{"id":2715,"date":"2022-04-11T06:20:43","date_gmt":"2022-04-11T06:20:43","guid":{"rendered":"https:\/\/cn7w3i4565-staging.onrocket.site\/?p=2715"},"modified":"2022-04-11T06:20:43","modified_gmt":"2022-04-11T06:20:43","slug":"neurodiverse-employees-and-the-challenges-they-face-in-the-workplace","status":"publish","type":"post","link":"https:\/\/www.adzuna.co.za\/blog\/neurodiverse-employees-and-the-challenges-they-face-in-the-workplace\/","title":{"rendered":"Neurodiverse employees and the challenges they face in the workplace"},"content":{"rendered":"

Adzuna<\/a> is on a mission to create a more inclusive workplace, and as part of the process, we\u2019re 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.<\/p>\n

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?<\/p>\n

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Understanding neurodiversity in the workplace<\/h2>\n

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\u2019s Syndrome.<\/p>\n

Neurodivergence causes individuals to think, learn, process, and behave in diverse ways. And it all comes down to being \u2018different\u2019 in our communication style, social habits, thinking patterns, and sometimes, physical mannerisms.<\/p>\n

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Stats on disabilities in the workplace<\/h3>\n

It\u2019s estimated that people with disabilities make up roughly 20% of the global workforce. But around 70% of employees with disabilities have \u2018unseen\u2019 disabilities. That accounts for 14% of the global workforce with hidden disabilities that just do not get talked about or acknowledged.<\/p>\n

The reason why it\u2019s 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 \u2018normal\u2019 employees won\u2019t accept them. Thankfully, we\u2019re seeing an uptick in the hiring style that focuses on culture ADD rather than fit, which is promoting inclusivity in the workplace.<\/p>\n

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Challenges employees with neurodivergent disorders face in the workplace<\/h2>\n

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\u2019t correlate with this, which might see the AI never adjusting for your condition and rejecting your application due to gaps in your employment record.<\/p>\n

Another problem is psychometric testing. Many conditions cause \u2018brain freeze\u2019 when it comes to any verbal testing. This is especially prevalent in scenarios that contain yes\/no questions.<\/p>\n

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.<\/p>\n

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Can employers make the hiring process and workplace more inclusive to accommodate neurodiverse employees?<\/h2>\n

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.<\/p>\n

Other steps could include:<\/h4>\n