Steps to promote neurodiversity and inclusivity in hiring

Neurodiversity is not the same thing as disability. Put simply, ‘neurodiversity’ refers to the natural range of differences in our brain function and behavioural traits, including autism, dyslexia, ADHD, dyspraxia, and similar neurological conditions JobAdder explains.

More than just a box to tick, neurodiversity hiring is a strategy initiative that aims to create more diverse and inclusive workplaces by recruiting, facilitating, and supporting neurodivergent individuals.

Benefits of neurodiversity in the workplace

The benefits of embracing neurodiversity and inclusivity are undeniable. Companies that prioritise inclusivity attract and retain top talent, foster innovation, and drive better business outcomes.

Global organisations such as the United Nations, often recognise companies and businesses that implement neurodiversity policies, which can improve the employer brand.

Some of the most prominent benefits of supporting diversity and hiring neurodiverse people in the workplace are:

• Delivering positive business outcomes that align with ESG and CSR goals, potentially solving talent acquisition challenges, and

• Boosting employee engagement, injecting a sense of meaning and purpose into your company culture

5 Ways To Recruit Neurodivergent Candidates

1. Review your recruitment process

Have a critical review of your current recruitment process, from job descriptions to interview formats. Conducting this audit will help you identify and dismantle potential barriers for neurodivergent candidates.

2. Job descriptions

Ditch jargon and ambiguous language and focus instead on clear, concise descriptions of tasks and required skills, prioritising competencies over personality traits.

3. Application process

Expand acceptance formats to include video presentations, portfolio submissions, or written assessments. This will allow candidates to showcase their strengths in ways that various communication styles that resonate with them.

4. Interview formats

Diversifying the stage and moving beyond the traditional one-on-one interview. Panel interviews offer broader perspectives and ease social anxiety Group discussions, in comparison, showcase collaboration skills and hidden talents.

5. Make accessibility a priority

Provide accessibility adjustments like flexible lighting, noise-cancelling headphones, or additional breaks to ensure a comfortable and equitable interview experience.

Key takeaway

As a recruiter, you can help your clients attract the right talent and develop effective diversity and inclusion strategies that create a sense of belonging for all employees.

You can also help to raise awareness on neurodiversity and unconscious bias to ensure that your clients have access to the best talent.

Start your journey today and explore how you can access and attract a wider talent pool with our on-demand webinar titled “From good intentions to great hires: Why diverse talent pools make business sense."

A diverse talent pool isn’t only the right thing to do, but it’s good for business too.