Neurodiversity describes the idea that people experience and interact with the world differently. There is no one "right" way of thinking, learning, and behaving, and differences are not deficits.
The word neurodiversity refers to the diversity of all people. It is commonly used in the context of autism spectrum disorder (ASD) and other neurological or developmental conditions such as ADHD, Dyslexia, Dyspraxia, Dyscalculia, Dysgraphia and Tourette's syndrome.
The benefits of a neurodiverse workplace are infinite! Neurodiverse companies have been proven to outthink and outperform heterogeneous spaces.
Based on conversations with the neurodivergent job-seeking community, here's our guide on how to be neurodivergent inclusive in all your hiring processes. Clear and succinct job advertisements without jargon, idioms or ambiguous terms. Sign-post within the advert to offer of adjustments, support or alternative interview processes Commit to responding to every application
A choice of initial communications methods (e.g. email, phone, video meeting). Offer the interview questions and interview structure in advance. Provide an overview of the interviewer/interviewers.
Give clear guidance on what preparation is required. Use low sensory environments for interviewing.
If in-person – a room with natural light and a quiet location.
Avoid inviting additional interviewers without prior warning i.e. impromptu onthe-day decision
Offer an alternative to panel interviews. Trying to read the social cues of 3-4 different interviewers could put a neurodivergent job seeker at a significant disadvantage. Keep interviews to a maximum of 45 minutes to one hour. Ensure there is space for the candidate to ask questions during the interview.
Consider these two insights.
When neurodivergent individuals read your job advert, they ask themselves - will I thrive here? Just as much as they ask themselves whether they have the skills and experience for the job. A condition very common to neurodivergent individuals is Rejection Sensitive Dysphoria. RSD is emotional sensitivity and emotional pain. And it is common for neurodivergent people to experience this, which can be severe. How does this affect inclusive hiring? Simply put, someone with RSD may decide it's easier not to apply for a job they are interested in to avoid the anxiety of rejection. If you're not thinking about RSD when writing job adverts or deciding on your recruitment strategy and assessment framework, you may lose out on neurodivergent candidates.
Top tips for a neurodivergent inclusive hiring process
Think about how you describe your working environment in job advertisements. Are you using neurodivergent inclusive language?
Words such as fast-paced and competitive may dissuade someone from applying. Commit in your job advert to replying to / acknowledging all applicants - this may support with RSD sufferers. Ensure your job adverts don't become a lengthily wish list. Clear, concise and nonambiguous is the goal.
Signpost to the offer of flexible and inclusive adjustments at EVERY stage of the process. In your job adverts, when you first establish contact with a candidate, when you offer or confirm an interview. Avoid the term
‘reasonable adjustments’ and simply ask ‘is there anything we can do to make our recruitment process more comfortable or accessible for you?’.
Interviewers – don't ask ambiguous and openended questions which could be vague and open to interpretation, such as: Tell me about yourself? Where would you like to be in five years? Offer the interview questions upfront as standard. Allow extra time in your recruitment processes in general. If your process is all about speed, you're probably putting Neurodivergent candidates at a disadvantage.
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