A 3 Step Checklist For Demonstrating A Neuro-inclusive Hiring Strategy: Step 1
Creating a neuro-inclusive hiring strategy consists of three main stages. Firstly, learning what a neuro-inclusive hiring is and how the different forms of neurodivergence and their strengths and accommodations can contribute to the uniqueness of a workforce is key.
Secondly, understanding how to source neurodivergent job seekers, creative inclusive interviews and communicate rejections and offers in a neuro-inclusive way helps employers better support and appreciate neurodivergent candidates throughout the job search process.
Lastly, knowing how to support and retain top talent once you’ve hired will foster a neuro-inclusive organizational culture that all talent will be flocking to. In this article, we cover step 1, learning what neuro-inclusive hiring is.
Learn: Internal Education
Let’s start with the basics. What does neurodiverse, neurodivergence and neurodivergent mean?
Neurodiverse- Adjective: Describes the diversity and variation of cognitive functioning in people. Neurodiverse is typically used to describe neurodivergent people.
Neurodivergence- Noun: Cognitive functioning which is not considered "typical". For example, autistic, or ADHD people.
Neurodivergent- Adjective: Describes people who have a neurodivergence.
It’s important to note that not all people who identify as neurodivergent have a medical diagnosis or if they do, were diagnosed at a young age. Many folks with Autism or ADD/ADHD for example are diagnosed as adults and have only formally been identifying and developing strategies to accept and work through their neurodiversity very recently.
To an employer, this means you must demonstrate a sense of caring and understanding towards job seekers who may not be able to advocate for their needs yet, or even know how they work best.
Creating an inclusive hiring process and workplace where all employees feel accepted and have access to accommodations, even if they have never used accommodations before, will help encourage folks to be their authentic selves and find ways to work best.
Forms Of Neurodivergence: Strengths and Accommodations
Some of the most common forms of neurodivergence are:
Autism (ASD)
Attention Deficit / Hyperactivity Disorder (ADHD)
Dyslexia
Dyspraxia (Developmental Coordination Disorder DCD)
Dyscalculia
Tourette's Syndrome
Obsessive Compulsive Disorder (OCD)
As discussed in a 2019 Forbes article, neurodiversity is not uncommon. The CDC reports about 1 in 6 children are diagnosed with neurodevelopmental differences in the US, and a 2015 Cambridge University study found that “people working in science and engineering jobs are more likely to have autistic-like traits than less technical professions”.
A Harvard Business Review article explores this higher population in STEM fields, explaining that “research shows that some conditions, including autism and dyslexia, can bestow special skills in pattern recognition, memory, or mathematics.” (HBR, 2017).
As it relates to accommodation, we’ve amassed a top 10 list of the most common accommodations in a recent Mentra article. They include:
Noise Cancelling Headphones
Written, concise instructions
Uninterrupted work time
Interviewer experienced with neurodiversity
Flexible schedule
Email/Calendar organization
Extra time
Job coaching or mentorship
Allowance of fidgeting devices
Closed captioning and recorded meetings
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When examining this list, it’s easy to see many accommodations would also be welcomed by neurotypical employees too, such as uninterrupted work time or written, concise instructions.
When considering accommodation, it is important to ensure the accommodation is beneficial and directly supportive towards the intended audience, in this case, neurodivergence job seekers and employees, but to also consider how accommodations could be made available to all employees.
Developing systems, processes and procedures and support mechanisms to universally enhance the quality of hiring and workplace environments and life is a huge boost to increasing organizational culture and retention.
As the workforce continues to diversify, employers must respond. Consider making an action plan to learn more about neurodiversity. Reading articles like this one or other Mentra publication articles are great ways to learn and keep abreast of neurodiverse trends and opportunities as it relates to work easily and simply.
Additionally, if there are neurodivergent employees at the organization and they are willing to disclose and speak about their own diversity, ask them in what ways can you commit to understanding and allying with the neurodivergent community. How do they want your advocacy? And in what ways can you continue your path towards inclusion through education and action?
What Does It Mean To Be Neurodivergent-Friendly?
Being neurodivergent-friendly is not only a state in words but also, in action. To be neurodivergent-friendly, you should have a company policy towards diversity, equity and inclusion that includes the neurodivergent population.
Next, your policies, procedures and processes should be intentionally designed and created with diversity in mind. And lastly, it’s not enough, or authentic, for organizations to simply say in a statement they are neurodivergent-friendly, they must back it up with action.
Most diversity initiatives strive to move beyond counting people, to making people count; moving from neuro-diversity to neuro-inclusion is where most organizations strive to reach. Employers creating comprehensive and centralized company-wide community and associated deliverables (often led by HR, DE&I and ERG work) have typically experienced lower employee turnover, higher retention rates and a cultural brand job seekers are actively attracted to.
When employers talk the talk and then actually walk the walk, that is something job seekers of all backgrounds take notice of. If an organization engages in diversity initiatives and activities genuinely and honestly, job seekers and employees resonate with that and be organically attracted to open roles and staying in positions longer.
In our next article, we will explore how to source neurodivergent job seekers, creative inclusive interviews and communicate rejections and offers in a neuro-inclusive way helps employers better support and appreciate neurodivergent candidates throughout the job search process.
Related:
Should I Tell A Potential Employer I'm Neurodivergent? It Depends, And Here's Why.
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Meet The Writer!
Hi! My name is Nadia Ibrahim-Taney and I help people design happy and fulfilling careers through authentic career coaching. My expertise includes career exploration guidance, resume writing, interview prep and LinkedIn profile optimization. My pronouns are She/ Her/ Hers and as a member of the LGBTQ+ community, I focus on how diverse identities impact and influence folks holistically and professionally. Please connect with me on LinkedIn or at Nadia@beyonddiscoverycoaching.com
