Adzuna is on a mission to create a more inclusive workplace, and as part of the process, we’re digging into some of the obstacles neurodiverse employees and job seekers face in the workplace. From interview issues to securing a job opportunity, there are many obstacles that are seldom heard of.
So, what does neurodiversity mean in the workplace? Is it really such a big deal? And what efforts can we all contribute to supporting neurodiverse employees?
Understanding neurodiversity in the workplace
Neurodiversity is actually an umbrella term used to group together a wide range of conditions. These include ADHD, Autism, Dyspraxia, Dyslexia, Dyscalculia, Dysgraphia, and Tourette’s Syndrome.
Neurodivergence causes individuals to think, learn, process, and behave in diverse ways. And it all comes down to being ‘different’ in our communication style, social habits, thinking patterns, and sometimes, physical mannerisms.
Stats on disabilities in the workplace
It’s estimated that people with disabilities make up roughly 20% of the global workforce. But around 70% of employees with disabilities have ‘unseen’ disabilities. That accounts for 14% of the global workforce with hidden disabilities that just do not get talked about or acknowledged.
The reason why it’s important to pay attention to neurodiversity in the workplace is that employers tend to still hire based on the idea of culture fit. Neurodiverse employees often have a deep-seated fear that ‘normal’ employees won’t accept them. Thankfully, we’re seeing an uptick in the hiring style that focuses on culture ADD rather than fit, which is promoting inclusivity in the workplace.
Challenges employees with neurodivergent disorders face in the workplace
The first obstacle that most neurodiverse employees face is merely making it past the job application form. For many, the AI aspect of form-filling is the first challenge. With traditional job applications, you usually disclose any neurodivergent condition in the confidential section of your application form. However, most AI CV readers don’t correlate with this, which might see the AI never adjusting for your condition and rejecting your application due to gaps in your employment record.
Another problem is psychometric testing. Many conditions cause ‘brain freeze’ when it comes to any verbal testing. This is especially prevalent in scenarios that contain yes/no questions.
The interview process is arguably one of the biggest challenges. Even if the candidates prepare for everything in detail, interviewers often carry unconscious bias. And this is visible in their body language. Ultimately, the interviewer’s body language makes the candidate even more stressed out.
Can employers make the hiring process and workplace more inclusive to accommodate neurodiverse employees?
Starting with a specialized approach for hiring employees that are neurodivergent is a good idea. Candidates can also discuss employment gaps, skills, and past experience with HR. There should also be a focus on proven strengths, which goes beyond the CV.
Other steps could include:
- Anti-bias training for the entire workforce.
- Diversity & Inclusion teams embracing neurodiversity.
- Adjusting onboarding protocols for new, neurodiverse employees.
- Considering quiet areas and pods as workplace adaptations where neurodiverse professionals can be more productive.
- Collaboration with disability and neurodiversity charities.
- Make job descriptions clear so they can relate to neurodiverse applicants.
- Work with professionals to understand and develop a range of career options for neurodiverse candidates.
Keen to learn more about neurodiversity in the workplace?
Here are some excellent articles well worth reading!
- Neurodiversity at Work, Amanda Kirby and Theo Smith, August 2021, for more information on how to develop neurodiverse practices including inclusive job descriptions, workplace adaptations, hiring manager training, interview adaptations, and onboarding strategies.
- Three ways to support neurodiverse employees in the workplace, DiversityQ, February 2022
- A rising tide lifts all boats, Deloitte Insights, January 2022
- Neurodiversity at Work, CIPD, February 2018
- Valuable 500