Neurodiversity in the Workplace
Neurodiversity inclusion is becoming a big deal in workplaces as of late. I am grateful for this because my neurodiverse son is reaching the age where he will soon be out in the workforce. As his mom, I worry that he won’t find a place to fit and I know he has a lot to offer if employers take the time to find a role that works for him.
Back when I was a kid, unless a child had serious cognitive delays, the neurodiverse were thought of as just a bit odd and were (unfortunately) often subjected to bullying. As with anything different and difficult, in order to respect the differences in others, we need to acknowledge them and accommodate for them. Being neurodiverse comes with its own set of trauma, often complex and compounded over time. We need to set our workplaces up to be a safe haven from that trauma.
Neurodiversity can encompass many things. my son is on the autism spectrum, I am a TBI survivor, and it also includes ADHD, dyslexia, sensory processing disorders, other cognitive and neurological disabilities, and often a combination of these. So how do employers wishing to employ and include neurodiverse staff do that in such a way to sets everyone up for success?
According to EARN, the following are best practices for job descriptions and interviews.
Job Descriptions:
Job descriptions should use inclusive language
Job descriptions should specify between required and preferred skills
If strong communication skills or ability to work in teams is not required for a particular role, do not include it in the job description - this can discourage neurodiverse candidates from applying
Language should be clear and concise and/or use or include other modalities such as video or images.
Interviews:
Conventional interview styles are not always effective for neurodiverse candidates
Interviewers should be trained in how to conduct interviews with neurodiverse candidates
Minimize vague, open-ended questions, as they can be confusing
Be patient - the candidate may have a great answer and just needs some time to form it
If we can’t get neurodiverse individuals in the door, there will be no way to keep neurodiverse individuals on staff. Intentionality and training are important prior to starting this hiring process.
If you are neurodiverse and looking for a job, but do not know what resources and tools you might need, I can help. Schedule a free consultation today.
