Around 20-22% of the EU population is neurodivergent (source: NeuroDiversity Power), which means that their brain works differently from what we may consider “typical”, often used in the context of autism spectrum disorder (ASD), as well as other neurological or developmental conditions such as ADHD, dyslexia or learning disabilities.
Teams that include both neurodivergent and neurotypical colleagues have the ability to approach problems from different angles, leverage a wider range of unique strengths, and envision new possibilities.
Cognitively diverse teams have been shown to solve problems faster (source: Harvard Business Review)
However, traditional hiring processes can unintentionally exclude great talent, especially neurodivergent candidates. We often tend to favor candidates who reflect ourselves in small ways, such as their ability to engage in small talk, maintain eye contact, and other behaviors.
Challenges in the hiring process
Most hiring systems today are built with neurotypical candidates in mind, which can make things tough for neurodivergent individuals. Some of the common challenges they face include:
- Application processes: Neurodivergent candidates may struggle with traditional application forms and self-promotion.
- Interview settings: Standard interview practices often emphasize extroversion and eye contact, which can disadvantage neurodivergent individuals.
- Assessment tests: Generic personality tests may not accurately reflect the capabilities of neurodivergent candidates.
Creating an inclusive hiring process
To tap into the full potential of neurodivergent talent, organizations need to adjust their hiring processes. Here are some key strategies to consider:
- Clear job descriptions: Use precise language to outline job requirements and avoid vague terms like "dynamic" or "flexible."
- Tailored assessments: Implement task-based assessments that focus on relevant skills rather than personality traits.
- Supportive interview practices: Design interviews that accommodate different communication styles and reduce reliance on social cues.
- Onboarding adjustments: Provide necessary tools, such as noise-canceling headphones, to create a conducive work environment.
The business case for neurodiversity
Incorporating neurodivergent individuals into the workforce is not just a matter of social responsibility; it is a strategic business decision. Diverse teams bring fresh perspectives that lead to creative solutions and better problem-solving. Plus, the adjustments made to support neurodivergent employees often end up benefiting everyone, creating a more inclusive and productive work environment.
Conclusion
Embracing neurodiversity in hiring processes is a step towards creating truly inclusive workplaces. By recognizing and valuing the unique strengths of neurodivergent individuals, companies can tap into a wealth of untapped talent and boost business success. As the conversation around neurodiversity grows, it's crucial for businesses to step up and lead the way with inclusive hiring practices.
