Why Neurodiversity Matters
Neurodiversity matters because we all think and process information differently. No one way of thinking is better than another. Embracing a neurodiverse workforce challenges the traditional “one-size-fits-all” approach, allowing you to tap into new and valuable skills that can benefit your business. By supporting individuals with neurological differences such as autism, ADHD, or dyslexia, you promote a culture of acceptance and appreciation, which can drive innovation and fresh perspectives.
How This Works in Recruitment
The standard interview process can put neurodivergent (ND) candidates at a disadvantage. Traditional hiring scenarios, like group interviews or abstract questions such as, “Where do you see yourself in 5/10/15 years?” can be overwhelming for some candidates and cause unnecessary anxiety. To create a fairer and more productive interview experience, consider the process from both neurodivergent and neurotypical perspectives.
Here are some practical adjustments:
- Send interview questions in advance to allow candidates to prepare (For example, UK retailer John Lewis shares interview questions on their careers page).
- Offer video interviews first as a less intimidating option.
- Allow candidates to choose whether to turn the video on or off.
- Ask simple, clear questions rather than open-ended ones like, “Tell me about yourself.”
- Use specific, closed-ended questions such as, “Please summarise your work experience from the last four years. Who did you work for, and what were your main duties?”
- Ask targeted questions like, “What data analysis and research did you conduct in your last role?”
- Be patient and clarify your questions if a candidate is struggling.
- Provide automated captions for video interviews or type out questions in the chat for clarity.
These simple adjustments can make candidates feel more comfortable during interviews, allowing you to get the best out of them.
Use Skills Testing with Reasonable Accommodations
Skills tests offer a fair way for all candidates to showcase their abilities, but to ensure inclusivity, these tests should be designed with neurodiversity in mind. For example, a candidate with dyslexia might require additional time for reading and writing tasks, while a visual learner might perform better with diagrams instead of written text.
Here’s how you can make skills testing more inclusive:
- Inform candidates in advance that skills tests will be conducted and invite them to request any accommodations they may need.
- Provide extra breaks for candidates with autism or additional time for those with dyslexia.
- Offer alternate formats for candidates with dysgraphia, such as an oral test instead of a written one.
- Ensure your testing software allows candidates to request accommodations prior to the test.
Create the Right Environment for Neurodivergent Candidates to Thrive
Once you’ve made adjustments to your hiring process, it’s time to consider how your workspace can be more inclusive for neurodivergent employees. For example, candidates with autism might find noisy environments or bright lighting overwhelming, while those with dyslexia might need extra time for tasks involving reading or writing. Small changes can have a big impact on productivity and job satisfaction.
Consider offering:
- Quiet spaces to work
- Noise-cancelling headphones
- Flexible work arrangements, such as remote or hybrid options
There are also a number of assistive technologies that can help neurodivergent employees excel, including:
- Speech-to-text software
- Text-to-speech software
- Transcription software
These tools make it easier for employees to complete tasks quickly, from reading and writing emails to drafting reports or taking notes.
When your hiring and working practices don’t take the needs of neurodivergent individuals into account, you miss out on talented candidates who could bring a fresh perspective to your business. But with the right support and environment, neurodivergent employees often become some of the most productive and valuable team members you could hire.
