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Building diverse teams with individuals that have a range of unique perspectives, strengths, and approaches enriches the overall creativity, innovation, and problem-solving abilities of a company.

Yet, despite the invaluable contributions or benefits of having diverse teams, traditional hiring processes may inadvertently sideline neurodiverse individuals.

Understanding Neurodiversity

Neurodiverse people, such as those with Autism Spectrum Condition, ADHD, Dyslexia, Dyspraxia, Tourette syndrome, Bipolar Disorder, and other neurological conditions, may perceive the world differently than those without these conditions due to differences in cognitive, sensory, and social processing abilities.

Implementing inclusive hiring practices and making accommodations can help ensure that everyone has an equal opportunity to showcase how they could contribute to the success of the company.

Clear and Detailed Job Descriptions

Avoid using jargon and overly complex language to make sure that all candidates can easily understand the requirements of the job.

Focus your requirements on the truly essential skills and qualifications to ensure that neurodiverse candidates are not discouraged from applying due to unnecessary barriers or overly specific criteria. It can also help to provide specific examples and details to help candidates better visualise themselves in the role and determine if it’s a good fit for them.

Transparent Recruitment Process

Provide a detailed overview of the recruitment process upfront, including information on the stages, timelines, and any assessments or interviews that candidates should expect.

This transparency can help reduce anxiety and uncertainty, allowing candidates, particularly neurodiverse individuals, to better prepare and demonstrate their abilities during the hiring process.

If your organisation is able to offer open house days, this is another great way for candidates to explore the workplace, meet potential co-workers, and learn more about the team and company in a low-pressure setting.

Flexible Application Options

By offering alternative application options such as video submissions, portfolios, or examples of past work, organisations can accommodate different communication styles and preferences, making the process more inclusive for all candidates and allowing them to showcase their talents in a way that best represents their capabilities.

Adjusted Interview Practices

In order to allow candidates to fully prepare for interviews, consider offering flexible scheduling options or providing detailed information about the interview format, types of questions or assessments to be covered, and expectations ahead of time.

Instead of focusing solely on communication style, allow candidates to provide answers in a variety of formats, such as diagrams, examples, or even role-playing scenarios, to better demonstrate their abilities and potential fit for the role.

Skill Assessments

Where assessments are necessary, they should assess the specific skills and competencies required for the role.

In order to get the most out of your assessment process, focus on practical, job-related tasks rather than abstract problem-solving that might not reflect the candidate’s true abilities.

This approach will provide a more comprehensive evaluation of the candidate’s capabilities and potential for success in the role.

Onboarding Support

Starting a new job is exciting and nerve-wracking.

Setting new employees up for success from day one begins with a welcoming and accommodating work environment that caters to each individual’s unique needs and preferences.

This can include things such as accessibility accommodations, flexible schedules, structured training programmes, sensory-friendly environments, regular check-ins and feedback, or a buddy programme to help new employees transition smoothly into their new role.

The Importance of a Continuous Feedback Loop

As you’re taking the steps towards creating an inclusive and supportive hiring process and work environment, it’s important to implement a system where new hires can provide feedback on the recruitment process and their early experiences in a role.

Incorporating feedback and making adjustments where needed can significantly enhance the hiring experience for not just neurodiverse individuals but all candidates and new hires.

We’re dedicated to promoting diversity, equity, and inclusion in the workplace and believe it’s essential to building thriving, innovative digital and tech teams.

That’s why all of our Talent Partners have undergone DE&I-certified training, which we use to support our clients in creating and implementing inclusive talent attraction and retention strategies.

Get in touch today for a complimentary consultation!

📞 +44 (0) 2080 514777 – London
📞 +44 (0) 2920 021050 – Cardiff