Neurodiversity in the workplace: 4 tips for your recruitment process
By Betty Brown
Neurodiversity refers to the differences in brain functions and behavioural traits of individuals. This umbrella term is typically used to cover an array of conditions, such as ADHD, autism and dyslexia.
Neurological diversity is considered to be a part of normal variation in humans, and it’s more commonly being seen as a positive thing. It means that people with different kinds of brains can bring different strengths and perspectives to the workplace and the world. For example, people with ADHD are often good at multitasking and thinking outside the box, whilst people with dyslexia are often good at problem-solving and creative thinking.
In order to access a wider pool of talent, there are several considerations you’ll have to make during the recruitment process, to ensure it’s a level playing field for every candidate. Here are four tips to ensure you’re not discouraging neurodiverse candidates from applying to your vacant position.
Reconsider traditional interviews
For many neurodiverse applicants, the standard interview format can be the biggest stumbling block in the entire recruitment process. And whilst it remains an important part of finding the right candidate, rethinking the way you carry out interviews could go a long way to making the process fairer for everyone.
There are many ways you can support neurodiversity at interviews, but one of the most important things is to avoid any surprises. Whether you outline how the interview will be carried out, and/or send a list of questions beforehand, giving the candidate an idea of what to expect will help them feel at ease on the day, and be better prepared to perform at their best.
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Simplify your job descriptions
Keeping your job posts simple and to the point is good practice anyway, but it’s even more important for neurodiverse candidates. Avoid any complicated industry-specific jargon or abbreviations, which could exclude potentially suitable candidates who have all the necessary skills but perhaps wouldn’t associate with this kind of flouncy language. As well as using clear and concise language, it’s important to note that certain fonts are easier to read than others for many neurodiverse people. Bear this in mind when designing your posts to ensure they’re accessible for all.
Take steps to reduce unconscious bias
Everyone will have some level of unconscious bias, based on their background, upbringing and personal experiences. But to make the recruitment process as fair as possible, it’s important to take the necessary steps to reduce the influence of biases on your decisions. Consider staff training to help them identify and reduce any unconscious biases, and be sure to have a range of team members on the panel to help provide a fairer assessment of the candidate.
Make it personal
Our final top tip to improve your recruitment process for neurodiverse applicants is to make it personal. Demonstrate your willingness to make reasonable adjustments before, during and after the interview, and open a two-way dialogue with your candidates to ensure you understand their needs, and they understand what you expect from them. This will not only help them to feel more comfortable, but it will provide them with the conditions they need to show the best version of themselves.
Author Bio
Betty Brown is a Consultant | Researcher
Digital Content & Media
The views and opinions expressed in this post are those of the author and do not necessarily reflect all or some of our beliefs and policy. Any links on this page do not necessarily mean they have been endorsed by Defying Mental Illness
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