workplace, Neurodiversity can spring creative problem solving, new perspectives and a culture of inclusivity that breaks the stigma of living and working with these neurological differences.
When approaching the process of hiring and working with Neurodiverse individuals, it is important first to understand that this is not an act of charity. Neurodiverse employees are equipped to do the job that you are hiring for, and often provide a fresh perspective to the team. The goal for adjusting the application, interview and hiring process is to encourage inclusion for all.
Job Description/Application
In general, job descriptions have not evolved much in the last few decades. Phrases like "excellent verbal communication" or "team player" sound commonplace, but terms like these can instantly exclude a Neurodiverse person who is otherwise qualified. The first step to opening your search to a more diverse hiring pool is to rethink the way you write job descriptions. Here are a few things to consider before approaching the task:
Review the actual qualifications for the job. Do you need the employee to sit for 8 hours at a time, or can they perform their job while moving/switching positions? Will written communication be as effective as verbal? Does this job require the employee to be in office when they can perform their duties from home instead? Many qualifications are included by default in all job descriptions when, in fact, they are not needed to perform the job. Take the time to question your expectations.
Include a section where applicants can propose reasonable accommodations to the recruiting, interviewing and hiring process. Being upfront about your willingness to make adjustments will encourage more diverse applicants.
Try to avoid restrictions on the application process. Be willing to accept applications through a variety of methods including email, in person, through an online form, etc.
Foster a relationship with organizations that assist with job placement for Neurodiverse employees. Often these organizations will partner with you and the applicant throughout the process to ensure success.
Interview
The interview process is intimidating for almost everyone. It can be especially daunting for Neurodiverse people who may misinterpret social cues or be thrown off by indirect communication. Once again, this is an opportunity to adjust our expectations and restructure the interview process to be a more welcoming experience.
Consider the environment where you will be conducting the interview. Are there visual, audio or other sensory distractions? Some Neurodiverse candidates may be especially sensitive to these intrusions.
Does this position require an interview at all? Some companies have forgone the interview process, instead allowing applicants to prove their ability to perform the job through tests or trial periods.
Remove the expectation of conforming to traditional social etiquette. Many Neurodiverse candidates have trouble keeping eye contact, may fidget or have a physical tick. These behaviors often have no bearing on the person's ability to do their job efficiently, so don't let them impede your decision making.
Ask direct questions. Abstract or open ended questions can be misleading and confusing.
Share your interview questions beforehand. The stress of an interview can be vastly reduced when the candidate is prepared to answer confidently before the question is asked.
Post Hiring
The period after hiring a Neurodiverse employee is often where most employers fall short. After making adjustments to the recruitment process, it can be easy to fall back to the usual routine. There are many factors that can impede a Neurodiverse employee's ability to perform their job, however, and it is your responsibility to set them up for success. It is important to remember that each person is different. Be willing to listen and learn throughout the process.
Be open and encourage employees to tell you what conditions they would benefit from. Avoid having to make changes in the moment by asking for this feedback before they begin. This may include changes to the environment, such as lighting or sound. Perhaps the dress code needs an adjustment to allow for a more comfortable uniform. Small moments of flexibility will foster a more inclusive workplace all around.
Allow for adjustments to the regular routine. Some Neurodiverse employees will work at a faster pace, some more methodically. Some will require more frequent check-ins with their managers, some less.
Once again, remove your social etiquette expectations and encourage your team to do the same. Understand that not everyone reacts the same to every situation.
Be clear with your communication. Don't rely on your employees to understand a message that was implied instead of directly stated.
Working alongside Neurodiverse employees is a mutually rewarding process, though it is not without effort on both parts. We hope that you have found some insights that will assist with your hiring practices moving forward, and encourage inclusivity and diversity amongst your workforce. Stay tuned to HENSLEE’s blog and social media pages to learn with us as we explore more ways to break the boundaries of business as a whole. Make space and elevate! 🙌
Resources
Diversity Jobs - job placement and recruitment tool
Exceptional Individuals - job placement and recruitment tool
10 Ways to Make Your Job Postings More Inclusive - Lattice
Writing Inclusive Job Postings and Descriptions - SHRM
What is neurodiversity? - Harvard Health