A 3 Step Checklist For Demonstrating A Neuro-inclusive Hiring Strategy: Step 3
Creating a neuro-inclusive hiring strategy consists of three main stages. In our first blog in this series, we covered 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.
In the second post, we 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.
In this last blog post, we explore 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.
Build: Support and Retain Talent
Hiring people costs money, time, energy, and resources. Loosing employees, turnover, due to unwelcoming work environments or unaccommodating managers costs organizations even more. Here are two ways to support and retain diverse talent.
Long Term Employee Support and ERGs
Organizations that create clear definitions of what individual employee success looks like through an employee professional development plan, including job specific professional development and diversity development tend to experience lower turnover rates. An individual professional development plan is typically created between managers and employees and pairs employee professional needs with manager support.
This is especially important for neurodivergent employees but has shown to be very effective and helpful for neurotypical employees too. These employee plans typically serve as the foundation to a larger, integrated roadmap to help both employee and manager understand how to navigate the road to professional and diversity success.
Dedicating consistent investment and resources towards diversity trainings and individual employee success will also help in the support and retention of diverse workers. When organizations are continuously self-assessing approaches and strategies by considering the support structure towards inclusion, what they are doing well and what are they missing/growth opportunities, they have the chance to evolve, grow and be more inclusive.
Elements such as Employee Resource Groups can also assist in self-assessment and executing trainings, advocacy, and voice for diverse populations at work.
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Fostering A Neuro-inclusive Organizational Culture
All roads lead to organizational culture. If employers do not commit to learning and developing as an organization, growing inclusive hiring practices, or supporting and retaining top diverse talent, it’s very challenging to promote a culture that attracts diverse job seekers.
If organizations do engage in the thought-provoking and honest work of creating, developing, and fostering a neuro-inclusive culture, they will see candidate pools for open jobs strengthen, turnover decrease, employee retention rise and overall, employees will be happier, connected and committed to the organization’s goals and mission. This can be a huge pay off for employers especially in tight or competitive job markets!
I hope you’ve found this 3-part series on neuro-inclusive hiring beneficial! If you are interested in learning how career coaching can help your managers engage more authentically with neuro-diverse employees or you are looking for career coaching for your neuro-diverse employees, let’s connect!
Related:
Should I Tell A Potential Employer I'm Neurodivergent? It Depends, And Here's Why.
Unique Employee Benefits Programs That Companies Are Adopting
6 Insider Tips To Navigating The Workplace If You Have Social Anxiety
How to Coach an Employee with Anxiety: Strategies for Supporting Your Team
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
